KeraVita Pro Review - A Detailed Report On The Anti-Fungal Formula!  Reviewed By ConsumersCompanion
Click now to order:

This article explains convergent thinking in a practical way. After reading, you will understand the basics of this mindset used for problem solving.

Covergent thinking was developed by psychologist Joy Paul Guilford , who researched human intelligence. According to Guilford, people have two forms of thinking: divergent thinking and convergent thinking. In this article, we take a closer look at convergent thinking.


Convergent thinking is a form of thinking that we all apply, but that develops differently in some people. Every person converts this form of thinking into action depending on the situation he or she is in.

Divergent and Convergent Thinking | Dr. Lou's Blog

Convergent thinking only looks for one correct answer to a problem or specific situation. No creativity is required for the solutions. Instead, convergent thinking uses logic and reflection to find the answers that lead to the resolution of conflicts a person is dealing with.

It is also used as a form of learning and teaching in schools and universities around the world. There it is applied in knowledge tests such as standardized multiple choice tests where only one answer per question is correct. The line of thought in this case is vertical and specific. The logic is straightforward and results in an exact and unique answer.

In convergent thinking there is no room for other possibilities or choices. An unambiguous answer is what it’s all about. This means that convergent thinking is a process of reflection, action and a precise result in a situation that requires quick and logical action using all available information.

In which situations is convergent thinking applied?

As mentioned at the beginning of the article, convergent thinking is used by everyone in different situations that may arise in life, be it at work or out. However, it is important to note that it is more commonly used in difficult situations that require concentration, such as important decisions that require critical, analytical and reflective thinking.

Logic at the heart of convergent thinking

In this way of thinking, the following tools are used to develop convergent thinking: evaluating, filtering and selecting the information you have to find a single solution to the problem or situation you are facing.

There are people in whom convergent thinking is much more developed than in others. These people are not impulsive or passionate when making decisions. They first think, evaluate and reflect on what is the best course based on indicators or scientific criteria to solve the problem.

It is important to determine what can really be used to solve closed, logical and concrete problems.

  1. Logical and rational thinking.
  2. Convergent thinking tries to find a solution by examining patterns within the available information.
  3. It looks for the concrete, the tangible.
  4. Forming ideas to have something essential.
  5. Define, specify, plan and find a solution.


Convergent thinking helps you make decisions in complex situations. People who deeply develop this form of thinking can be more confident when making decisions because they have analyzed the possible alternatives. They have chosen the answer or solution they consider to be the best and most concrete.

It also aids in logical and critical thinking. These skills are developed when you are under pressure or at difficult times at work, where it is necessary to make precise decisions to successfully resolve conflicts that could damage the business.

Disadvantages of convergent thinking

The following drawbacks are associated with convergent thinking.

  • It can limit creativity because a person who thinks convergent relies only on factual, tangible data to find a solution. Intuition does not play a role in this way of thinking.
  • It’s not good for your mood because people who are constantly engaged in critical thinking and reflection are more serious, sad, and nervous because of the daily effort they have to make to reason logically.

Examples of convergent thinking

Here are examples of situations in which convergent thinking is applied in everyday life.

  • Make important decisions when considering alternatives to a business project you are in charge of. The person in question should assess, analyze and reflect on the possibilities to choose the best alternative that his or her team has to offer.
  • A student taking a test must remember and analyze the information he / she studied for the test. With the information, he or she is able to assess the various options in the questions and choose the best one. 
  • Based on what you have learned and the information you see in the document, you put convergent thinking into practice.
  • Planning a trip, which seems simple but is important as people step outside of their comfort zone, requires you to identify and analyze the best options and choose one. 
  • Logically planning your budget, accommodation, transport and what best suits your travel purpose means that you put this form of thinking into practice.

These are simple, everyday examples that people often approach with cognitive processes.


Some studies show that the personality of convergent and divergent thinking people is associated with spontaneity, fantasy, artistic interest and that other personalities are actually associated with divergent thinking.

However, convergent thinking does not belong to a particular personality because all people, regardless of character, will apply convergent thinking in situations that demand it.


