How to be a leader who is aware of innovation

I’m not the first person to focus on the connection between diversity inclusion and innovation. What I have identified as a more obvious blind spot to this is the need for personal innovation in leaders that solves the problem through traditional theological diversity training. However before we get into it, let’s take a closer look at the diversity issue and why it matters.

In 2015, McKinsey released a report in which 366 companies investigated their diversity. National companies that had a diverse quarter in ethnographic and racial diversity earned 35 percent more than the market average.

In a global analysis, 2,400 credit suys have shown similar results. Companies with at least one woman at the top provided higher income and equity returns than companies with no women at the top of the management classification. Can recent revelations about Microsoft’s struggle with organizational culture shed light on the company’s market challenges over the past decade?

In recent years, several studies have been conducted that have revealed another significant advantage of diversity within the group: these are simply smart. Working together with people who are different from you challenges your brain to think in new ways. It is necessary for most people to have a natural tendency to fear and resist change. The situation has been exacerbated by research into thousands of trainings that include traditional diversity diversity inclusion training is not effective and can actually induce bias.

More emphasis on facts and subject matter outside of box thinking

People from different backgrounds can change the image of what is considered normal within the social majority and bring new thinking into a group.

In a study published in the American Scientific Journal of Personality and Social Psychology, 200 people were assigned to a fake jury of six, all of whom were white or four white and two non-white. Together they watched a video of a black suspect and a white victim suing. They then had to decide whether the suspect was guilty.

It was found that the mixed juries were able to uncover more information about the case and made somewhat flawed errors when discussing the matter. If errors occurred they were corrected in the same discussion. A possible explanation for this is that the mixed panels looked at the evidence more closely.

Another study shows similar results. In multiple experiments from Texas and Singapore, scientists with an economic study guy can go through a simulated supermarket and estimate the price of the products. Participants were ethnically divided into individual or homogeneous groups. Participants from different groups estimated prices to be about 58 percent higher than participants from other groups.

Diversified teams tend to be more purposeful in different situations. By creating more diversity you make parties aware of their prejudices – something that can blind them to the information they need.

Strategies for personal innovation

Diverse teams are more innovative, a well-displayed reality now.

To stay competitive, companies must look for ways to cultivate innovation. Research shows that one of the best ways to transform yourself and their product is to embrace diversity within the organization.

The research was conducted among 427,777 gender diversity research and development teams from Spanish companies. Teams with more women than the majority of men were able to recreate even more new ones in two years.

Another study found that cultural diversity is a key issue in innovation. Researchers looked at data from 76,615 companies that took part in London’s annual business survey, investigating the effectiveness of companies that reported cultural diversity at their top, developing more new products than similar national executives. Valuable forward thinking events and effective thinking outside the box can become new commonplace by making teams more alert by better understanding the blind spots of innovation.

Bringing people of different genders, castes, ethnicities, communities and backgrounds can enhance the organization’s capacity for innovation. But if it were that simple, it still wouldn’t be such a constant problem. This is where personal innovation, especially in leadership development, comes into play. Leadership needs to be led by example. Embrace a personal innovative lifestyle that leads to the pursuit of happiness to nurture personal courage to take action to work more efficiently.

Achieving personally meaningful goals is the key to personal innovation strategies that surround the most common problems with diversity training and innovation capacity building programs. This means there is no single solution per safe. Instead it calls for internal development, clarity and wisdom to develop the strategy for the lifestyle.

With innovative approaches to transform challenges into launch pads, you will become a diversified workforce today and tomorrow, the duplicate leader needed for the market. Taking action is the key to discovering the path to your personal innovation. Art-based solutions based on imagination as a method allow people to be aware of their superstitions, find out what they are based on and learn to make better decisions. This will make the leadership more successful regardless of the specific goals. Bottom line, smart leaders need to find new courage, wisdom and inspiration to move forward with these current and emerging challenges.

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