Mental Health Awareness Mondays - Unlocking Your Institution’s Collective Genius: Cognitive Inclusion Improves Wellness and Maximizes your Societal Impact

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Institution’s Collective Genius: Cognitive Inclusion Improves Wellness and Maximizes your Societal Impact </h1> <nav class="nav-article-meta nav-article-meta--single"> <ul class="nav-article-meta__list"> <li><span class="byline">By</span> <a href="https://scholarlykitchen.sspnet.org/author/lisa-colledge/" title="Posts by Lisa Colledge" class="author url fn" rel="author">Lisa Colledge</a></li><li>Aug 19, 2024</li><li class="nav-article-meta__comments hidden-print"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comments">10 Comments</a></li> </ul> </nav> <ul class="post-categories"> <li><a href="https://scholarlykitchen.sspnet.org/category/careers-2/">Careers</a></li><li><a href="https://scholarlykitchen.sspnet.org/category/diversity-and-inclusion/">Diversity, Equity, Inclusion, and Accessibility</a></li><li><a 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class="swp_label">Shares</span></span></div></div> <button type="button" class="share__print js-print hidden-print btn btn--link"><i class="bts bt-print"></i> Print this Page</button> </div> <div class="content"> <p style="font-weight: 400;"><em>Editor’s Note: Today’s post is by Lisa Colledge, CEO and Founder of </em><a href="https://www.lisacolledgeconsulting.com/scholarly-kitchen"><em>Lisa Colledge Consulting</em></a><em>, which helps institutions to enable their existing cognitive diversity and create original solutions. </em></p> <p style="font-weight: 400;">You are constantly striving to enable your institution to be the best it can possibly become.</p> <p style="font-weight: 400;">One approach is to increase the diversity of your research, student, and administrative bodies; it is the right thing to do, and it feels logical that increasing your diversity will contribute to your mission to have significant societal impact.</p> <p style="font-weight: 400;">Doubtless you’ve attracted some of the best research brains as tenured researchers and collaborators. Perhaps you’re stimulating cross-disciplinary research by providing dedicated research facilities and securing major grants. Maybe you’re actively engaged in cross-sector enterprise activities such as academic consultancy and knowledge transfer partnerships (KTPs).</p> <p style="font-weight: 400;">You’ve monitored and improved your representation of diverse genders, ethnicities, sexualities, educational backgrounds, people with disabilities, and so on. Your strategy to connect diverse minds and catalyze breakthroughs that improve society seems robust, and many people are diligently executing and monitoring it. But are you removing all blockers to provide an equal opportunity for everyone to contribute their best to your institution’s success?</p> <p><img decoding="async" class="alignnone size-large wp-image-58392" src="https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-1024x809.jpg" alt="Mental health concept. Man with heart in hands and woman with watering can near abstract silhouette of head with plants." width="1024" height="809" srcset="https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-1024x809.jpg 1024w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-300x237.jpg 300w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-768x607.jpg 768w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606.jpg 1152w" sizes="(max-width: 1024px) 100vw, 1024px" /></p> <h2 style="font-weight: 400;">Is your Diversity, Equity, and Inclusion strategy optimized to make your institution the best it can be?</h2> <p style="font-weight: 400;">It makes sense that leaders started to improve their institution’s diversity by targeting the obvious imbalances that they could see, and setting representational targets, but positive discrimination never felt completely fair to me. First, people in the target groups are not enabled to succeed simply by being recruited; it is not uncommon for people in under-represented groups, who have enthusiastically started new positions, to leave days or weeks later because the team culture they found themselves in didn’t enable them to contribute their value and they felt their mental wellbeing eroding. Secondly, this approach is not inclusive of groups who don’t fall into one of the representational targets that have been prioritized: we can’t build and sustain a truly inclusive research culture if any group is disadvantaged.</p> <p style="font-weight: 400;">I was looking for an approach that offered everyone an equal opportunity to succeed, including those historically well-served by institutional cultures. I realized that I needed to focus beyond diversity, to inclusion into an enabling culture — but inclusion motivated by which characteristics? I found my answer while researching how to enable my son, who is autistic with learning difficulties, to engage more happily and productively in society. Simple adjustments in the behavior of his direct family were transformative, such as enabling him to say his first words two days after I started to receive coaching. His mental calmness and ability to learn grew, while our family found more energy to make the effort to replace old habits with new behaviors. We have all become better at enabling each other.