This unit focuses on examples of ways managers can build a cognitively diverse team when evaluating candidates. Ready to drive team innovation? Let’s dive in!

Team cognitive diversity refers to the variety of thought processes, problem-solving methods, perspectives, and ideas that individuals bring to a team. This diversity isn't just about demographic factors like gender, age, or ethnicity; it includes educational backgrounds, professional experiences, and individual ways of thinking.

The benefits of cognitive diversity are substantial:

• More innovative solutions
• Better decision-making
• Ability to adapt to challenges

By including different cognitive styles in your team, you create an environment where creativity and collaboration can thrive, ultimately driving the team’s success.

One example of building cognitive diversity involves adding a member to the team to serve as a stabilizer. If you feel your team needs more stability and consistency, consider hiring someone who demonstrates reliability and an adherence to established processes. Stabilizers are essential for maintaining high standards and minimizing disruptions in a dynamic work environment.

For instance, when evaluating a candidate, you might note: "This candidate consistently follows best practices, ensuring our team maintains high performance and stability."

Another example of improving team cognitive diversity is to consider adding a cultivator with the next hire. Cultivators excel at fostering relationships and enhancing team cohesion. They promote a supportive and collaborative environment, which is essential for team morale and communication and connection within the team.

To illustrate, you might consider: "This candidate has a natural talent for bringing people together, ensuring everyone feels valued and strengthening team cohesion."

Prepare for the upcoming role-play sessions where you will put these strategies into practice and refine your approach to building a cognitively diverse team!