Six Thinking Hats Exercise

Have you ever tried to get people to see the good in an idea, but all they want to talk about is what's wrong with the idea? Today (October 6) is known as Mad Hatter Day (because the price tag on his hat reads: 10/6), and it makes me immediately think about Edward de Bono's "Six Thinking Hats" framework, which I've used a number of times to facilitate conversations where I needed people to get away from their initial reaction to an idea, and look at that idea from a variety of viewpoints. This framework says: "It's ok to poke holes in this new idea. And, let's use some structure to think about this idea in some other ways, too." I've used this in several different ways: 1. I've broken people up into 6 different groups and assigned each one a different color of "thinking hat" (I actually did this for an executive retreat and bought different colored hats for each group, so they were literally wearing their thinking hats). 2. I break people up, 6 per group, and assign one person in each group to represent 1 of the 6 different thinking hats. 3. I break people up into small groups and give them 5 minutes to think about things through the lens of 1 of the thinking hats, and then after 5 minutes, they move on to the next color thinking hat. Each color thinking hat represents a different way of looking at things. 1. White Hat represents facts and information. Here, the objective is to focus on data, evidence, and what is *known*. 2. Red Hat represents feelings and intuition. What are the gut reactions, emotions, and instincts people have about an idea? 3. Black Hat represents caution and critical judgement, for example: what risks, downsides, or weaknesses are presented by the new idea? 4. Yellow Hat represents optimism and benefits. What's good about the idea, what opportunities are there, and what potential value exists? 5. Green Hat represents creativity and alternatives - here a group can get a little crazy with their ideas. What new ideas, possibilities, and solutions could be represented by what is being proposed? 6. Blue Hat represents process and control. I've used this hat in several ways. If an entire group is being asked to represent Blue Hat thinking, I ask them to think of the idea systemically - how can this idea impact other parts of the organization? Will it yield unintended consequences (for better or for worse)? If the entire group has been given time to wear one hat, and then another... this is the final hat to be worn, and is about summarizing the conversation and identifying next steps. If you've used de Bono's 6 Thinking Hats framework, I'd love to hear how it's worked for you!

Stop running brainstorming sessions like a three-ring circus. Roll the dice instead. Most brainstorming sessions ask our brains to do the impossible. Be creative AND critical. Generate ideas AND evaluate them. Think logically AND emotionally. All at the same time. And often, we're doing this in a group that has it's own relationship dynamics, politics, and neuro-styles at play. Your session turns from an energizing moment of synergy into a three-ring circus. (Except there's no cotton candy and the whole place smells like elephant 💩 .) Edward de Bono's 6 Thinking Hats is a great method for breaking out of our well worn cognitive patterns. But I use it differently than most. 🎲 The Dice Method for solo thinking: Roll a die. Match the number to a hat. Spend 15 focused minutes in that mode only. ⚪ White Hat (1): Facts and data only. Zero opinions. ❤️ Red Hat (2): Pure emotion. How does this feel? ⚫ Black Hat (3): Devil's advocate. What could fail? 💛 Yellow Hat (4): Optimist view. Best case scenarios. 💚 Green Hat (5): Wild creativity. No idea too crazy. 🔵 Blue Hat (6): Process manager. Are we on track? For group brainstorming: 1. Assign everyone a hat. (You can even bring real hats to the meeting.) 2. Make sure people are assigned a thinking hat that is different than their typical thinking pattern. 3. Give everyone 5 mins to think through a solution to a problem on their own, guided by their hat. 4. Have each person share one by one. This is metacognition in action. ❓ Which thinking hat is most natural for you, and which is hardest? 🔁 Repost if your team needs to think better, not just think more. 👉 Follow Erin Green for insights on creating courses that actually change behavior.