</p> <p style="font-weight: 400;">Autism is just one type of neurodivergence, which affects about 30% of people when we include other types, such as dyslexia, attention-deficit hyperactivity disorder (ADHD), and dyscalculia. Having experienced the rapid transformative effect of behavioral changes on my son and realizing the prevalence of neurodivergence stimulated me to spend my last few years as a corporate employee experimenting and validating that the outcomes of even the first steps on a longer journey to raise awareness and upskill inclusive behavior were as transformational in business as in family life.</p> <p style="font-weight: 400;">But there was one thing I couldn’t understand: why should adjustments designed to enable the 30% of people who are neurodivergent result in everyone in a team feeling happier and more engaged?<strong> </strong></p> <h2 style="font-weight: 400;">Cognitively diverse teams need to be activated for their collective genius to emerge</h2> <p style="font-weight: 400;">I found the answer by looking at the research into what makes teams excel at solving problems. Researchers found no correlation between problem-solving ability and any kind of diversity that they could see: <a href="https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse">in one example</a>, a homogeneous-looking team of middle-aged European men solved a strategic problem that defeated a group of researchers of mixed gender, age and ethnicity at a startup biotechnology company. The only kind of diversity that made any difference was invisible: cognitive diversity.</p> <p style="font-weight: 400;">Cognitive diversity is a mix of thinking styles. It includes everyone, without exception, because we each have a preferred style of using information, and skills we naturally excel at; we can learn to work in other styles and to develop other skills, but it’s tiring and frustrating. Neurodivergence is a diagnosis at the extreme of cognitive diversity, where people are so highly specialized in one way of using information that their mental health is vulnerable when they are forced to work outside it.</p> <p style="font-weight: 400;">I’ll illustrate why cognitive diversity is one of the keys to problem-solving by describing some strengths associated with two neurodivergences:</p> <ul> <li>Dyslexics tend to be <a href="https://medium.com/@lisacolledge/creativity-is-a-natural-dyslexic-trait-and-a-critical-part-of-your-organizations-collective-19b038832d4d">highly original</a>. Their brains are structured to recall memories with rich context, and to hold them in their consciousness and out of autopilot. They can recombine distant concepts in novel ways. You will find a much higher proportion of dyslexics in entrepreneurship than in the general population, and in creative university courses like engineering than in law.</li> <li>One well-known autistic trait is <a href="https://medium.com/@lisacolledge/bad-decision-youre-not-alone-but-let-s-try-to-avoid-making-the-same-mistake-again-ab400aac637c">highly rational</a> decision- Autists tend to be less distracted by irrelevant information, such as ‘optimism bias,’ which causes others to give more weight to information that increases the chance of a positive outcome, than that indicative of a negative result. Autists naturally gravitate towardsemployment where logic is rewarded, such as <a href="https://medium.com/@lisacolledge/building-high-performing-teams-lessons-from-silicon-valley-86c139d39517">Silicon Valley</a>.</li> </ul> <p style="font-weight: 400;">Teams that mix this originality and evaluation of ideas with other cognitive strengths, such as designing a plan and inspiring others to participate in executing it, have the potential to be great problem solvers. Your institution’s strategies to contribute meaningfully to Grand Challenges and strategic initiatives by bringing together people with different cultural backgrounds, educational experiences, subject expertise, and skill sets, are right. However, researchers found that this is only half of the problem-solving recipe; cognitively diverse teams couldn’t always combine their different thinking styles effectively, and then their behavior resembled that of cognitively similar teams.