What don’t you know about yourself that you are excellent at?
And how would you find out?
Here’s a model for you to consider for your own personal growth, as well as for use with enhancing understanding, communication & trust between members in a team.
The Johari Window was developed by psychologists Joseph Luft & Harry Ingham in 1955. (The name Johari came from joining their first names)
The model’s used to enhance the individual’s perception of themselves and others.
Each person is represented by the Johari model through 4 window panes. Each pane signifies personal information, feelings, motivation & whether that information is known or unknown to oneself or others.
So, the 4 Panes are:
1 What is known by the person about him/herself & is also known by others – open area or the arena
2 What is unknown by the person about him/herself but which others know – blind area or blind spot
3 What the person knows about him/herself that others do not know – hidden area, hidden self or facade
4 What is unknown by the person about him/herself & is also unknown by others – unknown area or unknown self
Now I’m sure you can imagine there are a variety of ways to utilise this model.
Example: To help expand a new team member’s open area, questions could be asked, information disclosed in a safe environment, feedback requested about what other’s would like to know.
We all have blind spots. For example, some have lack of self awareness of how they present themselves in terms of executive presence. Others are blind to an amazing leadership quality that they do naturally.
I think the buried treasure may be in the 4th quadrant or Unknown Area – the information, feelings, latent abilities, aptitudes, experiences etc, that are unknown to the person & unknown to others in the group.
Maybe that ‘gold’ is:
– An ability that is under-estimated or untried through lack of opportunity, encouragement, confidence or training
– A natural ability or aptitude that a person does not realise they possess
– A fear or aversion that a person does not know they have
– A self-limiting belief
– Repressed or unconscious feelings / emotions
– Conditioned behaviour or attitudes from childhood?
How do you find that treasure?
How do you uncover this inner information and knowledge?
How can you continue your journey of self-discovery?
Maybe it’s by getting a coach or mentor.
Maybe it’s enrolling in courses, doing a retreat, meditation, reading, listening to podcasts.
Maybe it’s experimenting with new things, with no great pressure to succeed, to discover unknown abilities.
If you’re a leader, you can help by creating an environment that encourages & promotes the processes of self-discovery, constructive observation & feedback among team members. Such a culture helps people to fulfil more of their potential and thereby to achieve more, and to contribute more.
It’s so exciting to think that there’s no limit to what you can do when you discover what you can do!