A Leader I Coached Used the Six Thinking Hats—Here’s What Happened! A leader I coached was stuck. Her team was debating a new initiative, but every meeting turned into a back-and-forth with no decision in sight. Some were excited, others were skeptical, and discussions kept going in circles. I introduced her to Edward de Bono’s Six Thinking Hats, a simple way to structure conversations. Instead of letting the debate run wild, she walked her team through each “hat”: 🟢 White Hat – Just the facts. What do we actually know? 🔴 Red Hat – Gut feelings. How do we feel about this? ⚫ Black Hat – Risks. What could go wrong? 🟡 Yellow Hat – Opportunities. What’s the potential upside? 🟢 Green Hat – Ideas. What other options do we have? 🔵 Blue Hat – Process. How do we move forward? The Result? Instead of another endless debate, the team found common ground and agreed on a phased rollout. She later told me, “This was the first time we had a structured discussion that actually led to action!” If your meetings feel like a tug-of-war, try the Six Thinking Hats. It helps teams stay focused, hear all perspectives, and move forward without frustration. Have you used this method before? How do you structure tough team discussions? Let’s talk! 👇 #Leadership #DecisionMaking #Teamwork #Coaching

Negotiation success: Think smarter, not argue harder. How to use De Bono’s Six Thinking Hats. In my 30 years as a negotiation consultant, Edward de Bono’s Six Thinking Hats combined with state-of-the-art Negotiation principles have often been the difference between success and failure. Especially in extremely challenging negotiations. These thinking styles unlock clarity, creativity, and stronger relationships, even in situations that initially seemed hopeless. Edward de Bono’s Six Hats represent distinct thinking styles crucial for effective negotiation: → White Hat: Facts and objective information. → Red Hat: Emotions and intuition. → Black Hat: Risks and critical judgment. → Yellow Hat: Optimism and positive outcomes. → Green Hat: Creativity and innovative solutions. → Blue Hat: Process control and management. Here’s how I’ve effectively applied these hats in difficult negotiations: 1️⃣ Focus on Interests, Not Positions → White & Red Hats • Clarify underlying facts and interests objectively (White Hat). • Empathize with emotional motivations behind positions (Red Hat). e.g., Employees demand permanent remote work; management wants office return. Objective questioning (White Hat) reveals productivity metrics and workspace usage. Empathy (Red Hat) uncovers emotional interests like flexibility and family time, leading to a hybrid solution. 2️⃣ Invent Options for Mutual Gain → Green & Yellow Hats • Generate creative solutions (Green) highlighting mutual benefits (Yellow). e.g., Companies negotiating resource sharing creatively design a joint venture benefiting both economically. 3️⃣ Use Objective Criteria → White Hat • Anchor negotiations in data-driven benchmarks and unbiased facts. e.g., Parties reference market standards and independent appraisals in lease negotiations, agreeing on fair terms. 4️⃣ Prepare Your BATNA → Black Hat • Critically assess risks, alternatives, and consequences of no agreement. e.g., A buyer evaluates alternative suppliers’ costs and reliability, clearly identifying the best fallback option. 5️⃣ Build Relationships → Red Hat • Recognize and address emotional aspects to build trust. e.g., In heated negotiations, acknowledging frustration and validating concerns reduces tension significantly. 6️⃣ Separate People from the Problem → Blue Hat • Objectively manage the negotiation process to minimize personal conflicts. e.g., A good negotiator sets clear agendas prioritizing shared goals, preventing personal grievances from derailing talks. Next time you’re stuck, pause and ask, “Which hat am I wearing?” Switching hats can open unseen doors.