</p> <p style="font-weight: 400;">The missing ingredient was the right team culture. Our cognitive strengths come at a cost: dyslexic brains that are original aren’t well suited to sustained detail focus, which tends to be an autistic trait; objective decision-making doesn’t partner with an intuitive understanding of social dynamics, and the ability to inspire others to execute a plan. Cognitively diverse team members need to be trained to build a nurturing culture — one that values what each person offers and compensates where they struggle, enabling their collective genius to emerge. This is a significant driver of employee engagement and mental health across all diversity dimensions; <a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx?utm_source=state_of_the_global_workplace&utm_medium=email&utm_campaign=sogw_launch_12_emea_june_06192024&utm_term=lead_generation&utm_content=state_of_the_global_workplace_2024_report_textlink_2">Gallup</a> reports that employees in the most engaged quartile of corporate organizations have 68% higher wellbeing and 78% lower absenteeism than those in the least engaged quartile, and this impact extends well beyond neurodivergent employees.</p> <h2 style="font-weight: 400;">A cognitively inclusive culture is a competitive advantage</h2> <p style="font-weight: 400;">I have led cultural change programs in a corporate setting and observed what happens when team members are upskilled to nurture and reinforce each other’s inputs, and don’t feel pressured to be good at everything. In one example I led, the employee <a href="https://en.wikipedia.org/wiki/Net_promoter_score">Net Promoter Score</a> (eNPS) increased from -33 to +30 over a three-year period, which encompassed Covid lockdowns and a major restructure. Everyone I have spoken to who has knowledge of working in a research environment confirms their sense that there is a higher proportion of neurodivergent people working in research teams than in the general population.</p> <p style="font-weight: 400;">Employees in teams with such high eNPS ratings are happy and engaged; they ensure that your institution succeeds at its mission. Gallup reported 15% higher productivity, 23% greater profitability, and up to 51% lower employee turnover in the most engaged corporate organizations. In the world of research, we can expect cognitive inclusion to accelerate and amplify the societal impact of cross-disciplinary research teams; to improve the identification of the most promising disclosures by innovation offices by enabling focus only on their merit and not on the pressure of social expectations; and to broaden the talent pool from which researchers and students can be drawn.</p> <h2 style="font-weight: 400;">Cognitive inclusion mimics evolution’s solution to adapt to change</h2> <p style="font-weight: 400;">You can be confident in investing in prioritizing cognitive inclusion because it is how evolution has made humans able to adapt to any environment. We specialize in thriving when faced with change, rather than living in one environment, because we are fantastic at exploring, evaluating options, and exploiting opportunities. These skill sets demand different cognitive skills, and our skulls don’t have enough space to hold them all, so we evolved a two-part solution, as described in the new <a href="https://www.cambridge.org/core/journals/cambridge-archaeological-journal/article/evolution-of-complementary-cognition-humans-cooperatively-adapt-and-evolve-through-a-system-of-collective-cognitive-search/F198B30682343E92C7E9C986332D380A">Theory of Complementary Cognition</a>: each individual is innately specialized in one skillset, and we are all social. As a result, we thrive together, or not at all.</p> <p style="font-weight: 400;">The hallmarks of a cognitively inclusive culture are comfort in taking interpersonal risk such as sharing concerns, admitting mistakes, and trying out ideas; and trust that your teammates, direct reports, manager, and leadership will act fairly. Typical behaviors include respectful curiosity; a willingness to answer questions; nurturing others’ efforts; prioritizing the good of the team over that of the individual; and a focus on outcomes instead of how something is done.</p> <p style="font-weight: 400;">The beauty of this culture is that it naturally enables people of all ages, backgrounds, (dis)abilities, ethnicities, genders, and sexualities to contribute their best and have equal opportunities to thrive, while also attracting the best new talent —including neurodivergent talent — to further strengthen the cognitive mix.</p> <h2 style="font-weight: 400;">Make your culture an asset that enables the diverse potential you’ve invested in</h2> <p style="font-weight: 400;">Cultures tend to emerge unconsciously, but they are tangible assets that can be designed, built, and measured. Designing and executing cultural change programs, and ensuring they’re sustainable, is a skill that you can build in-house or bring in through consultancy.</p> <p style="font-weight: 400;">If you decide to invest in designing and building a cognitively inclusive culture, you will build a core capability that drives your institution’s mission by improving wellbeing and mental health, and releasing the full potential of your diverse research teams to contribute to solving society’s most challenging problems.