Yorkkey's Law actually refers to the Johari Window model, which was proposed by American psychologists Joseph Luft and Harry Ingham in the 1950s. The Yohari Window Model is a tool for understanding and improving self-perception and interpersonal communication.
The Yohari window model divides a person's mental activity into four windows, or zones:
Public area(open area): information that you know and others know, including your public behavior, attitudes, skills, and experiences.
Blind Zone(blind spot): information that you don't know, but others know. This includes an individual's behavioural habits, blind spots, or other people's perceptions and evaluations of an individual that the individual is not aware of.
Hidden Zone(hidden area): information that you know but others don't know. This includes personal secrets, fears, desires, or feelings and experiences that are unwilling to share with others.
Unknown Zone(unknown area): Information that neither you nor others know. This includes subconscious motivations, potentials, or undiscovered abilities and traits.
Yorkkey's Law emphasizes the promotion of personal growth and the improvement of interpersonal relationships by increasing the size of the open zone and reducing the blind zone and the hidden zone. This process often requires honest self-reflection, effective communication and feedback, and an attitude of willingness to accept new information and change.
The model is widely used in the fields of psychology, organizational behavior, and team building to help individuals and teams improve self-awareness, enhance trust, improve communication, and promote personal and organizational development.
Let's say there is an employee named Tom who works for a company.
1.Open Zone: Information that Tom knows and his colleagues know. For example, Tom is a software engineer who is good at writing j**a**, he has done great work on past projects, and his colleagues are aware of these facts.
2.Blind Zone: Tom doesn't know but his colleagues know the information. For example, Tom may not realize that he often interrupts others in team meetings, or that he is less productive than other colleagues. His colleagues noticed the problems, but Tom wasn't.
3.Hidden Zone: Information that Tom knows but his colleagues don't. Tom, for example, is passionate about learning AI in his spare time and has already made some progress. However, he did not disclose this interest and his knowledge in the field to his colleagues.
4.Unknown Zone: Information unknown to Tom and his colleagues. For example, Tom may have excellent leadership qualities, but neither he nor his colleagues have discovered this because he has not had the opportunity to demonstrate these abilities in his current role.
By using the Yohari Window model, Tom can try the following methods to promote personal growth and improve relationships:
Expanded open area: Tom can be more proactive in sharing his own experiences and knowledge, such as his learnings in the field of artificial intelligence, which helps to increase trust and collaboration with colleagues.
Reduce blind spots: Tom can seek feedback from colleagues on how they are behaving appropriately in meetings and how they can be more productive. This helps him recognize his blind spots and improve them.
Deepen self-awareness: TOM can explore his potential and untapped abilities, such as leadership, through reflection and exploring the unknown.
In this way, the Yohari Window model can help Tom and his colleagues improve self-awareness, improve communication, enhance teamwork, and promote personal and organizational development. Autumn and Winter Check-in Challenge