Have you ever considered wearing different colored hats to solve your problem?
Hear is evidence that this works.
Norwegian energy company, Statoil (now Norsk Hydro) “had a problem with an oil rig that was costing his company about $100,000 a day. A certified trainer, Jens Arup, introduced the Six Hats Method and within 12 minutes the problem was solved-and the $100,000 per day expenditure was reduced to nil.”
In law cases “the jury took more than 3 hours to reach a decision. In the second case, one juror introduced the Six Hats Method. A decision was reached in fifteen minutes.”
Siemens, one of the largest corporations in Europe, has 312,000 employees in 2024 and revenue of €75.9 billion. (U.S. $79,180,018,500.00.)
Siemens “has found De Bono’s 6 Hat Method so successful that they have 37 internal trainers.”
IBM told De Bono “that the six hats method had reduced meeting times to one quarter of what they had been.”
What is this “6 Hats Method” that is helping companies and organizations streamline their decision-making process?
The facilitator of the session begins with using a particular hat for a certain type of thinking.” *Starting with wearing the “The blue Hat” the facilitator: (To begin and end the session like book ends. Overview.) “Control of thinking.”
De Bono says, “The blue hat is like a conductor of the orchestra. The conductor gets the best out of the orchestra by seeking that what should be done is done at the right time. Organization of thinking and process control. The purpose of thinking and what is to be achieved. The blue hat sets the strategy, keeps the discipline, keeps to the relevant hat and announces a change of hats.” (Edward De Bono’s "Six Thinking Hats”, 1985)
*Blue hat thinking: “Why we are we here? What are we thinking about? Define the situation or problem, alternative definitions, what we want to achieve, where we want to end up, the background of the thinking, and a plan for the sequence of hats to be used. Blue sky above.”
* The White Hat: Think of Facts, information. Focused question. Each person has one minute to give their thoughts.
*The Red Hat: “Think of Fire, warmth”. (Feelings, emotion, intuition.) each person has one minute to “express their feelings". “For example: the group is deciding if this person is the right one for the job.” Each person, wearing the red hat, is allowed to say this is how I feel about hiring J…….
*The Black Hat: Think of “Caution and Careful. Survival.” The “most used hat”. (Negative hat.) “The black hat stops us doing things that are illegal, dangerous, unprofitable, polluting…” What could go wrong?
*The Yellow Hat: “Sunshine, brightness, and Optimism. Positive assessment.” The benefits of the suggestion/idea and how it can be put into practice. (p.144) “The yellow hat has a high value because it focuses people to spend time seeking out value.” (p. 89.)
*The Green Hat “Energy, creativity, new ideas. Think of vegetation, growth, new leaves and branches.” Each person wearing the Green hat, gives a creative idea. “When the Green hat is in use everyone is expected to make a creative effort -or else to keep quiet.” (p.115)
*Final Blue Hat: “At the end of the session the blue hat asks “What have we achieved? What is the outcome, conclusion, design, solution, and next steps?”
Dr. De Bono says, “The biggest enemy of thinking is complexity, for that leads to confusion. When thinking is clear and simple it becomes enjoyable and more effective.” (Edward De Bono’s "Six Thinking Hats”, 1985, p.172)
Example:
Facilitator wears Blue Hat: What are we thinking about today?
Should we promote Langston as our new customer service banker/leadership trainee?
Fred Smith: “A leader’s first question should be: “Will this person help the organization to fulfill the mission?” Is he/she competent, experienced, knowledgeable, and a leader?
(Each team member has one minute to speak.)
Let’s put on our White Hats and ask each of our committee to give us facts about Langston's education and work record, his performance reviews every 6 months, and his connecting to his customers. Each member will have one minute. Each of the group has done their homework on Langston.
Team member 1: Langston graduated high school at the top of his class and began at the bank as a Teller. He was eager to learn and take the training as a Teller and enjoyed interacting with his customers. He has worked as a Teller for three years and is a loyal, honest, and trustworthy employee. His 6-month reviews were very good.
Team member 2: He immediately enrolled at night, after work hours, at an on-line accredited college to earn his Bachelors in Finance degree. He is currently completing his third year of College with top grades. I have seen his academic records.
Team member 3: He also works well helping to train new Tellers and he enjoys helping his customers. He smiles, he is courteous, and polite. His co- workers and customers like and trust him.
Facilitator: Let us put on our The Red Hat: “(Feelings, emotion, intuition.) “
Would Langston be a good fit to be our new Customer Service Representative? Your feelings on this. (Team member has one minute.)
Team member 1: I feel that Langston would be an excellent Customer Services Representative.
Team Member 2: I agree Langston would do well as a Customer Services Representative.
Team member 3: I also agree Langston would do well as a Customer Services Representative.
Would it be possible for him to continue working with new Tellers once a week? He is such an excellent trainer and teacher.
Facilitator let’s put our Black Hats on. *Black hat thinking: (Think of “Caution and Careful. Survival.” The “most used hat”. (Negative hat.) “The black hat stops us doing things that are illegal, dangerous, unprofitable, polluting…”
Do any of our Team Members have any negative things to say about Langston?
Each team member said No.
Facilitator says let’s put on our Yellow Hat: “Sunshine, brightness, and Optimism. Positive assessment.” The benefits of the suggestion/idea and how it can be put into practice. (p.144) “The yellow hat has a high value because it focuses people to spend time seeking out value.” (p. 89.)
Team Member 1: Langston is an optimistic, bright leader. He builds people up and helps them to be their best self.
He is a credit to this Bank.
Team Member 2: He is a people person and connects with them.
Team Member 3: He helps others and cares about them. He is a ray of hope in a storm.
He works with others well and is a good team member. When there is a problem he is there to lend his support with positive clear insight as he is always thinking, and learning to be better at the work he is doing for the Bank.
Facilitator let’s put on our Green Hat: “Energy, creativity, new ideas.” “Think of growth, new leaves and branches.” Each person wearing the Green hat, gives a creative idea. “When the Green hat is in use everyone is expected to make a creative effort -or else to keep quiet.” (p.115)
Team Member 1: Langston creates a positive energy with his co-workers by encouraging and motivating them. He has a good relationship with his customers, knows them by name, asks about their family members and they like him and trust him. He is a connector.
Team Member 2: He creates order and stability as a Teller.
Team Member 3: When there is a problem, Langston thinks clearly to find a solution and comes up with new creative ideas at our bank.
Facilitator let’s put on our Blue Hat for our conclusions. Final Blue Hat: “At the end of the session the blue hat asks “What have we have achieved, what is the outcome, conclusion, design, solution, and next step.”
All team members agree Langston will be promoted to Customer Service Representative and he will continue to train new Tellers once a week for one hour. Langston will begin his training as a Customer Service Representative next Monday.
For the next 10 days, which of the Six Hats will you wear and use in combination to solve your problems?
Let me know which hats you have used and if it helped your organization reach a decision faster!
Madeline Frank, Ph.D. is an Amazon Best Selling Author, speaker, business owner, teacher, concert artist, and parent. She helps businesses and organizations "Tune Up their Business". Her observations show you the blue prints necessary to improve and keep your business successful. Her latest book "Leadership On A Shoestring Budget" is available everywhere books are sold. Contact Madeline Frank for your next live or zoom speaking engagement at mfrankviola@gmail.com
