Diversity breeds difference.

Malcom Forbes put it this way: “Diversity is the art of thinking independently – together.”

Difference comes from difference. Diversity creates difference. Homogeneity works against difference. Of course, this hypothesis doesn’t just apply to doing difference. It could just as easily apply to making better decisions in general. To that end, we all benefit from hiring for diversity. We may even have to change our practices to do so. Note: I do not mean lower our standards; I mean change them and drop our presumptions about who can meet them. Be demanding, but not in a rigid, old school way that creates homogeneity. Be demanding in a way that creates diversity of background, which surely will lead to diversity of thought.

Hire diversity, then make an effort to create and curate diverse, multi-disciplinary groups. Then ¬– this next point is absolutely critical – actively encourage debate. Position debate as an essential precursor to truly great ideas. Make sure the resulting increase in debate is always centered around the ideas rather than the people. Do this, then watch as your company becomes more unique, more innovative, more responsive, more successful.

Isn’t it worth a shot?

Diversity has become too much like a box to be ticked. A duty or obligation. A way to keep the critics at bay. Something to be fixed. Overall, a reactive and defensive strategy. I would like to see diversity repositioned as a proactive and offensive strategy. Diversity is not a fix; it’s an opportunity. It’s a source of competitive advantage. It can help you win.

Don’t embrace diversity out of obligation. Embrace diversity to win.

Diversity of thought will come with diversity of people, but only if it is also actively encouraged and cultivated. As an example, my company creates positioning strategies for our clients. For every strategy I create, the more my partner challenges my thinking, the better that strategy will become. While I have to admit that I hate being wrong, I hate being bad much, much more. In writing this book, I can say that every single criticism of my thinking has made it better. Even when I didn’t agree with a criticism, the thinking it inspired made my point stronger and clearer.

One sure sign of a healthy, successful organization is the active presence of debate. If your people can’t call bullshit on leadership thinking, you’re doomed to a mundane existence of strategic shortsightedness. Pursuing internal criticism will definitely be frustrating at times but, trust me, it’ll be worth it.