Go beyond diversity and embrace diversity of thought

Forge like-mindedness in people through their differences and avoid un-evolved and ineffective strategies for initiatives like diversity and inclusion

Diversity of thought must touch your business every day

Make it serve as your competitive advantage to stimulate new growth, attract new talent, and generate new marketplace opportunities

Create dialogues around individual contributions

Diverse and non-diverse leaders must work together to embrace diversity of thought and deploy best practices, development tools, and resources to maximize engagement in the workplace and marketplace

Challenge the status quo and embrace mutuality

Convert diversity of thought into opportunities previously unseen to benefit everyone and to truly discover new ways of doing things to successfully lead through change

9 Signs That Your Organization Lacks Diversity Of Thought

22/08/2016 06:00am

How many times have you been in a meeting when someone says, “That’s a great idea, you should do something with that”? Then what happens? Nothing. Sure, we all recognize that we should act and create strategies for change. Most people just don’t trust themselves enough to take the first steps and define their strategies since this is the basis for accountability. They would rather be held accountable to others’ expectations than their own.

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Diversity Management Is the Key to Growth: Make It Authentic

13/06/2011 06:00am

Diversity management is the key to growth in today’s fiercely competitive global marketplace. No longer can America’s corporations hide behind their lack of cultural intelligence. Organizations that seek global market relevancy must embrace diversity – in how they think, act and innovate. Diversity can no longer just be about making the numbers, but rather how an organization treats its people authentically down to the roots of its business model. In today’s new workplace, diversity management is a time-sensitive business imperative.

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4 Pillars For Moving People To The Center Of Your Growth Strategy

26/09/2016 06:00am

Recently I was talking to a skeptical executive about the need to evolve his organization’s growth strategies in a marketplace that is more multicultural and multigenerational than ever before. I was familiar with his skepticism. In fact, I welcome it. My clients who use healthy doses of skepticism to engage, question, and gain the clarity to reach their goals often end up seizing the greatest opportunities.

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Diversity of Thought

Leaders and organizations need to get beyond diversity and embrace diversity of thought.

Diversity of thought finds like-mindedness in people within our differences. Fueled by relationships in the workplace built on collaboration and trust, diversity of thought strengthens business models by allowing differences to add value to the business – therefore accelerating growth through opportunities previously unseen.

The new workplace requires diversity of thought to rebuild our businesses, organizations, and institutions on a foundation of shared beliefs. If leaders are not ready to unleash their diversity of thought to embrace the changes America needs, then how will they be prepared to lead effectively in the global marketplace and workplace?

Diversity of thought is about unification and embracing differences that when further explored supports the values that unite us. Diversity of thought is about inclusivity: Everyone listens to each other and values individual differences enough so everyone contributes and believes they can achieve success and significance. Our businesses, indeed our entire economy, should be about people first – they are the infrastructure to build on. That means all people, including you, no matter what group you identify with. This is what embracing diversity of thought allows us to do.

Diversity of thought compels leaders to evolve their approaches to everything from diversity and inclusion in the workplace to global sales strategies in the marketplace, which are often misguided in their approaches and outdated in their ideas. They cater to the status quo and thus actually slow down growth. Stop viewing people as cost centers (expenses) and see them as profit centers (investments) to drive influence in the workplace and growth in the marketplace. Stop losing talent, market share, and shareholder value. Stop holding back reinvention and innovative mindsets. Instead use diversity of thought to understand the differences of all people in the marketplace and to attract and retain talent in the workplace.