</p> <p style="font-weight: 400;"> <div class="swp-hidden-panel-wrap" style="display: none; visibility: collapse; opacity: 0"><div class="swp_social_panel swp_horizontal_panel swp_flat_fresh swp_default_full_color swp_individual_full_color swp_other_full_color scale-100 scale-" data-min-width="1100" data-float-color="#ffffff" data-float="none" data-float-mobile="none" data-transition="slide" data-post-id="59516" ><div class="nc_tweetContainer swp_share_button swp_twitter" 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href="https://www.linkedin.com/cws/share?url=https%3A%2F%2Fscholarlykitchen.sspnet.org%2F2024%2F08%2F19%2Fmental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact%2F" data-link="https://www.linkedin.com/cws/share?url=https%3A%2F%2Fscholarlykitchen.sspnet.org%2F2024%2F08%2F19%2Fmental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact%2F"><span class="swp_count swp_hide"><span class="iconFiller"><span class="spaceManWilly"><i class="sw swp_linkedin_icon"></i><span class="swp_share">Share</span></span></span></span></a></div><div class="nc_tweetContainer swp_share_button total_shares total_sharesalt" ><span class="swp_count ">0 <span class="swp_label">Shares</span></span></div></div> </div> <article class="author-card"> <div class="author-card__content"> <h2 class="author-card__heading">Lisa Colledge</h2> <p class="author-card__bio">Lisa Colledge is CEO and Founder of Lisa Colledge Consulting, which helps institutions to enable their existing cognitive diversity and create original solutions.</p> <div> <a href="https://scholarlykitchen.sspnet.org/author/lisa-colledge/" class="cta-link hidden-print">View All Posts by Lisa Colledge</a> </div> </div> </article> <div class="ad ad--leaderboard ad--article-comments">  <div id='div-gpt-ad-1481750508871-0'> <script> googletag.cmd.push(function() { googletag.display('div-gpt-ad-1481750508871-0'); }); </script> </div> </div> <section class="container-comments" id="comments"> <header class="comments-header"> <h2 class="comments-header__title">Discussion</h2> <p class="comments-header__subhead"> 10 Thoughts on "Mental Health Awareness Mondays — Unlocking Your Institution’s Collective Genius: Cognitive Inclusion Improves Wellness and Maximizes your Societal Impact" </p> </header> <div class="comments"> <div class="comments__thread"> <article class="comment even thread-even depth-1" id="comment-128013"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/a6655930d26d7c0a208914dd4f0af61b?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/a6655930d26d7c0a208914dd4f0af61b?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>As a team leader aiming to enable my team’s full potential, this article provided valuable insights on the importance of cognitive diversity and inclusion in driving success. The idea that cognitive diversity can significantly impact problem-solving abilities and team effectiveness is a key takeaway for me. I am interested in learning about the key challenges and barriers encountered when nurturing a culture of cognitive inclusion within institutions. Please share insights on effective strategies and best practices to successfully address and overcome these obstacles.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Stacy Masucci</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128013">Aug 19, 2024, 10:31 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> <div class="comments__thread"> <article class="comment odd alt depth-2 comment--reply" id="comment-128019"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thanks for your comment, Stacy. You’ve already taken a big first step just by being aware of different working styles, and the fatigue and mental damage it can do to us if we work outside them for prolonged periods. A good next step would be to raise awareness of the different styles in your team; I like this activity to support an open, judgment-free discussion about how people prefer to work <a href="https://tools.sypartners.com/project/how-we-roll/" rel="nofollow ugc">https://tools.sypartners.com/project/how-we-roll/</a>.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Lisa Colledge</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128019">Aug 19, 2024, 3:27 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> <div class="comments__thread"> <article class="comment even thread-odd thread-alt depth-1" id="comment-128015"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/4130164584deddc7ac03ece76d51fc9d?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/4130164584deddc7ac03ece76d51fc9d?