Great leadership starts with self-awareness. But how well do we really know ourselves—and how clearly do others see us?
The Johari Window, a psychological model developed by Joseph Luft and Harrington Ingham in 1955, offers a simple yet profound framework to explore the relationship between what we know about ourselves and what others perceive. For leaders aiming to build trust, give and receive meaningful feedback, and grow stronger relationships with their teams, understanding the Johari Window is a game-changer.
At Evolve2, we dive deep into this model during Session 4: Giving & Receiving Feedback, helping emerging leaders develop the courage, skill, and self-awareness required to build high-performing teams.
The Johari Window is a four-quadrant matrix used to improve communication, self-awareness, and interpersonal dynamics. Each quadrant represents a different aspect of the self:
This includes behaviors, feelings, and motivations that you and others are aware of. This is where trust and effective collaboration thrive.
These are things others notice about you—but you may not. Feedback lives here. The more willing we are to hear and reflect on what others observe, the more we grow.
These are aspects of yourself you choose not to share—thoughts, fears, or vulnerabilities. Self-disclosure, when used wisely, can deepen trust and connection.
This represents untapped potential, hidden talents, or subconscious drivers. Growth, self-discovery, and new experiences often bring this area to light.
Strong leaders don’t just manage tasks—they build self-awareness, embrace feedback, and foster environments where others can do the same. The Johari Window provides a pathway to that kind of leadership.
The larger the open area, the more transparency exists between leaders and their teams. Leaders who communicate openly, share appropriate personal insights, and actively invite input build stronger, more authentic relationships.
In Session 4 of Evolve2, we focus on creating safe spaces where feedback is not only welcomed but expected—helping leaders grow their open area and strengthen team cohesion.
Blind spots can be dangerous—especially for those in leadership roles. They affect decision-making, team morale, and personal credibility. The only way to reduce a blind spot? Consistent, honest feedback.
In Evolve2, we teach leaders how to invite, listen to, and act on feedback—even when it’s uncomfortable. When done right, feedback becomes a powerful tool for personal and professional development.
While it’s important to maintain boundaries, selectively sharing parts of your journey, challenges, or values can create connection and loyalty. It signals confidence and authenticity—two qualities employees deeply respect in a leader.
Self-awareness is not a destination—it’s a journey. As leaders try new things, face unfamiliar challenges, and reflect on their reactions, they bring the unknown into the open. This exploration fosters continuous learning and transformation—hallmarks of great leadership.
Consider this scenario: A leader believes they’re approachable, but several team members feel intimidated and hesitant to speak up. That’s a blind spot. Unless the leader actively seeks feedback and creates space for honest dialogue, the perception gap grows—and so do communication breakdowns.
By applying the Johari Window, this leader can identify the gap, adjust their approach, and rebuild trust.
At Evolve2, we integrate the Johari Window in Session 4: Giving & Receiving Feedback, where participants engage in practical activities to enhance their awareness, receive peer feedback, and reflect on their leadership impact. It’s a safe, structured environment to build emotional intelligence and communication agility—skills every leader needs.