Unlocking the Power of Cognitive Diversity

Part 1 of a series.

Co-authored with Faye Cormick.

Discussing cognitive diversity demands an understanding of social neuroscience, according to research by Matthew Lieberman at UCLA. His work is relevant to cognitive diversity because he examines the neural mechanisms underlying social behaviours, including how we perceive, process, and respond to social information. By investigating how different individuals' brains process social stimuli, social neuroscience can shed light on the diverse ways in which people approach diverse social problem-solving. Further research suggests that embracing cognitive diversity within teams can drive creativity, innovation, and growth in rapidly changing environments (Hong & Page, 2004; Lu et al., 2021).

Cognitive diversity refers to the idea that people have different ways of thinking and learning. These differences can arise from various factors, including genetics, culture, environment, and life experiences. Cognitive diversity, rooted in the concept that individuals possess varying thinking styles and problem-solving approaches, can also be influenced by factors such as neuroplasticity, which enables the brain to adapt and rewire over time. Moreover, embracing neurodiversity recognizes the unique strengths and perspectives that individuals with diverse cognitive profiles, including those resulting from neuroplasticity, contribute to the collective intelligence of a group or society.

Research has shown that cognitive diversity can significantly benefit society and organizations, including increased innovation, creativity, and problem-solving ability. Each reality defines how individuals see and experiment with the world. Each brain reflects these skills and abilities, and how they balance what they need, with what they have in a unique way of combining factors.

Learning methods and problem-solving approaches can originate from diverse sources such as genetics, culture, environment, and emotional experiences. Evidence suggests that cognitive diversity holds significant potential to enhance innovation, creativity, and problem-solving capabilities in both societal and organizational settings (DeYoung et al., 2010). As we all know, "two heads are better than one"’ when solving complex issues. But two different brains are even better. These differences in cognitive processes and perspectives can influence how individuals perceive and interact with each other to find a unique combination of cognitive abilities and resources that find better solutions, quicker. De Young and the team have shown cognitive diversity helps teams perform better—all by simply having different perspectives. It’s these different perspectives, based on knowledge, experience, and how brains are wired that create the opportunity.

The neuroscience of cognitive diversity

Studies in neuroscience have shown that cognitive diversity arises from the brain's complex and highly adaptable nature. Different brain regions are activated during different types of thinking or problem-solving tasks, and individuals with different experiences, backgrounds, and personalities may activate these regions differently and have different strengths in these regions.

For example, one study found that people with different personality traits exhibit different patterns of brain activity during decision-making tasks. Another study found that bilingual individuals use different brain regions when speaking in different languages, suggesting that language can also play a role in cognitive diversity.

Research has shown that cognitive diversity can have important implications for creativity, innovation, and problem-solving. When individuals with different cognitive styles, perspectives, and approaches collaborate, they can generate new ideas and solutions that might not have been possible otherwise, often better equipped to identify and solve complex problems than homogenous groups, based on different perspectives and approaches to problem-solving.

Keeping it practical, cognitive diversity simply means people have different ways of thinking and learning. And it turns out that this isn't just some abstract concept—our brains are actually wired to work better with diversity. It's pretty wild to think about—our brains are actually wired to work in unique ways. Research in social neuroscience has found that different parts of our brain light up depending on the task at hand. And, get this—our personalities, experiences, and even language can affect how we think and solve problems as explained by Abutalebi and Green, (2007).

And if you're someone who tends to be a bit more impulsive or cautious, it turns out that your brain might be wired differently when making decisions. So, next time you're stuck on a problem, it might be worth tapping into the unique way another person's brain works to find a creative solution. We’ve all experienced realizing “I never thought about it that way.”

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The Power of Ambiguity

The benefits of embracing cognitive diversity in the workplace

Embracing cognitive diversity in the workplace can significantly benefit organizations and their employees by fostering an environment that values and encourages diverse perspectives. This approach unlocks numerous advantages.

First, embracing cognitive diversity stimulates creativity and innovation. Collaborating with individuals from varied backgrounds, experiences, knowledge, and perspectives facilitates and generates fresh and innovative ideas, bringing together different ways of thinking and strengths, and enabling creative solutions to complex problems.

Cognitive diversity enhances and builds problem-solving capability. Teams composed of individuals with diverse cognitive styles and approaches are more adept at identifying and resolving complex problems. Each team member contributes unique skills and knowledge, resulting in more effective problem-solving.

Additionally, cognitive diversity improves decision-making. Diverse teams consider a broader range of perspectives and information, enabling better decisions and increased buy-in and commitment from team members, providing an opportunity for exponential learning, expanding learning preferences, enhancing adaptability, and developing cognitive skills.

In addition to these benefits, embracing different thinking styles fosters inclusion and belonging, critical to employee well-being and organizational health. Who wouldn't want more of that?

Embracing cognitive diversity in the workplace can indeed be a "game-changer." By valuing and encouraging different perspectives, organizations can unlock the benefits of increased innovation, creativity, and reduced stress by leveraging individual strengths. Building problem-solving capability is essential for organizations today. By considering a wide range of perspectives and information, better decisions are made, and commitment from everyone is increased, all while fostering an inclusive mindset and culture (Bock et al., 2017, and Nembhard et al., 2020).

Faye Cormick, a Ph.D. candidate, is a certified neuro-coach and an accredited training partner with the International Coaching Federation, Fellow of the Institute of Coaching, and Fellow of the Institute of Organisational Neuroscience.