Dr. Edward de Bono, a pioneer in creative thinking and the originator of lateral thinking, developed the Six Thinking Hats method to help individuals and groups approach problems from multiple perspectives. The concept uses six metaphorical hats to represent different thinking modes, helping participants break out of habitual thinking patterns and explore new viewpoints.

What Are the Six Thinking Hats?

Each hat represents a different style of thinking. Wearing all six during a problem-solving session helps teams explore a challenge fully and uncover better solutions.

• White Hat – Objective Thinking: Focuses on facts, data, and logic.
  Typical question: “How much will the new system cost?”
• Red Hat – Emotional Thinking: Relies on gut feelings, intuition, and emotion.
  Typical comment: “I just feel this is the right choice.”
• Black Hat – Critical Thinking: Identifies risks, downsides, and why something might not work.
  Typical response: “What if the supplier delays again?”
• Yellow Hat – Positive Thinking: Focuses on value, feasibility, and benefits.
  Typical thought: “This could really boost team productivity.”
• Green Hat – Creative Thinking: Encourages alternatives, innovation, and new possibilities.
  Typical idea: “What if we tried a whole new process?”
• Blue Hat – Process Control: Looks at structure, next steps, and overall management.
  Typical suggestion: “Let’s outline the phases and assign responsibilities.”

Practical Use in Business Settings

Many training consultants use the Six Thinking Hats approach in team-building and strategy sessions. For example, a marketing team launching a new product might cycle through each hat to test assumptions, assess risks, and generate ideas. This structured switching reduces bias and prevents one dominant personality from steering the discussion.

Trainer Tip: Use colored hats or printed tent cards to show which hat the group is using. It keeps participants aligned and the discussion focused.

How It Helps

This method prevents groupthink and improves collaboration by assigning each thinking style a turn at the table. Participants don’t stick to their preferred mode—they cycle through each hat, leading to more balanced and creative decision-making.