 Diversity of thought, or "thought diversity" is still an emerging field that is quickly becoming the new frontier of diversity, revolutionizing how we view it. Diversity has expanded beyond the traditional categories of race and gender, to include people from various cultural backgrounds, with different work experiences, who are retired, who have been rehabilitated with criminal records, and who are on the autism spectrum. All of these individuals bring different experiences, upbringings, challenges, etc. to the table impacting how they problem solve, resolve conflict, spearhead innovation, create new ways of working, etc. This collage of differences represent the competitive edge organizations will need to set themselves apart. As the world continues to diversify, organizations will have to do the same to stay competitive and keep their advantage over others who vie for market share.
So what does this mean? Thought diversity will be critical to moving work forward. From a human resource perspective, thought diversity applies to talent management—attracting, keeping, and developing talented workers that generate creativity and innovation, out-think competitors, and meet market demands in new and improved ways. Leaders should look to surround themselves with people who challenge them, and think differently than them. Not only does this make them better leaders, it makes the team and organization stronger. We’ve all heard the old adage that “two heads are better than one.” This has never been more accurate than in today’s workforce. |
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