In the modern workplace, cognitive diversity is highly valued. This refers to the differing styles, viewpoints and skillsets among individuals. Teams that are cognitively diverse can increase innovation, creativity and overall performance within the group. However, there still may be challenges when it comes to communicating effectively, managing conflict and overcoming biases. 

When embracing a cognitive diversity, there are a few strategies to consider.

Communicate 

Business leaders who accept various viewpoints and cognitive techniques are better equipped in managing challenges that may arise within their teams. Leaders and managers should voice how important cognitive diversity is to their team and embolden workers to be open with their unique perspectives and strategies. In doing so, managers should work on overcoming their own unconscious biases in order to create a more inclusive environment. 

Companies that embrace cognitive diversity in their hiring processes are more likely to welcome candidates who have varying perspectives and ways of problem solving. When companies search for an employee who is talented and innovative, the choice may be the employee who has a different viewpoint from others or is bold enough to challenge company processes. Fostering a culture of inclusivity, open-mindedness and innovation all starts with embracing a diverse group of people. 

Collaborate

Encouraging collaboration is key to harnessing the full potential of any team. When working as a team, diverse cognitive styles can strengthen one another’s weaknesses and compensate for any shortcomings. To get through some of most complex situations in a business, it is imperative that there are different perspectives and viewpoints.

Advocating for open-mindedness, active listening and the sharing of ideas can foster collaboration and resourcefulness. Leaders should work to establish opportunities for collaboration and encourage open communication and feedback to improve outcomes. Recognizing successful collaborative efforts will motivate team members to continue working together toward common goals. 

Train

Cognitive diversity training and development opportunities can help employees understand their own communication styles and the communication styles of others. Leaders who encourage their employees to educate themselves on these issues can help increase empathy and respect among team members. 

Organizations should closely examine their training programs to ensure they are inclusive of different perspectives or information processing styles. Because everyone processes information differently, there should be options for those who learn visually or for those who are more hands-on learners. No matter how the training is conducted, employee feedback is important to improve how teams can progress and expand their skills. Requesting feedback is also a good tactic to keep employees engaged overall. 

Address Conflicts

With individuals from different backgrounds, conflicts are bound to arise; however, businesses should set clear expectations and policies for performance and conduct. When conflicts happen to come up, it’s important that managers know how to approach them. Managers should be trained on how to defuse conflicts and coordinate constructive discussions among both parties. Also, managers should not shy away from contacting human resources professionals for additional help, if needed. 

To manage cognitive diversity successfully, companies must work intentionally to develop a culture that truly celebrates the differences in others. Wise business leaders will lean on their human resources team to ensure strategies and policies for managing a cognitive diverse workplace are inclusive. 

A company culture that exemplifies a diverse, equitable and inclusive work environment is one that attracts and retains employees who have mirrored values. When inclusion is expected and the organization takes action to ensure everyone follows suit, the business will reap the benefits of having an innovative and engaging environment.   

Don Alix is a district manager with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.