six thinking hats

The six hats technique provides a framework to help people think clearly and thoroughly by adopting and directing different modes of thinking in one direction at a time. These different modes of thinking are characterized by six different coloured hats. This is to enable more expansive, increased creativity and decision-making. 

Each hat is symbolic of a particular approach and way of thinking. 

The white hat is mutual and objective, it is concerned with facts and figures. 

When adopting white hat thinking, we have to be disciplined to stay neutral and objective. White hat thinking means concerning ourselves with the facts and figures of a given topic or subject area.

We restrain ourselves from asking why something has occurred, and only look at quantifiable information which can often invalidate an opinion. 

The green hat indicates creativity, under the green hat, you can come up with lots of ideas. 

The red hat gives the emotional point of view. Do we love an idea? Do we hate it? Does it make us feel anxious? Do we disapprove? Or are we disgusted by an idea? 

The black hat is cautious and careful. It is critical and identifies the weaknesses in an idea, with a view to making that idea stronger. 

The yellow hat it's sunny and positive. It helps us identify the value and benefits in an idea. 

The blue hat represents control and organization of the other hats.

One of the strengths of using the six hats technique is that it separates ego from performance.

Everyone involved in the meeting has to adopt a particular mode of thinking, so although an individual may be prone to think in a particular way, when using the six hats technique, they will have to appreciate each idea and look at it through a different lens, which may result in a previous opposing thinker of an idea, championing it.

Some of the key benefits of six thinking hats include that 

• the technique works and users see results immediately. 
• It's simple to learn and use. 
• It can be used by an individual or in a group, it modifies behaviors without undermining particular personalities, 
• It encourages cooperation, 
• It is extremely valuable for decision-making, and a suitable complement to the use of an evaluation matrix to ensure that a broad basis for a decision has been considered.