Need To Know For The CEO

Episode #11

Lisa Colledge
Lisa Colledge Consulting

Embracing Cognitive Diversity

Lisa Colledge, CEO of Lisa Colledge Consulting, shares her insights on the importance of cognitive diversity in driving innovation, talent management, and overall business performance. Lisa emphasizes that cognitive diversity, or the variety of thinking styles within an organization, is critical for problem-solving and success.

“You can't answer the question based on the kind of diversity that you can see. The important thing is the kind of diversity that you can't see, and that's cognitive diversity.”

This approach has enabled Lisa Colledge Consulting to help organizations create inclusive cultures that harness the strengths of diverse thinking styles.

The Importance of Cognitive Inclusion

Lisa discusses how fostering cognitive inclusion can significantly enhance an organization’s problem-solving capabilities. She illustrates this with a scenario involving different teams with varying degrees of visible diversity, highlighting that it’s the cognitive diversity that truly drives success.

“Organizations need to be good at solving problems, whether it's thinking of an idea, executing it, or responding to change. Cognitive diversity is crucial for this.”

This perspective underscores the necessity for businesses to cultivate environments where diverse thinking styles can thrive, ultimately enhancing problem-solving and innovation.

The Role of Neurodiversity

Lisa delves into the concept of neurodiversity, explaining how individuals with conditions such as ADHD, autism, and dyslexia bring unique strengths to the workplace. She emphasizes that neurodivergent individuals represent extreme specializations of different thinking styles, which can be incredibly valuable.

“Neurodivergent individuals have unique skills. For example, people with ADHD are great at taking risks, while dyslexics are excellent at seeing the whole picture quickly.”

By integrating neurodivergent individuals into the workforce, companies can leverage these specialized skills to enhance overall performance and innovation.

Implementing Cognitive Inclusion Programs

Lisa advises business leaders on how to start implementing cognitive inclusion programs. She suggests small, practical steps such as ensuring meeting agendas are circulated in advance and allowing time for thoughtful input after meetings.

“Setting up a cognitive inclusion program should be a strategic priority. It’s about enabling your employees to do their best by working more closely to their preferred style.”

These initial steps can pave the way for more extensive cultural changes that foster cognitive diversity and inclusion, leading to better business outcomes.

Practical Applications and Success Stories

Lisa shares a success story from her experience, where she led a transformation that significantly improved employee engagement, even during a reorganization and COVID lockdowns. The employee NPS rating increased from minus thirty to plus thirty over three years, demonstrating the effectiveness of focusing on cognitive diversity.

“The transformation program focused on behaviors and created a supportive culture. It wasn't just about compensating for negative effects but actually improving engagement.”

This example highlights the tangible benefits of committing to cognitive inclusion and diversity.

Recruiting for Cognitive Diversity

Lisa discusses how companies can attract neurodiverse talent by modifying their recruitment processes. She suggests offering options for interview formats and providing clear instructions to reduce uncertainty, making the process more inclusive.

“Think about skills-based hiring and consider cognitive styles, not just experience. Create a recruitment process that allows candidates to showcase their strengths in a comfortable environment.”

These adjustments can help organizations tap into a broader talent pool, thereby building more cognitively diverse and effective teams.

Final Thoughts

Lisa and Matt conclude their conversation by emphasizing the need for organizations to commit to cognitive diversity and inclusion as a strategic priority. They discuss how this commitment can lead to improved engagement, retention, and overall business success.

“Businesses need to set an example from the top, but also allow for freedom within a framework. This balance can accommodate complexity and drive meaningful change.”

Lisa Colledge’s insights provide valuable lessons on the importance of cognitive diversity, neurodiversity, and inclusive culture in driving business success. Her approach offers a roadmap for organizations looking to foster innovation and improve performance through diverse thinking styles.