Beyond Blind Spots: How the Johari Window Can Transform Your Team

We all know that effective teamwork hinges on communication, trust, and understanding. But how can we deepen these connections in a way that makes our teams stronger, more transparent, and even more fun to work with? The Johari Window is a surprisingly simple but powerful tool that can help us do just that.

In this blog post, we’ll explore the Johari Window, break it down into relatable, easy-to-understand concepts, and give you practical ways to apply it in your team. If you’re ready to unlock your team's full potential, keep reading!

What is the Johari Window?

The Johari Window was developed by psychologists Joseph Luft and Harry Ingham in 1955 as a way to improve self-awareness and communication between people. It's built on the idea that we all have different aspects of ourselves that are known (or unknown) to us and others. The model divides these aspects into four areas—or quadrants.

Think of it as a map to better understand how you relate to the people around you, and how they relate to you. It’s a tool to make you more self-aware and help you improve how you work with others, which we probably know, is a huge part of what makes a team truly successful.

"There are known knowns; there are things we know that we know. There are known unknowns; that is to say, there are some things we now know we don't know. But there are also unknown unknowns – there are things we do not know we don’t know." - Donald Rumsfeld

The Four Quadrants of the Johari Window

Open (Arena): This is the stuff you and others know about you. It’s like the public persona—the skills, knowledge, and behaviours that you share with your team. The more you can expand this open area, the better your communication will be, and the easier it is to build trust. Transparency is the name of the game here.

In real life: This is your team’s shared understanding of each other’s roles, strengths, and weaknesses. You know what’s expected of you, and you can rely on each other.
Blind Spot: This one’s interesting—this is what others can see in you, but you might be totally unaware of. You might have habits or traits that everyone else knows about, but they don’t always make their way into your self-awareness.

In real life: You might not realise you’re cutting people off in meetings, or that your superpower is calming down a stressed-out colleague. That’s where feedback comes in. Encouraging open feedback in the team can help reduce these blind spots, and, trust us, it’ll make you better at what you do.
Hidden (Façade): This quadrant contains all the things you know about yourself, but choose to keep hidden. Maybe it’s something personal, or maybe it’s an aspect of your job you don’t feel comfortable sharing. Sometimes it’s because you're just not ready, or you don't feel safe.

In real life: If you hold back because you’re afraid of being judged, that Hidden area can grow. Encouraging team members to open up in a safe, supportive environment can lead to better communication and deeper relationships.
Unknown: This is the most exciting part—the stuff neither you nor others know about you. These are your untapped strengths, unconscious behaviours, and the hidden potential waiting to be discovered. Sometimes these only come out when you’re faced with new challenges or under pressure.

In real life: As you push yourself and your team to try new things, you’ll start to uncover these hidden gems. It’s all about creating an environment where people feel safe to stretch beyond their comfort zones.

Why the Johari Window Matters for Teams

By understanding these quadrants, teams can:

Build trust by being more transparent (hello, Open quadrant!).
Communicate better by asking for and giving feedback (say goodbye to Blind Spots).
Strengthen collaboration by reducing misunderstandings and encouraging people to bring more of themselves to the table.
Unlock hidden potential by exploring those Unknown parts of ourselves, sometimes through experimentation or facing new challenges together.

Ultimately, the Johari Window is all about breaking down barriers and improving how we relate to each other. When teams practise it, they can foster a more inclusive and productive culture where everyone feels valued.

How to Put the Johari Window to Work in Your Team

1. Leadership Development: Be the Example

Great leaders use the Johari Window to become more self-aware and foster an environment of transparency. By actively seeking feedback and reflecting on how they come across to their team, leaders can not only grow personally but also create a culture where feedback is embraced by everyone.

Tip for Leaders: Ask for regular feedback, whether it’s about your communication style, decision-making, or leadership approach. Being open about your growth journey encourages others to do the same.

2. Team-Building Exercises: Open the Door to Feedback

Team-building activities based on the Johari Window encourage members to share and receive feedback in a safe and productive way. These exercises help reduce blind spots and create a more authentic environment where people can be themselves.

Try This: A simple feedback exchange exercise can be a game-changer. Have team members write down one piece of constructive feedback for each person, and then discuss the insights as a group. You’ll be amazed at how much you can learn from each other.

3. Psychological Safety: Create a Safe Zone

The Hidden quadrant grows when people don’t feel safe sharing their thoughts, concerns, or ideas. To benefit from the Johari Window, teams need to cultivate psychological safety—a space where it’s okay to be vulnerable and open without fear of judgment.

Actionable Tip: Foster a culture of “I don’t know” and “Let’s try it” instead of perfectionism. When mistakes are seen as learning opportunities, people are more likely to share and contribute freely.

Actionable Steps to Apply the Johari Window in Your Team

Create Open Feedback Channels: Use regular one-on-ones, surveys, or team retrospectives to create ongoing opportunities for feedback. Feedback shouldn’t be reserved for performance reviews—it should be part of the everyday team culture.
Encourage Vulnerability: Leaders should model vulnerability by sharing their own blind spots and hidden fears. This helps others feel comfortable doing the same.
Try New Things: Explore different ways to stretch the Unknown quadrant, whether through cross-functional projects, professional development opportunities, or simply encouraging creative problem-solving in meetings.
Focus on Strengths: While it’s important to address blind spots, don’t forget to celebrate the strengths that your team uncovers. Whether through positive reinforcement or team shout-outs, acknowledging talent builds confidence.

Final Thoughts

The Johari Window is a tool that can help you unlock both personal and team potential. By improving self-awareness, encouraging feedback, and creating a space for vulnerability, teams can build stronger bonds and collaborate more effectively.

Whether you’re a leader or part of a team, start applying the Johari Window today and watch your team dynamics transform!

We help teams unlock their full potential by fostering self-awareness, trust, and effective communication using evidence-based tools.

If you're ready to take your team's collaboration to the next level, contact us today!

Xin Yi Ng (Michelle)

Research & Development Lead

The Open Mind Institute