As explained earlier, mentation is logical, distinctive and reflective. only 1 answer or possibility is correct. No creative thinking is required to search out an answer or answer to a state of affairs or drawback. People who use or develop this fashion of thinking the foremost area unit additional analytical and suppose everything before creating a choice.

This could cause the person being stricter in their work and private life also. They analyze everything and area unit seldom spontaneous.

Divergent thinking is that the opposite of the on top of. thinking uses creative thinking to appear for alternatives and solutions to a state of affairs or drawback. someone WHO develops this fashion of thinking additional usually is spontaneous in creating choices and creates varied choices on a private and skilled level.

Boosting creative thinking is that the power of thinking. perpetually performing on this stimulation will cause original solutions to a state of affairs, as a result of ideas will arise additional impromptu.

Can these thinking be used together? Although these forms have clear variations, it’s necessary to recollect that confluent and thinking will go hand in hand to hit the foremost economical resolution.

By combining the 2 – thinking for creatively seeking different solutions to totally different issues and mentation for logically reasoning the various choices – you get a prosperous combination.

In observe Convergent thinking is employed in education. Most tests administered by colleges or universities area unit standardized multiple selection tests with one distinctive correct answer per question.

With this method, you study decisions offered within the check and observe mentation to see the simplest selection supported what you’ve got learned. It is conjointly employed in things wherever somebody is besieged, at work or just in case of personal issues.

This needs the person to be centered and weigh the execs and cons of true to create the proper call. that is why everybody uses this fashion of thinking typically once true imply it.

These area unit usually things within which you bear a great deal of responsibility. Criticism of mentation Convergent thinking has been criticized by multiple researchers.

In keeping with them, there are often totally different solutions to issues. they will even be applied at the same time, therefore there’s no have to be compelled to opt for only 1 correct answer. Applying this fashion of thinking may overshadow minorities WHO have a additional thinking vogue. Ultimately, the person applying cerebration makes the proper call to unravel the matter, forgetting to pay attention to others.

Resume All individuals use mentation in bound processes in their existence. However, some individuals develop this manner of thinking over others. This way of thinking is often geared toward preventing risks, selecting the safe means for a result that’s 100 percent correct. arithmetic and precise sciences prove that logic is undeniable and precise which there’s only 1 outcome.

Many people develop mentation and apply it often attributable to the things that arise. Convergent thinking is concerning crucial, reflecting, evaluating and functioning on the premise of 1 selection. it’s an excellent tool for creating necessary choices required to safeguard or conserve resources, in business and on the far side.

Fantasy and adaptability don’t play a task during this means of thinking. objectiveness contains a linear, vertical direction to search out the solution you’re trying to find. mentation conjointly implies that there’s a starting AND an finish in keeping with logical and rational patterns, resulting in that one distinctive answer.

You might also read the following blogpost titled: GREAT FORMULA TO CHANGE NOW.




This article explains the formula for change in a practical way. After reading you will understand how the analysis works in this formula that helps organizations to successfully implement their change processes.

The Formula for Change - Sam Vaghefi


The purpose of this formula is to analyze the success or failure of change processes that companies implement at work. The analysis is always aimed at achieving success for the organization. The formula for change is intended to remove the resistance between the different processes and the employees of the company.

Gleicher formula

In the 1960s, the model was basically designed by business consultant David Gleicher, but in the 1980s the model was further developed by theorists RICHARD BECKHARD and Reuben T. Harris. They adapted the model with a formula for change and resistance in organizations and published this in the book ‘Organizational Transitions: Managing Complex Change’ .

Also known as the change formula or change model, this method provides an easy way to analyze the potential success of a change in an organization.


The steps in the process are important for the change within the organization to run smoothly.

1. Analysis of the internal organization

In this step the attitude towards possible changes in the company is analyzed. This means identifying which employees may feel resistance to the changes and which external factors may have an influence. In addition, the arguments ‘for’ and ‘against’ the changes are weighed up. The company must consider the benefits of future changes.

2. Identify the need for change

It is very important to be clear about which way you want to go and why the change is needed. Link adverse situations in your company to the positive effects that the change will bring to create new benefits that can be used to achieve success for the company.

