At the end of last year and into this fresh new year, I’ve been running some workshops with a big corporate on critical thinking. The emphasis is not so much about the mechanical elements like models, tools and processes, although they do prove popular. The intent is much more about creating, maintaining and supporting a culture that is friendly to critical thinking and thinkers. They’d like a ‘don’t shoot the messenger’ kind of vibe.
Like any organisation attempting to bolster its stock of skills, there are a few ways of going about it. Training is an obvious one and, as a trainer by trade, I am not going to talk you out of that. Depending on the money you’ve got to throw around as an incentive and what time pressures you’re under, another option is to recruit or outsource that skill. What if we’re not talking about the skill of critical thinking though; what if we’re talking about the critical thinking attitude? Do we recruit that? Could we outsource it? Is it even possible to train it?
Before we tackle these questions, let me start by saying the moment you reveal to any trainees a bunch of critical thinking tools, they may well have the intention of applying these on serious strategic and operational work issues and projects but that’s not the first thing they think might benefit from the tools. People default to their personal lives and decision matrices, forcefield analyses and cause-effect diagrams get applied to wedding plans, house purchases and to relationships (both forwards and retrospectively). I swear there is a fortune to be made for critical thinking trainers in relationship decision-making, although that is a workshop I definitely do not want to run!
All jokes and broken marriages aside, providing tools that normal people can see as relevant and applicable to their personal and work lives is one element of nurturing a culture. Get enough people engaged like that and you generate noise and interest. Soon there is a critical mass and a tipping point. It’s less some weird new thing that we learned on a course that we use on special occasions; it’s become more of ‘the way things are done around here’.
Yes, you can train it. Yes, you could accelerate the process by recruiting it. As long as you are adding competencies like teamwork, customer service, and problem solving to your list when recruiting, would one more hurt? The trick in the tale though is if you recruit critical thinkers or people inclined to do so, but then once they arrive it becomes clear quickly that critical thinking is not the ways things are done around here. Training is not going to solve anything other than a skill issue. What would be helpful is some role modelling and structural elements that make critical thinking part of business as usual. When newbies witness someone sticking their head above the parapet to critique something in a healthy way, what happens next is a powerful and essential indicator of the extent to which they’ll ever stick their own head up. As part of any onboarding / induction process, it would be helpful to create or immerse new arrivals into situations or simulations where people do apply critical thinking and their input gets acknowledged, addressed and perhaps even rewarded.
When you google the term ‘critical thinking’, the top three results are: what are the five critical thinking skills; what are the six critical thinking skills; what are the seven critical thinking skills. Are critical thinking skills like razors? They just keep adding another blade as some never-ending marketing game of chicken? I think the ‘five people’ should talk to the ‘seven’ people. I think a critical component of critical thinking isn’t the comprehensiveness of the toolkit nor the 5-7 skills required. I think it’s the ability to better understand the way we think and the ‘why’ and ‘how’ of getting to our conclusions. That requires a self-awareness or a desire for a self-awareness that should be aimed for in recruiting, supported during onboarding and boosted via subsequent training and practical application and reinforcement.
It’s fantastic that for years we’ve been able to walk into parent-teacher meetings in many New Zealand primary schools and see DeBono’s six thinking hats posters on the wall. (Look it up). A classic critical thinking tool being used by educators across a society to enable kids to think critically and examine ideas from differing perspectives if they choose to do so. (That’s the trick, especially during election time). Kids, the employees of tomorrow with ever changing and expanding content need to know how to think not just what to think today. I’m not sure how many boardrooms or planning spaces have those posters. The google debate rages over whether there are five or six or seven critical thinking skills but there are always only ever six thinking hats.
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This blogpost might be challenging for some. It was for me. I like to think of myself as open-minded. (Actually, I just like to think of myself generally. But that’s something else I need to work on). But am I really that open-minded? How would I know? Is there a scale of 1 to 10 upon which I’m a 7?
Psychologist Carol Dweck led the way with research on fixed versus growth mindsets. Crudely and sweepingly summarised, there are two types of default thinking positions and if you don’t effortfully choose one, you likely have a default. The post explains more. I especially like point 2 – when you meet an idea, do you start in response with statements or questions? That was something of a relief to me as three of my five sentences in paragraph one were questions.
There’s a quote that the ability to change your mind is a superpower and another that the true test of intelligence is the ability to have two opposed ideas in your mind and retain the ability to function. If I’m having a good day after a good sleep and have eaten wisely without deadlines yelling at me, then I’m in a resourceful state and I’m certain I could manage that. Other days not so much. It’s the other days that can cause us and our people some problems. It’s for those other days that wee need to prep and practice so when it gets tough, our open-mindedness keeps goings.
Do read the article but if you’re having a low resourcefulness day, here’s 7 quick questions to assess yourself against:
- How do you respond when your ideas are challenged? (My new thing is ABC – always be curious – WHY are they challenging them?)
- Are your first responses statements or questions?
- Do you seek first to be understood or to understand?
- Do you use the phrase, “I might be wrong but…”
- How often do you interrupt?
- Can you simultaneously hold opposed ideas?
- How much effort do you put into testing your own views? Do you deliberately seek evidence to the contrary?
More ideas at http://gettingbetterbuyin.com/