Innovation and Cognitive Diversity

 When we form a team, we tend to populate it with people whose thought processes are similar to our own. It’s natural, in part because it’s easier on us. People whose priorities and thought processes are distinctly different from our own are potential sources of friction within the group.

 But when there’s a need to address complex issues, come up with innovation, combine components in new and value-enhancing ways, then having a team that is cognitively diverse is of benefit. Cognitive diversity means diversity in how we think, in how we perceive and prioritize those perceptions.

 There are some necessary conditions for cognitive diversity to have benefit: team members have to be able to get along with each other, and to work together towards a goal commonly agreed upon.

 Cognitive diversity implies that some members of the group will perceive the world differently, and have distinct mental toolsets associating those perceptions. The interaction between cohesive yet distinct viewpoints allows for fresh solutions, perhaps combining existing processes or elements in new ways.

 

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