Discovering the power of cognitive diversity
In both our personal and professional lives we would all passionately argue for the value of diversity. What we are really referring to here is equality, diversity and inclusion. Increasingly there is a craving for simplicity in a complex world where all opinions are polarised as either wholly right or totally wrong. Complexity is the reality and combinations of ideas are those that are the most creative and transformational in this complexity. The evidence is rich about the business and social benefits for our organisations and teams being made up of people from diverse backgrounds. Did you know that 60% of CEO’s fail to get the right sort of team together initially in their business? Failing to encourage the flexibility of cognitive diversity can lead to catastrophic failure (Harvard Business Review 2017). Have you considered the huge benefits for a much broader form of diversity, cognitive diversity ?
Diverse Thinking is a Leadership Responsibility
For teams and organisations to truly benefit in a complex and competitive business environment they should aim to employ and build teams made up of people who are intellectually different and who regularly challenge each other. This cuts through EDI considerations in so much as many organisations and businesses find themselves made up of people who are cognitively very similar to each other. This can be because selection processes may be full of confirmation bias where those recruiting are drawn to candidates who have a similar outlook to them, who feel more like birds of a feather. In essence in a place where great and new ideas should be being created, conforming and being the same essentially become an echo chamber. This may be a socially jolly environment but does it really create innovation and growth in a team or business? The answer is a resounding no, cognitive difference creates a multiplier effect leading to massive strides. It creates a growth mindset rather than a fixed mindset.
Cognitive Diversity is Challenging
So what are the challenges of bringing cognitively diverse people together? People will say ‘no’ or ‘but what about…’ much more and as leaders if we are only looking for people to agree and to say ‘yes’ to us, then what will really occur is that only one idea will be nurtured rather than multiple ideas becoming conjoined to create game changing innovation. Learning to disagree and dissent in a professional way that does not create personal upset and injury is key to making this dynamic work. This type of idea generation is also likely to be ‘recombinant’. Complex and interconnected problems are brought together and worked upon by people who see outcomes differently and can evolve their thinking to create inspiring change. Recruitment and selection can be designed in such a way to be able to identify cognitively diverse candidates more easily and for existing teams then the way that teams are managed. Similarly, the way that meetings are conducted and the predominant culture of challengingly different ideas being brought together require leaders to act differently and to promote debate.
Practical Ways to Lead Diverse Thinking
Great examples of this is discussed by Matthew Syed in his book ‘Rebel Ideas’ where companies like Amazon and Dyson are identified as making simple practical changes to encourage cognitive diversity. These range from ensuring that the chairperson of meetings is not always the most senior person and also ensuring that the leader does not give their idea first in a meeting or to an agenda item as this creates conformity which does not challenge or grow the notion under discussion. Business and team growth can be a complex entity and creating a culture of cognitive diversity will create the nurturing fertile territory for exponential advancement of ideas. Consequently, this means that its implementation not only leads to success but also to an environment where learning is mutual and ideas are respected.
How to Introduce Cognitive Diversity
I believe that there is a nature and nurture aspect to cognitive diversity and this means that we are able to develop and evolve to recognise this skill and to create an environment where this thinking radically drives innovation. This also means that leaders and business owners can be encouraged and coached to take practical and active steps to develop this in their teams and businesses and watch the exciting progress that this will create.
If you wish to read more about this the following article covers some eye opening aspects of cognitive thinking. If you want to introduce this more as a business owner or leader and would like coaching support on it then get in touch.
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Do you want to know more about how coaching can support you to create cognitively diverse teams and how your skills and attributes will assist you in this valuable quest? Get in touch for a free chat on this. You can click on the discovery photo or you can use the old fashioned way and ring me… Mobile 07494890802
Contact – APPLEBRIGHT COACHING
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