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>I totally endorse the concept of cognitive inclusion but was a little peturbed by your reference to the “homogeneous-looking team of middle-aged European men [who] solved a strategic problem that defeated a group of researchers of mixed gender, age and ethnicity”. As this article from some years ago points out, “Diversity of thought is one outcome of successful diversity, equity and inclusion (DEI) efforts, but should not be the target in itself.” <a href="https://www.forbes.com/sites/rebekahbastian/2019/05/13/why-we-need-to-stop-talking-about-diversity-of-thought/?sh=64ac844467c3" rel="nofollow ugc">https://www.forbes.com/sites/rebekahbastian/2019/05/13/why-we-need-to-stop-talking-about-diversity-of-thought/?sh=64ac844467c3</a></p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Zoe Mullan</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128015">Aug 19, 2024, 10:46 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> <div class="comments__thread"> <article class="comment odd alt depth-2 comment--reply" id="comment-128020"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thank you for sharing this comment, Zoe.<br /> I agree that in a work context, DEI, including cognitive diversity, should not be the end in itself, but a means to achieve a defined outcome. I like to read older articles because it helps to understand where current opinions, and sometimes resistance, originate, so thanks for sharing the link; but newer evidence shows that there are situations in which cognitive diversity and inclusion are known to be a powerful solution to a defined problem. Low engagement, poor wellness and mental health, and difficulty innovating (amongst others) can all be addressed effectively by improving cognitive inclusion, which is a means to achieve these ends.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Lisa Colledge</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128020">Aug 19, 2024, 3:47 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> <div class="comments__thread"> <article class="comment even thread-even depth-1" id="comment-128018"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/b67a523c45313d50d34aacece262e286?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/b67a523c45313d50d34aacece262e286?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>What a fantastic article, so very well written. I’m so impressed by the concept of cognitive diversity and inclusion and rightly so!<br /> …If you decide to invest in designing and building a cognitively inclusive culture, you will build a core capability that drives your institution’s mission by improving wellbeing and mental health, and releasing the full potential of your diverse research teams to contribute to solving society’s most challenging problems….<br /> Isn’t this what higher education aims to achieve after all?</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Cassandra Sims</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128018">Aug 19, 2024, 3:19 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment odd alt thread-odd thread-alt depth-1" id="comment-128022"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thanks, Cassandra, I’m so glad the concept has struck you so strongly. Building awareness is one of the key outcomes for this area.<br /> Cognitive inclusion (or neurodivergence inclusion when we focus on its extreme) tends to be at or near the bottom of the list of DEI priorities; those of us active in this area believe it is because it is invisible (hence my allusion to the team of similar-looking European men), and because so many of those impacted have unfortunately needed to become experts at masking their preferences and turning up in a different way, so everything seems fine on the surface.<br /> It is a huge, largely unaddressed and untapped opportunity to improve mental health and outcomes.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Lisa Colledge</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128022">Aug 19, 2024, 3:57 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment even thread-even depth-1" id="comment-128042"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/6321d85efd87a679042694e207c1c060?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/6321d85efd87a679042694e207c1c060?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Great article Lisa. I’ve always been a big supporter of building diversity in my teams and the results hopefully show that, but to be honest, it doesn’t often happen naturally as I believe it’s a natural human instinct to gravitate toward people who think like us (that’s my experience anyway). Of course, once you are aware of the bias, it’s possible to compensate – but it can still feel uncomfortable and requires effort. To move from diverse to being inclusive too requires patience, curiosity and to pause before making judgements otherwise people feel excluded and quickly get demotivated.<br /> But there are definitely big advantages to increasing cognitive diversity in teams for the reasons you state, and I’ve seen this. Everyone has something unique to contribute – they just need help to let it out. Nobody has a monopoly on ideas, or the way they see problems, the way they solve them and the way they communicate them. Being able to safely and respectfully express yourself and challenge different people’s norms and conventions creates new ways of thinking, uncovers new insights and improves outcomes – and is key to high performing teams.