Edward de Bono’s 6 Thinking Hats is a great way to stimulate coming up with effective decisions. Too often, teams default to one style of thinking, usually logical analysis or gut instinct. The 6 Hats force you to step outside that comfort zone and approach a challenge from multiple angles. Here’s your refresher, plus examples of questions that make each hat work: White Hat = Facts & Information Focus on data, not opinion. 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘸𝘦 𝘬𝘯𝘰𝘸 𝘧𝘰𝘳 𝘤𝘦𝘳𝘵𝘢𝘪𝘯? 𝘞𝘩𝘢𝘵’𝘴 𝘮𝘪𝘴𝘴𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘸𝘩𝘦𝘳𝘦 𝘥𝘰 𝘸𝘦 𝘨𝘦𝘵 𝘪𝘵? 𝘞𝘩𝘢𝘵’𝘴 𝘧𝘢𝘤𝘵 𝘷𝘦𝘳𝘴𝘶𝘴 𝘢𝘴𝘴𝘶𝘮𝘱𝘵𝘪𝘰𝘯 𝘥𝘪𝘴𝘨𝘶𝘪𝘴𝘦𝘥 𝘢𝘴 𝘧𝘢𝘤𝘵? Red Hat = Feelings & Intuition Bring emotions and instincts into the open. 𝘞𝘩𝘢𝘵’𝘴 𝘮𝘺 𝘨𝘶𝘵 𝘵𝘦𝘭𝘭𝘪𝘯𝘨 𝘮𝘦 𝘣𝘦𝘧𝘰𝘳𝘦 𝘐 𝘳𝘢𝘵𝘪𝘰𝘯𝘢𝘭𝘪𝘴𝘦 𝘪𝘵 𝘢𝘸𝘢𝘺? 𝘞𝘩𝘢𝘵 𝘧𝘦𝘦𝘭𝘪𝘯𝘨𝘴 𝘢𝘳𝘦 𝘰𝘵𝘩𝘦𝘳𝘴 𝘪𝘯 𝘵𝘩𝘦 𝘳𝘰𝘰𝘮 𝘯𝘰𝘵 𝘷𝘰𝘪𝘤𝘪𝘯𝘨? 𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘶𝘯𝘴𝘱𝘰𝘬𝘦𝘯 𝘮𝘰𝘰𝘥 𝘢𝘳𝘰𝘶𝘯𝘥 𝘵𝘩𝘪𝘴 𝘪𝘴𝘴𝘶𝘦? Black Hat = Risks & Caution Stress-test the idea for weaknesses. 𝘞𝘩𝘦𝘳𝘦 𝘤𝘰𝘶𝘭𝘥 𝘵𝘩𝘪𝘴 𝘧𝘢𝘪𝘭 𝘪𝘯 𝘵𝘩𝘦 𝘳𝘦𝘢𝘭 𝘸𝘰𝘳𝘭𝘥? 𝘞𝘩𝘢𝘵 𝘶𝘯𝘪𝘯𝘵𝘦𝘯𝘥𝘦𝘥 𝘤𝘰𝘯𝘴𝘦𝘲𝘶𝘦𝘯𝘤𝘦𝘴 𝘤𝘰𝘶𝘭𝘥 𝘸𝘦 𝘵𝘳𝘪𝘨𝘨𝘦𝘳? 𝘞𝘩𝘢𝘵 𝘸𝘰𝘶𝘭𝘥 𝘰𝘶𝘳 𝘩𝘢𝘳𝘴𝘩𝘦𝘴𝘵 𝘤𝘳𝘪𝘵𝘪𝘤 𝘴𝘢𝘺? Yellow Hat = Benefits & Optimism Search deliberately for positives. 𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘩𝘪𝘥𝘥𝘦𝘯 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘺 𝘩𝘦𝘳𝘦? 𝘐𝘧 𝘵𝘩𝘪𝘴 𝘴𝘶𝘤𝘤𝘦𝘦𝘥𝘴, 𝘸𝘩𝘢𝘵 𝘦𝘭𝘴𝘦 𝘮𝘪𝘨𝘩𝘵 𝘪𝘵 𝘶𝘯𝘭𝘰𝘤𝘬? 𝘏𝘰𝘸 𝘤𝘰𝘶𝘭𝘥 𝘵𝘩𝘪𝘴 𝘪𝘮𝘱𝘳𝘰𝘷𝘦 𝘵𝘩𝘪𝘯𝘨𝘴 𝘣𝘦𝘺𝘰𝘯𝘥 𝘰𝘶𝘳 𝘰𝘳𝘪𝘨𝘪𝘯𝘢𝘭 𝘨𝘰𝘢𝘭? Green Hat = Creativity & Alternatives Push for fresh thinking. 𝘞𝘩𝘢𝘵 𝘪𝘥𝘦𝘢𝘴 𝘩𝘢𝘷𝘦𝘯’𝘵 𝘸𝘦 𝘥𝘢𝘳𝘦𝘥 𝘵𝘰 𝘷𝘰𝘪𝘤𝘦 𝘺𝘦𝘵? 𝘞𝘩𝘢𝘵 𝘸𝘰𝘶𝘭𝘥 𝘸𝘦 𝘥𝘰 𝘪𝘧 𝘵𝘩𝘦𝘳𝘦 𝘸𝘦𝘳𝘦 𝘯𝘰 𝘭𝘪𝘮𝘪𝘵𝘴? 𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 “𝘵𝘩𝘪𝘳𝘥 𝘰𝘱𝘵𝘪𝘰𝘯” 𝘣𝘦𝘺𝘰𝘯𝘥 𝘺𝘦𝘴 𝘰𝘳 𝘯𝘰? 𝐁𝐥𝐮𝐞 𝐇𝐚𝐭 = 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 & 𝐂𝐨𝐧𝐭𝐫𝐨𝐥 Manage the thinking itself. 𝘞𝘩𝘦𝘳𝘦 𝘢𝘳𝘦 𝘸𝘦 𝘴𝘵𝘶𝘤𝘬 𝘪𝘯 𝘰𝘯𝘦 𝘮𝘰𝘥𝘦 𝘰𝘧 𝘵𝘩𝘪𝘯𝘬𝘪𝘯𝘨? 𝘞𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘣𝘦𝘴𝘵 𝘰𝘳𝘥𝘦𝘳 𝘵𝘰 𝘦𝘹𝘱𝘭𝘰𝘳𝘦 𝘵𝘩𝘦 𝘩𝘢𝘵𝘴 𝘵𝘰𝘥𝘢𝘺? 𝘏𝘰𝘸 𝘸𝘪𝘭𝘭 𝘸𝘦 𝘥𝘦𝘤𝘪𝘥𝘦 𝘸𝘩𝘦𝘯 𝘵𝘩𝘦 𝘵𝘩𝘪𝘯𝘬𝘪𝘯𝘨 𝘱𝘩𝘢𝘴𝘦 𝘪𝘴 𝘥𝘰𝘯𝘦? Used well, the 6 Hats stop you from circling the same answers. They create disciplined diversity of thought and with it, stronger solutions.

If you want a holistic approach to problem-solving to make informed decisions, You need to encourage greater inclusivity in teams. Edward de Bono’s Six Thinking Hats is a powerful decision-making tool to practise it. The main idea behind it encourages parallel thinking and helps individuals and groups explore different perspectives to make smarter decisions.  Each "hat" represents a unique way of thinking  to make smart decisions. Here's an overview of how each "hat" works in a work setting: The Six Thinking Hats White Hat: Information and Facts Focus: Objective data, facts, and figures. Red Hat: Emotions and Feelings Focus: Intuition, emotions, and gut feelings. Black Hat: Critical Judgement Focus: Risks, difficulties, and critical thinking. Yellow Hat: Optimism and Benefits Focus: Positivity, benefits, and value. Green Hat: Creativity and Alternatives Focus: Creativity, alternatives, and new ideas. Blue Hat: Process Control Focus: Organization, control, and reflection. Step-by-step process to implement it effectively in the workplace: 1/ Clearly state the decision or problem to be addressed. 2/ Decide which "hat" to start with and assign roles if necessary. Ensure everyone understands the focus of each hat. 3/ Hold structured sessions where the team sequentially "wears" each hat, dedicating time to discuss the decision from that perspective. 4/ Keep a record of insights, ideas, and concerns raised under each hat. This documentation can be useful for review and reference. 