Johari Window Issues - Coursework Example

Name Johari Window Course Date Johari Window Introduction Johari Window was developed to assist in reducing misunderstandings, lack of self-awareness, lack of self confidence/low self esteem and many other social problems at work place or within any social groupings. The framework is simple and efficient represented with a four –quadrant grid namely, open area, blind area, hidden area and unknown area. The key purpose of Johari Window is to demonstrate the significance of open communication and further explain consequence on group trust (Keirsey 2009). This paper seeks to carry out an assessment using Johari Window as a communication tool through which information was given and received among group members. Open area In the group, as a team we had a common goal to increase the open area quadrant. This is the quadrant that has things that I am aware of regarding myself and what the group members know. All group members exchanged information freely and openly. Generally, the open area increased because there was a high level of trust between the group members as the group work and discussion progressed. As the group work progressed, the more we shared information and this included personally relevant information. This implies that I was extremely free with all the group members. In the group we agreed that each and every group member should disclose his/her feelings, air opinions/views freely and share experiences as well. All group members followed the set norms of disclosing views, feelings and sharing experiences freely and this increased trust amongst us since all of us were open with each other. We were all open with each other and thus group members did not to interpret/ misunderstand or project more personal meaning into other group member’s behavior because we all understood each other’s actions and words, and all group members were aware that each one of us was open to seeking and giving feedback. Being open to each other resulted to all group members understanding each other and this is what developed mutual understanding amongst us and this greatly contributed to the efficacy and success of our group work. According to Thomas (2010), being very open with each increases the open area quadrant and this makes a team/group to perform to its best potential because each and every group member/ team member makes full use of his/her potential as well as group/team’s potential. It is therefore important to put efforts to increase one’s open free area through disclosure of information regarding one’s feelings, experience, opinions, motivation, and such as this increases the open free area. As a group we focused on disclosing information about our feeling, views, what motivated us during the group’s undertaking, sharing of experiences and this consequently increase the open free area. My Johari Window 1 Open area 2 Blind area 3 Hidden area 4 Unknown area Blind Spot Blind spot has information that I do not know regarding myself but my group members might know about. As I was beginning to take part within the group, I was not aware of the information I communicated to the group. Accordingly, my group members learnt the information from the verbal cues, traits, how I talk and the manner I relate with other people. I sought feedback from my group members so as to know my blind spot. This is because I had a goal of decreasing my blind spot which basically means moving the vertical line to the right within the Johari window. Therefore, I solicited feedback constantly and remained receptive to the feedback from the group members (Amorce 2008). The group members made me aware of several things I previously did not know about myself. For example, the group leader once told me that I am shy but I have always regarded myself as quiet but never shy. This was an eye opener that I need more interactions with people (Keirsey, 2009). This is definitely made me realize my blind spot because by interacting more with people, I have started sharing more with people and thus learning new things. Another incident is where one of the group members told me that I am very blunt in a bad way while I have always perceived myself as an honest and straightforward person. At times it is very difficult to accept the reality about oneself and this is one thing I had difficulty in accepting. This comment from my group members implied to me that there was a need of evaluating words that I use when communicating. As a result, I began being more keen with what I say and this has greatly improved my interpersonal relationships. Additionally, my group members enabled me to know that I am a poor listener by pointing that I talk a lot and when others are giving their views I pay little attention. I began working on areas the group members pointed and I thought were weaknesses and this included improving my listening skills. These are some of the things learnt from me and I was not aware of. Some of the group members urged me several times to be their group leader because I am always composed , fair to everybody, understanding and I have leadership qualities, something I had no idea about myself. By my group members pinpointing my strengths, I discovered that I have some aspects that can make me a leader or help me in becoming a good manager in future. All the things I discovered about myself through my group members are my blind spot. Group members helped me identify my blind spot through their comments, opinions and feedback regarding my character and this has helped me in identifying my weaknesses and strengths as a leader in future (Amorce 2008). Amorce (2008) explains that managers/leaders should offer non-judgmental feedback once they identify blind spots of their juniors as this reduces fear, shyness as well as the blindness and improves the affected individual’s trait. More importantly, the blind spot should be reduced as much as possible as this improves competence of a team/group but care should be taken to ensure that the affected individual is not emotionally hurt as this can affect his/her performance greatly. The Hidden Area This is what a person knows about him/herself and no one else has a clue about it. During our group work, I characteristically participated by asking questions and not through giving information and thus my hidden area was somehow large. For example, I always sought the opinion of other group members before giving my opinion. I also always wanted to stand of other group members before committing myself. Similarly, another group member also had a large hidden area and at one time he was confronted by one of the group members in that the group member alleged him of always asking other how they feel and never telling how he feels. In such a situation, the only person who had an idea of what he felt was himself and no one else in the group. Likewise, on my part no one in the entire group was aware whenever I was upset because I could manage to hide my disappointment successfully without anyone noticing. This would often lead to frustration on my part because I was not disclosing my feeling of disappointment. As we progressed with our group work and discussion, I discovered that having a large hidden area normally evokes reactions of annoyance, mistrust as well as withholding among group members and this is the reason being open is encouraged in a team or a group (Keirsey 2009). As Keirsey(2009) puts it, naturally human beings are secretive however things like feelings, manipulative agendas which are not much secretive fall under hidden area quadrant. Obviously, people hide some of their personal things but certain relevant ideas, feelings and information are supposed to be moved to the open area through ‘disclosure’ thus bringing Johari window to its purposeful use. The hidden part can partly be transferred to the open area through the process of ‘self-disclosure’ and ‘exposure process’. Kay (2005) argues that through sharing with others how he/she feels and other viable information about oneself the hidden area is reduced and this results to trust, team-work and thus higher productivity and less confusion and mistrust. Accordingly, on my part I resolved to be more open and ready to self-disclose to other people about my feelings, facts and other issues as this has been confirmed to result to more successful relationships with other people. Therefore, reducing the hidden area is of great importance to me. Unknown area This region was not applicable in our group work because everybody actively participated in the group work while in the region an individual characteristically participates in a group through observing. In such a case, group members would find it extremely hard to know the stand of such a group member (Amorce 2008). Conclusion Before this assessment, I used to hide even some important feelings from people. Through his assessment, I have learnt the importance of accepting other people to make feedback about me. This is because this feedback can help me to identify my weaknesses and strengths especially when others give feedback about my blind area. Additionally, I have learnt the important of being open with each other. Open communication results to increases trust and more productivity among people. In a nutshell, the open area window has greatly increased while my blind spot window and hidden area window have greatly reduced. Bibliography Amorce, F., 2008, Group Process: An Introduction to Group Dynamics, Mayfield Publishing, New Jersey. Kay, U., 2005, Please Understand Me, Prometheus Nemesis Book Company, Del Mar, CA. Keirsey, J., 2009, Of Human Interaction, National Press, Palo Alto, CA. Thomas, M., 2010, Learning-Style Inventory, Self-Scoring Inventory and Interpretation Booklet, McBer & Company, Boston. Read More