Compare current business performance with the new results of possible future changes. Sketch a tangible picture to show what doesn’t work and what works. This makes it clear which improvements are the result of the changes and how the company benefits from them, despite the resistance that employees will initially feel.

3: Perform a gap analysis

Before changes are implemented, leaders must identify weaknesses or negative factors hindering the development of the business. They must have a realistic view of the current situation of the company and be sure that the changes they want to implement are yielding positive results. Therefore, perform a GAP ANALYSIS.

4. Action plan

The change plan is implemented in this phase. Determine the main factors and who are the actors in the change process (who will implement the change and who the changes will have the most influence on). Those who will implement the changes need to know their responsibilities at every step of the process.

Formula for change

This model also includes a mathematical formula for change that complements the model’s theory.

Dissatisfaction x Vision x First steps> Resistance
The formula for change takes into account the factors necessary for a change to take place. The change model shows that companies and people change through change:


The current level of satisfaction of employees or stakeholders in the organization. This is the most important factor for change.

It is important to remember that those involved must be motivated to make the changes. Take their views into account so that you get a good idea of ​​the situations that need to be changed.

Inevitably, some will defend their responsibilities and will not want to change. That’s why it’s important that you listen to what each employee has to say before deciding to make the change.


Responsibility in the future. This is for managers and executives who are driving the changes in the company.

Leadership is a fundamental part of the vision of the changes taking place in the company in the short and long term. It is therefore important to explain the changes and to guide employees in this process. Explain why changes are needed, what the responsibilities of those involved are and why this is in the best interest of the company.

The best way to make employees and those directly involved receptive to changes within the organization is to explain, reassure and support them.

First steps (F)

The first steps are the tasks that must be performed to achieve the set goals so that success can be achieved. Every employee must understand what role he or she has in implementing the changes. The steps must be clear and easy to perform and to achieve the ultimate goal, it is important that motivation is maintained.

Raising awareness among employees is very important to be able to take the right steps in the change process. Employees must understand that their role is important in driving current changes and for the future of the company.

Resistance (R)

Addressing resistance to change. Most people don’t like or resist change at work.

It often makes people anxious. They try to avoid risk, maintain the status quo and avoid change because they are faced with conflicting thoughts or actions.

Such thoughts or actions can change over time if properly guided and motivated. Resistance to change is simply a “force” that must be overcome in order for an initiative for change to succeed.

Does D x V x F> R provide quantitative results? It’s troublesome to form a quantitative comparison, however the modification formula is your guide to making pregnant and economical modification. Among alternative things, the utilization of overviews and reportage of conversations and opinions is vital for analyzing resistance (R) to alter (C) and discontentedness (D). the primary steps (F) and also the vision (V) square measure factors that executives should management if they need to introduce changes within the company. This equation is intentionally designed as a multiplication. meaning that once a personal issue on the left is zero, no matter whether or not that issue is discontentedness (D), vision (V), or resistance (R) to alter (C), the whole left facet of the equation is zero which the new initiative can’t be enforced. These 3 factors should have a particular weight so as to initiate the modification method. The formula suggests that the 3 strands of discontentedness (D), vision (V) and also the 1st steps (F) should show a positive score so as to handle the resistance to alter.


Changes in an organization are always intended to improve factors that do not work well. However, these changes often lead to discussions or resistance from the people involved. There must be a basis of trust, motivation and confidence in employees. This is an important factor in making changes that lead to business success.

Human resources are the basis of these changes. Many people question the adjustments during the change process. Some say the change should take place without regard to personnel, as no one is indispensable in managing the processes. Others believe that the change should be analyzed and discussed with those involved. They believe that collaboration is the key to success, despite the resistance that was there in the beginning.

With this formula it is possible to get a clearer picture of the changes and how big the effect will be for the company in the short, medium and long term; the eye always focused on the pursuit of success for the company.

Download two documents here for FREE:


Upgrade your power transformational coaching skills now by clicking the link below:

Click the link to ORDER NOW :
Special Pricing Not Guaranteed Past Today!