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KATRINA WARD CREATIVE

Learning Experience Sculptor

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Don the black hat! A thinking strategy for doing things better

New Zealand is currently faced with a worrying economic downturn. There are additional threats on the horizon such as the rapid developments of AI, impacts of Globalisation, looming international conflict expansion and environmental disasters due to climate change just to name a few. We turn our faces to the light and try to look for moments of brightness in the news and, particularly in the education sector and public sectors, it feels very dark indeed. Where is the light?

In these situations, it is useful to put on a black hat after Edward De Bono.

What is Black Hat Thinking?

Black hat thinking is a a way to adopt a deliberately pessimistic and cautious approach to problem-solving and decision-making with all of the ‘worstest’ superlative outcomes that we can think of. It means that we get to focus on identifying potential risks, problems, and consider of the possible negative outcomes. It is one of the six thinking styles in Edward de Bono's Six Thinking Hats model.

Why is it useful?
Black hat thinking encourages a kind of healthy skepticism. A lot of technology has been touted as ‘the next best thing’ for example and then it has quickly turned into a bubble that has popped more quickly than we might have predicted. Some examples of these are the dot.com bubble or the open plan classroom bubble - some may say, too, the AI bubble but this has not yet popped. (More on this later). This type of thinking is useful for carefully predicting and examining any potential flaws and weaknesses which ends up being a very useful prediction and forecasting tool.

Logical Analysis
While it might often be perceived as negative and ‘red penning’ any new and exciting prospects, black hat thinking is not about being pessimistic for its own sake. Another way of understanding it is as a useful way to critically analyse new systems/approaches/tools as a risk assessment process to ensure that any potential risks or threats are identified so that some safeguards can be put in place. Black hat thinking means that teams can anticipate and prepate for possible challenges.

Reverse brainstorming

My favourite way to facilitate Black Hat Thinking is with a reverse brainstorm. This means we look at how to do the opposite of whatever goal it is that we are striving to achieve. “How can we ensure that all of our managers fail?” or “How can we make sure that students never learn to read?” or “How can I become the worst leader of all time?” are some fun examples to play with. In one particularly memorable example in a secondary school context we reverse brainstormed “How can we make sure our students are unprepared for the future?” and there were some shocking truths suddenly up for discussion when some teachers recognised that their current pedagogy was setting kids up to fail…

The next step of a reverse brainstorm is to be as creative as possible and come up with ‘all the ways’ to make the opposite happen. Go wild. Have fun. Then review.

The final step of the reverse brainstorm is to flip the brainstorm and negate all of the negative suggestions and rephrase them as positives. If one answer for a ‘how can we become the worst leader’ brainstorm was ‘be late for all meetings’ then the solution is ‘be punctual’. The black hat thinking and using the reverse brainstorm as a facilitation method means that all of the negatives have been predicted and the opposite risk managing opportunity can be identified to inform meaningful strategic planning.

Foreseeing the rocks

If you hate the idea of a reverse brainstorm, another useful metaphor is a boat on its way to ‘some magical island outcome’. This method is great for visual thinkers. Draw a boat and draw a bunch of rocks and waves and kraken and pirates and whatever else you think might get in the way of a journey and then set about naming the hazards. What are all of the things in the way? Once this is done, you can start to strategise what your marine chart/road map might need in order to steer around those obstacles.

Both of these strategic planning experiences require the black hat to be donned - and like a black wizard’s hat, the outcomes of black hat thinking can be magical.

Black hat thinking is thinking about the weather, the rocks and the crew’s capabilities to better avoid disasters.

Making some magic

If you know where you don’t want to go, then you can forge a better path to your rightful destination. Similarly, knowing all of the bad things that ‘might’ happen, means that you can plan to avoid and manage risks accordingly.

Recently I have been working on an ‘AI in the Classroom’ rubric and black hat thinking has really helped me to consider best use case scenarios - only because I’ve spent time thinking of worst use case scenarios and then sought to fix them through reverse engineering.

The black hat brainstorm highlighted worst use of AI as ‘mindless prompting’ and ‘worksheet pumping’, ‘biased without balance’, ‘industrial model on steroids’, ‘data misusing’ and ‘environmentally disastrous’ (to name a few) which can then inform more critical analysis of how to mitigate these risks with educated, mindful, purposeful and policy-protected best uses to help me to design my self-assessment rubric. (This is coming soon).

So what kind of black hat will you wear?

Of course, you don’t need a real hat - but imagining your own black hat strategy to make better decisions in your workplace or classroom is a great thinking strategy to adopt if you want to know better to do better.

tags: black hat, de bono, thinking tool, strategic planning, facilitation, professional learning, strategy, education, workplace learning, workshop, corporate workshop
Friday 11.01.24
Posted by Katrina Ward
 

From Cult to Culture - Fostering a Culture of Active Learning

Have you ever been so bored in a meeting or workshop that you stop listening? Thinking about what’s for lunch or even what laundry you have to do at home is likely to be a lot more interesting…

Corporate training often fails to engage employees, leading to low retention and wasted resources. Imagine sitting through yet another tedious, lecture-based session, knowing full well that most of it will be forgotten by tomorrow. This outdated approach can leave a lot of companies struggling to see a return on investment (ROI).

If you are just going to talk at them, you might as well have an empty theatre. Image of an empty lecture hall.

