How to Facilitate Mutual Understanding and Conflict Resolution

Six Thinking Hats
Knowledge Center


New Topic

Gary Wong
Consultant, Canada

How to Facilitate Mutual Understanding and Conflict Resolution

🔥NEW Conflict resolution means the reduction, elimination, or termination of opposing views. Interest-based negotiation and mutual bargaining are win-win conflict resolution methods.
Donít feel that a conflict must be necessarily resolved. Not all conflict is bad. It can be a healthy divergent action, exploring a wide range of thinking as long as the conversation is focused on ideas and not people.
Six Thinking Hats sequences can be effectively used by a facilitator to put the participants into the right frame of mind using the power of Parallel Thinking.

A suggested hat sequence is: Blue, White, Yellow, Black, Red, Blue:
  • [Blue hat]: Set the goal to gain understanding of different perspectives and the amount of time allotted for the session.
  • [White hat]: Share as much relevant information as needed to define the conflict. The opposing views may be an either/or situation or a few identified with a range.
  • [Yellow hat]: Identify the positives in each view. Surface and appreciate the paradigms that underpin each view.
  • [Black hat]: Raise objections and the impacts of negative consequences. Confirm that each person understands the concerns expressed. Go beyond simple head nodding; ask advocates to state in their own words what are the negatives. The aim is understanding, not agreement. Itís okay to agree to disagree.
  • [Red hat]: At this stage invite each person to express emotional feelings about the thinking. Do a quick vote on any process improvements suggested.
  • [Blue hat]: Map out the next steps as a hat sequence.
Depending on the outcomes, the next hat sequence may include a Green hat to explore new views and possibilities that emerged. One indicator of progress is a readiness to converge and move into win-win resolution. A request for third party mediation or arbitration is a signal more parallel thinking work is required.

Start a new forum topic


More on Six Thinking Hats
Techniques for Real Dialogue in Organisations
Six Thinking Hats is Parallel Thinking
Instilling Constructive Participation: 15-minute Soliloquy
Everybody Should Wear More Than 1 Hat
Switching Hats by Top Managers
Business Conflict Resolution
Seventh Thinking Hat: Grey for Wisdom
Tools to Consider Multiple Perspectives
Avoiding Groupthink with 6 Thinking Hats Process
Distorted Western Adversarial Thinking
Six Hats really great
Can Myers-Briggs Type Indicator Improve Thinking?
Current Status of Six Thinking Hats? Hot News
Conditions for 6 Thinking Hats. Assumptions
Six Thinking Hats for Instructional Design
The Role of the Group Facilitator in Six Thinking Hats
Additional 7th Thinking Hat?
How to Facilitate Mutual Understanding and Conflict Resolution
Six Hats Certification
Six Thinking Hats for Software Testing at Google
Six Thinking Hats is Great for Exploring All Points of View
Best Practices
Clarification: Team Process
Resolving a Business Argument
Situational Thinking Hats?
Examples of Using Six Hats Thinking
Telecom Example of Six Thinking Hats
Wearing the Blue Hat
Challenging Plans or Ideas: The Ritual Dissent Approach
6 Thinking Hats are Rubbish
Systematic, Deliberate Thinking is not Easy to Do
Six Hats Great for Teaching at University
Six Hats is Universally Applicable
Taking Advantage of Conflicts in Group Decision Making
Special Interest Group
Gary Wong
Notify your students

Copy this into your study materials:

and add a hyperlink to:

Link to this discussion

Copy this HTML code to your web site:

Six Thinking Hats
Knowledge Center

About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
© 2021 12manage - The Executive Fast Track. V15.8 - Last updated: 15-4-2021. All names ô of their owners.