The world of behavioral psychology and business seems to try to keep their distance. However, we are human, and we are human all the time, even at work. When we show up every day, we bring our thoughts, emotions, and feelings, and they trickle out in our interactions with our boss, peers, and direct reports.
|Where did it come from?
|JOHARI is an acronym for the names of the theorists who invented it – Joseph Luft and Harrington Ingham in 1955.
|What is its purpose?
|The purpose is to provide self-awareness. It has also been used to help people identify their strengths, and areas to explore for future development.
|How does it work?
|Participants are given of list of 56 adjectives and they have to pick the 5-6 that best describes them. The list is then given to the other team members to select 5-6 adjectives to describe the participant. Once the participant has the list of objectives, they are plotted on a four-part square. See the diagram below.
|How we use this with clients?
|This does not take the place of a full personality assessment, or a 360 degree feedback session of identified competencies. It is used to provide a “snapshot” of how participants identify themselves, and how others may identify them. Its benefit is entirely self-awareness, as it becomes knowledge for participants to use for action and move through change, if desired. This tool is often the starting point to bring self-awareness to the group, and understand that others have different perceptions.
- Team development working with an intact group/team
- Self-awareness of what is seen by team members
- Teams with team dynamic improvement needs
- Individual coaching sessions
Categorised in: Amy Murphy