thinking+hats

//Looking at decisions from all points of view//
 * DE BONO SIX THINKING HATS**

Hat colours and their meanings:
 * What it is**
 * A tool that assists in the critical analysis of complex situations by simulating diverse points of view in a controlled environment.
 * It is a sort of roleplay in which a perspective is represented by a different colour hat. When a participant is symbolically wearing a specific hat, they must seek to perceive the situation through the lens associated with that colour. This method shows how different aspects of our personality can approach a problem differently.
 * It helps to achieve more comprehensive perspectives, and subsequently, more sound solutions, by forcing the participants to step outside the limits of their standard thought processes and points of view.
 * Makes participants aware of the variety of viewpoints found within themselves, as well as in others.
 * <  ||< The white hat focuses on data, facts, and information known or needed.  ||
 * <  ||< The black hat  focuses on difficulties and potential problems. Why something may not work.  ||
 * <  ||< The red hat  focuses on feelings, hunches, gut instinct, and intuition.  ||
 * <  ||< The green hat  focuses on creativity: possibilities, alternatives, solutions, new ideas.  ||
 * <  ||< The yellow hat  focuses on values and benefits. Why something may work.  ||
 * <  ||< The blue hat <span style="background-color: transparent; color: black; font-family: Arial; font-size: 13px; text-decoration: none; vertical-align: auto;"> focuses on managing the thinking process: focus, next steps, action plans.  ||


 * When to use it**

- To explore diverse opinions and decisions - To minimize confrontation (in some cases paradoxically emphasising confrontation through roleplaying) - To illustrate distinct perspectives - To examine hypothetical consequences - To form comprehensive strategies or scenarios - To become more respectful and aware of different opinions

This method is normally used in the context of a training and can be considered a training technique.


 * How it is applied**
 * Identify the issue of your discussion. It can be about the pros and cons of engaging the Office in a new human rights situation at the national level. It can be about the risks and opportunities of working with a new partner or the contents of a sensitive press statement and many other controversial situations in which a multitude of viewpoints can converge or diverge. The roleplay with colored hats is a simulation but the issue discussed can be very real!
 * Arrange the room to allow for conversation in small groups according to the number of participants
 * Describe the characteristics/opinions of each coloured hat in detail and post reminders throughout the working space.
 * Present background information on the subject matter.
 * Instruct participants to break into groups and collectively select a colour hat to begin with. An alternative approach is to predetermine the order for “wearing” each hat. This slightly limits the freedom of each working group, but renders the process easier to monitor because everyone will be using the same perspective simultaneously.
 * Either assign, or have participants select a facilitator for each group. Their role is to guide a productive discussion.
 * Move between groups to ensure that participants are remaining disciplined in their assigned perspectives and that the conversations are progressing according to the learning objectives.
 * If participants seem to be facing barriers or losing control of the process, they may make an emergency switch of roles into the coloured hat that will help them deal with the challenges faced within the conversation/roleplay itself. For example, the creative green hat can help find new ideas and the managerial blue hat can be used to reduce chaos.Following the exploration of each coloured hat, instruct the groups to collaboratively evaluate the outcomes of their process and establish action items to solidify the lessons learned.
 * Each table must identify a rapporteur to capture key notes and provide condensed conclusions to the group as a whole.
 * Summarize the results and communicate them for future reference if appropriate.
 * You may want to watch the following two short videos before applying the method:
 * Explanation of the overall process: []
 * Explanation of the hats and their meaning: []


 * How to adapt it**
 * Adapt the method to create a **constructive debate** around a controversial issue or complex challenge. This is best suited for situations when the group can be divided by six because mixing hats often proves to be confusing.
 * After dividing the participants into groups, instruct each person to select a different coloured hat. Provide approximately 5 to 10 minutes to examine the case or subject matter from the perspective of the hat they chose before opening the floor for debate.
 * The debate will highlight diverse perspectives, but must remain constructive, not combative.
 * In order to maintain balance between the diverse, yet equal perspectives, every participant in the group must contribute to the process.
 * The participant with the white hat should act as facilitator for their working group and the blue hat is a good choice for the note taking role.
 * If the number is not quite right, set up a panel of six participants, each assigned to a different perspective. After the panel reviews the case or challenge, open the floor for questions and have panelists respond according to their role.
 * Secretly assign the coloured hats to participants in advance of a group discussion period. Although it is difficult to ensure everyone maintains their role, this creates intriguing dynamics and can be formulated as a challenge to solve.
 * Roles can be played in a **closed fishbowl** modality. Each group receives a hat with a perspective to play and one representative per group will play it in the inner circle with the other participants observing.


 * What to consider**
 * If “hats” are not culturally appropriate, refer to shirt or pen colour instead. A colored card can also replace the hat.
 * Establish collaborative group dynamics before the exercise, either through suitable ice-breakers or by scheduling the session in the middle of a course. There are elements of Role Play in this method and the participants must be confident.


 * Timing** (Approximately 1h to 1h30)

introduction to thinking hats method and roles: 15 minutes group processes and discussion: 30-45 minutes collective debriefing: 20-30 minutes


 * What you will need**

- copies of the descriptions and roles for the participants with a specific role - pencils and markers - flipchart

Overview of objectives and other basics: [] De bono exercise in mindmap style: []
 * Where to learn more**