Blind spots and concepts out of our humanly reach

I was having a conversation with a colleague today about the usefulness of Johari windows in self reflection - in particular dealing with our own blind spots when my mind turned to something I have been giving a lot though to lately; our blind spots arising from a lack of mental architectures dealing with concepts out of our present reach.

This might include, for example, obscure items or concepts such the obvious difficulty we have;

• Visualizing the fourth dimension (or any dimension higher than 3), 
• Thinking about a time before time, 
• Coming to grips with the capacious atom, 
• The shape of the universe, 
• Space-time singularities (read we have no clue) and even
• Imagining alternate and/or co-existing universes. 

I usually, and privately try to make sense of the such through the lens of the anthropic principle.

Driving home, I wanted to hold on to Johari windows, blind spots and see if I can weave a thread that might run through those notions currently out of our reach; In particular the idea of the multiverse (hypothetical set of multiple possible universes). There are currently 3 multiverse models that are not related and it goes without say they are not seen.

Follow the link below for a far better explanation that I’m capable of;

http://www.youtube.com/watch?v=Ywn2Lz5zmYg&list=PLED25F943F8D6081C&index=1

Johari Window

Jack Dikian

July 2003

ABSTRACT

This article describes the use of Johari windows in Conflict Resolution, Negotiation and Team Building

Introduction

The Johari Window model also known as the “Johari Window” demonstrates the process of giving and receiving feedback, improving self-awareness, personal development, group development and understanding relationships between individuals within a group.

Psychologists Joseph Luft and Harry Ingham developed the window in 1955, while researching group dynamics at the University of California Los Angeles. The model was first published in the Proceedings of the Western Training Laboratory in Group Development by UCLA Extension Office in 1955, and was later expanded by Joseph Luft.

The Johari Window model is especially relevant today as a communication model that can be used to improve understanding between individuals within a team or in a group setting where emphasis is increasingly placed on, and influence of soft' skills, behaviour, empathy, cooperation, and inter-group development.

The three key ideas behind the tool:

• That individuals can build trust between themselves by disclosing information about themselves – self-disclosure and exposure,

• That they can learn about themselves and come to terms with personal issues with the help of feedback from others – this is feedback solicitation,

• The team collectively are unaware of feelings, latent abilities, aptitudes and experiences and through collective or mutual discovery, can help people to fulfil more of their potential, achieve more, and contribute to organisational performance.