5/ After all hats have been worn, use the Blue Hat to reflect on the insights gathered and make a well-rounded, informed decision. Example Scenario of how each ‘Hat’ can be applied:  ⚪Use case of White Hat: In a project meeting, the team members gather relevant data, identify knowledge gaps, and consider the facts without bias before moving to subjective analysis. 🔴 Use case of Red Hat: Employees can express their emotions and feelings about a decision. This helps to uncover hidden concerns and provide insight into team morale and stakeholder sentiment.  ⚫Use case of Black Hat: Before launching a new product, the team would identify potential failure points  and risks associated with a decision. 🟡Use case of Yellow Hat: During strategic planning, the team focuses on the positive aspects and identifies all the potential benefits of the decision to enter a new market, such as increased revenue and brand expansion. 🟢Use case of Green Hat: In a brainstorming session for a marketing campaign, the Green Hat would encourage team members to think of out-of-the-box ideas to reach their target audience creatively. 🔵Use case of Blue Hat: A project manager might wear the Blue Hat to oversee the thinking process and ensure that the team has considered the Six Thinking Hats method systematically before making a final decision. Found this helpful, follow for more #sandracolhando #leadership #women #womenleadership #coach #organisations

🎩 The Power of De Bono’s Six Thinking Hats Thinking is a skill. Structured thinking is a superpower. Edward de Bono’s Six Thinking Hats is one of the most practical tools I’ve ever come across for structured, creative, and objective decision making. It recognises that when people think, they often mix emotions, logic, caution, creativity, and optimism, all at once. The result? Confusion and circular conversations. De Bono’s model separates these modes into six distinct “hats,” so teams can think in one direction at a time. 🧠 How It Works Each “hat” represents a different type of thinking: 🎩 White Hat – Facts & Data Focus purely on information. What do we know? What’s missing? What data supports our view? ❤️ Red Hat – Feelings & Intuition Surface emotions and gut instinct without needing to justify them. How do we feel about this? ⚫ Black Hat – Caution & Risk Identify potential problems, risks, and what could go wrong. Helps protect from sole optimism. 💛 Yellow Hat – Optimism & Benefits Explore positives, potential gains, and why an idea could succeed. Builds balance and energy. 🌿 Green Hat – Creativity & Possibilities Encourage innovation, alternatives, and out-of-the-box thinking. “What if we tried this…?” 🔵 Blue Hat – Process & Control The thinking about thinking hat. It manages the process, ensures structure, and keeps focus. 💡 Why It Works ✅ It separates ego from ideas, no one is right or wrong; everyone wears the same hat. ✅ It balances logic and emotion, ensuring both data and human factors are considered. ✅ It saves time by creating clear, sequenced discussions instead of arguments. ✅ It fosters creativity by giving permission to think differently. 🔍 In Practice - I’ve seen this technique transform decision sessions. When used in procurement strategy, for instance, it helps teams explore risks (Black), opportunities (Yellow), supplier innovation (Green), and commercial data (White), all within a structured, inclusive framework. It turns the discussion into discovery. 🧩 Summary De Bono’s Six Thinking Hats isn’t just about thinking better, it’s about thinking together better. In a world of complex decisions, structured creativity provides competitive advantage. Have you used it? What were your results? Give it a go and tell me how it went. Scars, Lessons and Triumphs (SLT) ⭐️ A series of reflections from the procurement trenches. 👉🏽Follow me for insights drawn from 25 years in procurement and over 38 years across global industry Let’s continue the conversation. #Procurement #SupplyChain #StrategicSourcing #ValueCreation #BusinessPartnering #Sustainability #Innovation #Leadership

