Coaching practices for The Johari Window During Conflict
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For The Johari Window During Conflict, 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
- I know in the abstract that I have blind spots, but I couldn’t name a single one
- I keep saying "that’s just not who I am" and steering clear of anything that doesn’t fit my picture of myself
- I keep so much of what I actually think and feel to myself that people around me are constantly guessing wrong
- Somewhere in this I stopped seeing a problem we both have and started seeing the other person AS the problem
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 - Map your Johari Window with a trusted person
Identify what is open, hidden, and blind in a specific relationship or role.
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 - 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 - Separate the person from the problem
Treat the conflict as a problem you face together, not a contest you fight each other.
The Third Alternative, Made Practical - Fight the problem, not each other
Reorient conflict so both partners face the problem together rather than facing each other.
Secure-Functioning Relationships - Receive feedback with minimal defensiveness
Treat feedback as data about others’ experience — not as a verdict on your character.
The Johari Window - Use Collaborating when the relationship and the solution both matter
Collaborating — high assertive, high cooperative — finds a solution that genuinely works for both parties, but it takes time.
The Thomas–Kilmann Conflict Mode Instrument (TKI) - Collaborating (assertive and cooperative)
Work the underlying interests until you find a solution that genuinely meets both sides’ needs.
The Five Conflict-Resolution Styles
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 Feedback
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.
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