No. Great minds do not think alike. considering cognitive diversity #greatminds @joegerstandt
cognitive diversity <ul><li>The extent to which the group reflects differences in knowledge, including beliefs, preferences and perspectives. </li></ul><ul><li>-Miller, et al (1998) Strategic Management Journal </li></ul>
generative <ul><li>A generative relationship produces something which one of the members of the relationship could not have produced alone. The outcome could not have been foreseen in advance. It was created by the interaction of the parties. </li></ul>
<ul><li>Exposure to minority dissent increases individual courage to resist group pressures to conformity. </li></ul><ul><li>-Nemeth, Chiles (1988) European Journal of Social Psychology </li></ul>
<ul><li>Minority dissent, even dissent that is wrong, stimulates divergent thought. Issues and problems are considered from more perspectives and group members find more correct answers. </li></ul><ul><li>-Nemeth, Staw (1989) Advances in Experimental Social Psychology </li></ul>
<ul><li>The debating of dissenting issues consequent to different approaches and perceptions associated with cognitive diversity has been found to stimulate divergent thinking, which is closely linked to creative output. </li></ul><ul><li>-Nemeth, Nemeth-Brown (2003) Group Creativity, Oxford University Press </li></ul>
<ul><li>These theorems that when solving problems, diversity can trump ability and that when making predictions diversity matters just as much as ability are not political statements. They are mathematical truths. </li></ul><ul><li>-Scott Page </li></ul>
Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction learning growth self-organization stress conflict exhaustion celebration reinforcement energy low productivity wasted energy factions low interaction reflection safety clearing the decks isolation misunderstanding frustration comfort belonging rest and recovery boredom stagnation death
Difference Matrix Glenda Eoyang HSDI high difference low difference high interaction move to low difference: Tell a joke. State a shared value or belief. Share personal experience. Pick a low difference topic. move to low interaction: Stop communicating. Leave the area. Explain yourself. Pick a low communication topic. low interaction move to high interaction: Ask a question. Use another medium. Listen more. Pick a high communication topic. move to high difference: Amplify little differences Play devils advocate Pick a high difference topic
resources <ul><li>The Difference : How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies | Scott Page </li></ul><ul><li>The Wisdom of Crowds | James Surowiecki </li></ul><ul><li>A Whole New Mind | Daniel Pink </li></ul><ul><li>The Medici Effect | Frans Johansson </li></ul><ul><li>The Geography of Thought | Richard Nisbett </li></ul>
resources <ul><li>Achieving Success Through Social Capital: Tapping Hidden Resources in Your Personal and Business Network | Wayne E. Baker </li></ul><ul><li>The Whole Brain Business Book | Ned Herrmann </li></ul><ul><li>Competitive Advantage Through People: Unleashing the Power of the Work Force | Jeffrey Pfeffer </li></ul>
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