Tackling Personal and Professional Blind Spots with the Johari Window
Aug 29, 2025
Blind spots—those unseen areas in our personal and professional lives—are everywhere. No one is perfect, and everyone has vulnerabilities and insecurities they might not even be aware of. Recognizing and addressing these blind spots is essential for growth, both individually and within teams. But how do we uncover what we can’t see ourselves? The answer lies in creating a safe environment for feedback and using tools like the Johari Window to facilitate open, constructive conversations.
The Importance of a Safe Environment
Before blind spots can be addressed, it’s crucial to establish a culture of trust and safety. People need to feel comfortable exposing their vulnerabilities without fear of judgment or reprisal. This safe space allows individuals to share their struggles and insecurities openly and encourages team members to call each other out respectfully when blind spots arise.
Leadership teams, in particular, must prioritize this. While strategic objectives are important, dedicating time and energy to uncovering and discussing blind spots can save precious resources in the long run. When leaders foster an environment where respectful conversations are the norm, hidden issues—like favoritism or unequal treatment—can be brought to light and addressed effectively.
Using the Johari Window to Normalize Blind Spots
The Johari Window, a tool introduced in 1955, is invaluable in this process. It helps individuals understand the difference between what they know about themselves and what others see. By inviting feedback and sharing experiences, people can expand their “open area” and reduce their blind spots.
For example, in my own experience, a client once pointed out a blind spot I wasn’t aware of. This moment of feedback was eye-opening and helped me grow. The Johari Window normalizes the fact that everyone has blind spots, making it easier to accept and work on them.
How Leaders Can Take Ownership
Leaders play a pivotal role in tackling blind spots. They can:
- Ask clarifying questions such as “How can I help you better?” or “What can I do differently?” to invite honest feedback.
- Create safe spaces in meetings where team members feel comfortable discussing blind spots openly.
- Take ownership by acknowledging feedback without defensiveness and committing to making changes.
- Debrief outcomes after changes are implemented to ensure growth and new pathways of behavior.
By doing this, leaders not only improve their own effectiveness but also set a powerful example for their teams, encouraging a culture of continuous improvement and openness.
The Power of Constructive Conversations
Addressing blind spots isn’t about blame or criticism—it’s about respectful, constructive conversations that bring hidden issues into the light. For instance, I once worked with a leadership team where the CEO was unknowingly treating some people differently. By bringing this to the forefront in a safe, facilitated discussion, the team was able to openly talk about equality and diversity, leading to meaningful change.
Sharing experiences and ideas helps everyone become more aware of their blind spots and fosters a collaborative environment where growth is possible.
Tackling blind spots takes commitment, open-mindedness, and perseverance. But with tools like the Johari Window and a culture that values safe, respectful feedback, personal and professional growth is within reach for everyone.
Peace! Jeff Saari
By Jeff Saari, leadership and burnout coach, Be Better Model & Workplace Culture Solutions