❓ How can you approach problem-solving with balance and objectivity? The Six Thinking Hats is an interesting and useful decision-making and problem-solving technique developed by Edward de Bono. It involves different modes of thinking, symbolised by six coloured "hats", each representing a unique perspective. This method encourages individuals to step outside their usual thinking ways and consider multiple angles of a problem. I find it useful to foster balanced, productive discussions. 📌 The Six Hats and their meanings: ➡ White Hat (Neutral, Objective, Factual Thinking) Focuses on data, facts, and information. Questions under this hat include: What information do we have? What do we need? What is missing? ➡ Red Hat (Emotional, Instinctual Thinking) Invites expression of feelings, intuition, and emotional responses. It allows team members to voice their gut reactions without the need for justification. ➡ Black Hat (Critical, Judgmental Thinking) Encourages caution and identifies risks, flaws, and potential problems. It's about being realistic and critical of potential drawbacks. ➡ Yellow Hat (Positive, Optimistic Thinking) Focuses on optimism, benefits, and exploring opportunities. It encourages team members to look for the positives and value in an idea or decision. ➡ Green Hat (Creative, Lateral Thinking) Sparks creativity and encourages brainstorming. It’s about finding new solutions, thinking outside the box, and fostering innovation. ➡ Blue Hat (Control, Organisational Thinking) In charge of the process, the blue hat manages the discussion. It’s used to define objectives, control the flow, and ensure the group stays on task. In a team setting, you can either assign each member a specific hat, so they focus solely on that way of thinking, or have everyone adopt the same hat at the same time, allowing each person to express their thoughts based on the thinking style represented by the hat they are wearing. 📌 Benefits of using this technique: ✅ Structured Discussions The team can stay focused on one aspect of thinking at a time. ✅ Diverse Perspectives It ensures that all team members consider multiple angles. This minimises bias. ✅ Reduces Conflict Everyone knows that all perspectives, even criticism or emotional concerns, will have their turn to be expressed in a non-judgmental way. ✅ Improved Problem Solving It leads to innovative solutions and promotes creative thinking. ✅ Enhances Team Collaboration Each "hat" gives team members permission to speak openly. Everyone’s voice is heard. I find the Six Thinking Hats technique particularly effective in helping teams develop comprehensive, well-rounded solutions while minimising friction, improving communication, and enhancing collaboration. ❓Have you ever tried it? ♻ Please REPOST if you find this helpful! Thank you! Visual by Lewis O’Brien #CreativeThinking #DecisionMaking #ProblemSolving #TeamworkStrategy #Leadership #TeamManagement

