"Common sense is not so common." Slides by Vicki Pickering on how you can help your board develop cognitive diversity.

2. Cognitive Diversity?
2
People from other countries?
Brexit
Diverse support for
high performing teams
Team building Belbin
Myers-Briggs
To you, to me, to others?

3. 3
People thinking differently
>Sources of differences
> Gender
> Ethnicity
> Age
> Upbringing
> Education
> More…?
>Differences
> Personality types/traits
> Shy, extrovert, pragmatic, risk taker…
> Styles of working, learning
> Team worker, leader, lone thinker…

4. 4
Thinking differently
In essence we need to have a
diverse mix of people and
thinkers on our Boards to avoid
group think, tunnel vision,
staying in comfort zones.
We all have our own ways of thinking and working styles.
Many categories, patterns, and ways of thinking e.g.
> Insights - Colours
> Red, Yellow, Green, Blue
> Belbin – Team roles
> Shaper, Teamworker, Coordinator, Implementer, Specialist etc.
> Myers- Briggs
> ENTJ, ISTJ, INTP.. A mix of Thinking, Judging, Performing, Introversion etc..
> Deloitte’s Business Chemistry
> Pioneers, Guardians, Drivers, Integrators

5. 5
Working for Cognitive Diversity
Look beyond the
great & good
Look beyond the
nearly retired
Work with
sponsor to find
Company
nominees
Consider all
sources of diversity
Identify skill gaps
& strengths
Own
unconscious
bias ???
Shape of
the role?
Thought provoking,
open
interview questions
Person spec?
Fit with
Team -
quiet life or
challenge?Thoughtful role
description
Diverse selection
panel. Smile be
welcoming
?
MND’s -
advertise to all
members,
encourage
enquiries

6. 6
Gaining value from cognitive diversity
Managing a diverse team is challenging and can be uncomfortable:
> Publish meeting papers in good time, highlight key areas for discussion, allow time for considered discussion
> Get to know colleagues, think about their work styles, how to balance and encourage to speak up.
> Be inclusive, foster dialogue, even constructive argument – advisors with contrarian views can add some ginger!
> Encourage respect for different views, remember, it takes courage to voice a minority view. Build trust.
> Get to know the introverts, draw out their thoughts and ideas. The lone voice may be the one to listen to! Don’t
rush to judgement.
> Manage the dominant thinkers. Be a ‘devil’s advocate’ to develop argument
> Away days for Board to work together, ask for feedback on how meetings run, have Board reviews.