Coaching practices for Johari Window Feedback
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Johari Window Feedback, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- Our team has patterns that everyone outside us seems to see clearly while none of us inside it can
- The instant someone gives me hard feedback I’m already explaining and defending myself
- I know in the abstract that I have blind spots, but I couldn’t name a single one
- Whenever I ask people how I’m doing I just get vague, polite reassurance
- I deliver my feedback as a finished verdict and then the other person just sits there closed off
Practices that may help
- The Johari Window
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots. - Use the Johari Window in team settings
Apply the window at the team level to improve shared understanding and reduce inter-member blind spots.
The Johari Window - Receive feedback with minimal defensiveness
Treat feedback as data about others’ experience — not as a verdict on your character.
The Johari Window - Map your Johari Window with a trusted person
Identify what is open, hidden, and blind in a specific relationship or role.
The Johari Window - Actively seek feedback on your blind spots
Ask specifically for what others see that you might not — with enough specificity to get honest answers.
The Johari Window - Invite a response after delivering SBI
Close SBI by asking what the other person makes of it — not with a verdict.
The SBI Feedback Model, Made Practical - Expand the Open area through deliberate self-disclosure
Share what you know about yourself that others don’t — reducing the Hidden quadrant.
The Johari Window - Expand the Unknown quadrant through challenge and experience
Try things outside your current self-concept — undiscovered capacity lives in the Unknown quadrant.
The Johari Window - Make feedback flow in both directions
Give timely, specific feedback — and ask for it on your own management.
Effective One-on-Ones, Made Practical - Ask what the person already knows before offering your assessment
Ask the person to evaluate their own performance before giving yours.
The Feedback Sandwich: Why It Doesn’t Work and What to Do Instead
Related concerns
- How To Use Johari Window
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots.
- How To Use Johari Window At Work
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots.
- Johari Blind Area
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots.
- Johari Window Team
Apply the window at the team level to improve shared understanding and reduce inter-member blind spots.
Use the Johari Window in team settings
- The Johari Window After A Loss
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots.
- The Johari Window After A Setback
The Johari Window, developed by Joseph Luft and Harrington Ingham, is a model of self-knowledge and interpersonal disclosure organized into four quadrants: Open (known to self and others), Blind (known to others, not to self), Hidden (known to self, not to others), and Unknown (known to neither). It is used in coaching and organizational development to guide feedback exchange and self-disclosure, expanding the Open area and reducing blind spots.
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