You mention diversity of thought in Data-Driven DEI.
Feb 14, 2024 3:00:30 GMT -5
Post by prantogomes141 on Feb 14, 2024 3:00:30 GMT -5
Pinkett: Diversity of thought, also known as “cognitive diversity,” refers to the differences in how we think and process information. (A great tool for measuring thinking preferences is the Herrmann Brain Dominance Instrument®.) For example, some people prefer analytical thinking and naturally focus on logic and numbers. Some people prefer practical thinking and naturally focus on process and sequence. Some people prefer relational thinking and naturally focus on people and feelings.
Some people prefer experimental thinking and naturally focus on possibilities and the future. People and organizations have these thinking Honduras Telemarketing Data preferences and natural foci, which have implications for how employees interact with each other and perform at work. For example, while an accounting firm may prefer logical thinkers (analytical thinking), it needs people across all four thinking preferences to be successful and make certain there are effective processes (practical thinking), relationships (relational thinking) and future considerations (experimental thinking).
Managers must be mindful not to translate their personal or organizational preferences into decision-making blind spots or a talent management lifecycle – recruiting, hiring, development, advancement, retention, support and the like – that produces a workforce of people who think and act alike Managers at companies of every size must be vigilant and intentional to ensure representation across the full spectrum of diversity of thought if they want to maintain competitiveness.
Some people prefer experimental thinking and naturally focus on possibilities and the future. People and organizations have these thinking Honduras Telemarketing Data preferences and natural foci, which have implications for how employees interact with each other and perform at work. For example, while an accounting firm may prefer logical thinkers (analytical thinking), it needs people across all four thinking preferences to be successful and make certain there are effective processes (practical thinking), relationships (relational thinking) and future considerations (experimental thinking).
Managers must be mindful not to translate their personal or organizational preferences into decision-making blind spots or a talent management lifecycle – recruiting, hiring, development, advancement, retention, support and the like – that produces a workforce of people who think and act alike Managers at companies of every size must be vigilant and intentional to ensure representation across the full spectrum of diversity of thought if they want to maintain competitiveness.