In law school, we were taught to look at every case from three sides: the plaintiff’s, the defendant’s, and the bystander’s.
But if we want to transform situations, we need to think about problems not just from different angles, but with different mindsets.
Created by Edward de Bono, the Six Thinking Hats methodology challenges our automatic, natural way of thinking. It forces us to suspend our judgments and consider various perspectives of an issue before making a decision.
A powerful collaboration tool, the Six Thinking Hats encourages and even emboldens conversation and exploration.
How does it work? Before taking action or making a decision, purposely explore the issue or problem using each of the following mindsets:
- Blue Hat: look at the big picture
- White Hat: examine purely the facts
- Red Hat: consider only emotional feelings
- Black Hat: explore just the practical and the realistic
- Yellow Hat: reflect on the brighter, sunny side
- Green Hat: think outside the box
Putting on a different colored hat (literally or metaphorically) symbolizes a switch in thinking. Each color represents a mindset:
- Blue: Managing
- White: Information
- Red: Emotions
- Black: Discernment
- Yellow: Optimism
- Green: Creativity
It’s more than shifting our chair to see the problem from divergent angles; it’s about approaching a problem with a diverse, fresh perspective.
If you want to improve your critical thinking and problem solving skills, pause to switch hats, and start thinking differently.
And if you lead a team or an organization, you are likely starved for people who think differently. Use the Six Thinking Hats to intentionally instigate strategic, critical thinking.
The power from your people depends on it.