A huge problem with current learning design practices is that the models for learning are largely still informed by the industrial age. The learner is a passive recipient of knowledge as if arriving as an empty cup that needs to be filled with wisdom from the presenter. The problem with this model is that ‘being talked at’ is not engaging nor is it memorable. Passive learning experiences make it difficult for learners to retain knowledge that has only heard or seen.

The other side of this problem is that presenters are also anchored to their chosen presentation platform. They diligently prepare presentations that fill the workshop allocation with talking time deigned to optimally fill the minds of attendees. When this happens, they are stuck presenting and not free to talk with and work alongside individual learners. Oftentimes they are so ‘tied to talking’ or ‘imprisoned by presenting’ that attendees do not get to talk to them one on one at any stage of the training process. Their knowledge is therefore not able to be shared in ways that might genuinely add value.

So what’s the fix?

Here’s a quick case study (before I worked my magic):

The company required employees to attend a three day face to face workshop.The presenter was flown in and accommodation and travel was part of the L&D spend. Attendees were given a large printed book (100+ pages) with ‘fill in the gaps’ activities as well as some dictation notes pages within it. All information was presented in person by Powerpoint with the presenter talking for most of the three days. There was a timed test at the end of day three in order for employees to tick the compliance requirements for their line managers.

What is wrong with this picture? To be honest, it is such a typical model that you would be excused for believing that this is just what learning looks like. It is so common it is normal.

But actually it is awful. In this model there is no evidence of any considerations for neurodiverse learners, no cognitive load theory, no active/experiential learning, no constructivist or constructionist pedagogy… there are so many lenses missing. And while it might get a compliance tick on the day, it definitely does not get an engagement, inclusion or retention tick.

“When we practice something, we are involved in the deliberate repetition of a process with the intention of reaching a specific goal. The words deliberate and intention are key here because they define the difference between actively practicing something and passively learning it.””
— Thomas Sterner - The Practcing Mind

Now imagine what a great learning experience might feel like.

A different experience of training would be one that feels immersive, engaging and memorable. You would have time to engage with content, think about thing deeply in your own time, talk to the facilitator, practice applying the information, see your own growth and leave feeling energised. Magic happens when we take the cult (do what I say and just sit there and listen to me) and turn it into an active learning culture. Employees leave feeling energised and equipped with the knowledge they can immediately apply - and learners look forward to the next time that they get to explore learning as an enjoyable and productive experience.

The case study - after my magic
The company provided a one day face to face workshop - and the presenter was flown in and out in the same day (big savings!). Attendees were given a flipped learning experience online ahead of time that was an online game to introduce key concepts. The workshop was redesigned as a series of ‘mini missions’ where attendees could work together to figure out how to apply information to real scenarios. The presenter turned into a facilitator and had time to work closely alongside small groups to answer questions and clarify understanding as well as get to know individual learning needs and gaps. The powerpoint was replaced with a link library for participants to co-construct a FAQ page for future reference and attendees also had a shared whiteboard to record key ideas and reflections about their learning. The timed test was replaced with a ‘mission tick list’ where evidence was found within the missions that were completed on the day. A follow up post-session reflection form was shared online so that participants could reflect on and share their learning as well as provide evidence of engagement for double ticking compliance requirements.

From cult to culture

Sage on the stage industrial models of learning do not inspire participants to think about or apply key knowledge. We shouldn’t have to sit through boring days of training thinking about laundry or lunch.

That dream scenario is definitely within reach.

I never realised how full my back pocket is until I start tinkering with ‘all the things’ that I know work in learning experience design. Here’s a checklist I put together recently as a self-checking tool to apply to my learning design work:

CHECKLIST FOR GREAT LEARNING

  • Clear learning outcomes linked to company profile for attendees

  • Checked alignment with curriculum levels/differentiated options

  • Alignment and linking to Sustainable Development Goals

  • Agency: Opportunities for choice and voice throughout

  • Make the pie: Opportunities to ‘discover the recipe’ rather than be ‘fed the pie’.

  • Incorporation of hands-on, inquiry-based learning experiences

  • Opportunities for collaboration, paired and individual learning experiences

  • Consideration for various learning styles and preferences.

  • Clear Literacy layers - reading comprehension, vocabulary and critical thinking

  • Clear opportunities for recording learning

  • Follow up mission aligned to learning outcomes

  • Digital and analogue learning opportunities

  • Scaffolded activities and choices for differentiated learning

  • Provision for alternative assessments or pathways for learners with varying abilities.

  • Universal Design for Learning (UDL): Incorporation of multiple means of representation, engagement, and expression.

  • Use of flexible instructional materials and methods to accommodate diverse learners

  • Formative assessment opportunities for learning conversations

  • Opportunities for reflection and goal setting

  • Consideration and support for trainer /facilitator capabilities

If learners regurgitate the answers you tell them - it is a cult with no ownership of the knowledge and no evidence of critical thinking or retention. But if you give them opportunities to engage with and experience the learning - it is a culture.

So why work with me? I’m an education geek with 20 plus years of ‘make the pie’ pedagogy and on the ground teaching and learning experience in my back pocket. I believe that learning should be fun no matter what. I’m on a mission to change what learning feels like. Get in touch, if you’d like to harness some of my (non-culty) magic.

tags: learning design, corporate training, active learning, experiential learning, training, facilitation
Sunday 08.18.24
Posted by Katrina Ward
 

I shape complex ideas into artful learning experiences.