Ever been in a meeting where ideas spiral, voices clash, loud dominates, and progress stalls? Frustrating, right? Here’s the fix: Dr. Edward de Bono’s Six Thinking Hats technique. This method doesn’t tell teams WHAT to think—it focuses them on HOW to think. By separating perspectives and directing focus, it transforms chaos into clarity, ensuring every voice is heard and team alignment is built. 🎩 How it works: ------------------ The Six Hats method assigns specific modes of thinking to each “hat,” creating structure and psychological safety in discussions. Everyone works on the same perspective at a time, avoiding disconnected, adversarial debates and fostering collaboration. Key features: 🔹 One facilitator (Blue Hat): Manages the flow, ensures focus, and guides the group through each thinking mode. 🔹 Everyone else wears metaphorical hats: Encouraged to think from specific angles—facts, emotions, risks, benefits, creativity—one at a time. 💡 Why it works: --------------------- 🔹 Ego-free conversations: Separates personal agendas from productive collaboration. 🔹 Deep exploration: Each hat creates space for substance over surface-level chatter. 🔹 Parallel thinking: Aligns the group around solving problems instead of debating them. 🧢👒⛑️ The Hats in Action:🪖🎩👷🏻♀️👩🏽🍳 ------------------------------------ 🧢 Blue (facilitator): This hat is worn by the session leader, who guides the group through each thinking mode, keeps the conversation focused, and synthesizes insights to ensure actionable outcomes. Then the group dons these hats to discuss each of these perspectives one at a time: 👩🏽🍳 White (facts): What do we know? ⛑️ Red (emotions): How does this feel? 🎩 Black (risks): What could go wrong? 👷🏻♀️ Yellow (benefits): What’s the upside? 🪖 Green (creativity): How can we innovate? Imagine meetings where every perspective is explored, every voice is valued, and decisions move forward—without the drama. That’s the power of Six Thinking Hats. More details in my full post and book excerpt! 👉 Ready to revolutionize your meetings? Share your thoughts below! ----- Follow Mistere Advisory for actionable insights! https://lnkd.in/gXMVhVDG #strategy #meetings #brainstorming

Everyone prepares for what to say in a GD. Very few prepare for how to think during one. In one of our recent classes, we were introduced to something called the Six Thinking Hats. At first, I thought it was just another framework. But a few minutes in, I realised this isn’t just about structured thinking. It’s about learning how to think with people who think differently. Here’s the idea Every hat represents a different lens through which a discussion can be viewed: Blue Hat → The one who steers the thinking process White Hat → Focuses on facts, data, and what’s known Red Hat → Brings out gut instincts and emotions Black Hat → Caution, flaws, what could go wrong Yellow Hat → Optimism, opportunities, what could go right Green Hat → Creativity, new angles, fresh solutions We tried it in class and the difference was visible. There was less overlap. More clarity. Not just louder voices. But deeper ones. And in that moment, I realised something simple: Most group discussions don’t fail due to lack of knowledge. They fail because everyone’s thinking in the same direction. This technique doesn’t just help you speak better. It helps you listen sharper, challenge better, and think in layers. I’m learning that good communication isn’t always about confidence. Sometimes, it’s about stepping back and wearing the hat that no one else is. #LinkedIn #SixThinkingHats #LifeAtXLRI #MBAJourney #StructuredThinking #GroupDiscussion #LearningByDoing