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Bryan Davies</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128042">Aug 20, 2024, 10:11 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> <div class="comments__thread"> <article class="comment odd alt depth-2 comment--reply" id="comment-128064"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thanks for sharing your experiences, Bryan.<br /> You’re absolutely right that we all have an innate resistance to difference and to the unknown; our affinity for known environments has become hard-coded into our subconscious because it is a successful evolutionary survival strategy. Nowadays, we don’t usually need to worry about being attacked by wild animals, but the innate behavior remains. It is valuable when we form good habits in predictable situations (the well-known auto-pilot), but when we face change it is less useful and this response takes over when we are tired or stressed or thinking about something else.<br /> Despite this hard-coding, we can cope change because our brains have evolved a second mode of operating. Our consciousness lets us to over-ride our hard-coded instincts. The trouble is that it gets tired more quickly than our instinct, so if we don’t support it the right way nothing changes. It’s why it’s tough to stick to diets or new fitness regimes for the long-term.<br /> Skilled change managers are great at nurturing our consciousness so we stay the course. As you say, it takes training, focus, recognition of effort made. It’s definitely possible to achieve it – I have experience – but it never happens on its own.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Lisa Colledge</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128064">Aug 21, 2024, 4:19 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> <div class="comments__thread"> <article class="comment even thread-odd thread-alt depth-1" id="comment-128309"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/e276cba632f1d83f88e71ccb446ff20c?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/e276cba632f1d83f88e71ccb446ff20c?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Lisa, thanks for sharing your thoughts and expertise. </p> <p>You note that cognitive inclusion is sometimes excluded or a lower priority in DEI initiatives because it is “invisible.” I would argue that it’s invisible only if one is not looking. </p> <p>If one buys the premise that neurodiverse teams improve performance, and improving performance is a priority, then executing against that priority requires a will and way to identify neurodiversity as a first step, coupled with the ability of leaders and team members to enable and support diverse cognitive individuals, teams and approaches. </p> <p>Based on a similar principle, I have found that identifying, understanding, sharing and supporting diverse behavioral styles leads to more productive teams. One needs only to experience a team made up solely of “drivers” (or pick your favorite behavioral style assessment tool & category) to know the chaos, conflict and peril of behaviorally monolithic teams, and comparatively the power of a healthy, transparent and supported mix of styles. Applying the same logic to neurodiversity makes a lot of sense to me!</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Kevin Carlsten</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128309">Aug 28, 2024, 12:19 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> <div class="comments__thread"> <article class="comment odd alt depth-2 comment--reply" id="comment-128325"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/f66dae3a392d17ccfa31ecaa78381e43?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thanks for sharing your experience and insights, Kevin.</p> <p>You’re right that as soon as we start looking for neurodiversity, we find that it is all around us. It’s not only only people who know that they are neurodivergent, but those who are impacted by it through others such as their children, or think that what they learn about different neurodivergences explains challenges that a relative has faced their whole lives. It is an enormous community, much beyond the 30% of people who would receive a diagnosis. </p> <p>It does take effort to start to notice neurodiversity, though, and we need to educate ourselves to suspect that it may underpin some styles and live with the suspicion because we can’t go around asking people whether they are neurodivergent or not (please, readers, don’t do this!!) or demand that people declare their neurodivergence (many people want to, but many don’t feel safe).</p> <p>That’s why the approach that I advocate, of building a culture that welcomes and empowers different cognitive styles (including, but not limited to, neurodivergent styles), is so powerful. No one needs to know whether someone has a diagnosis of, or identifies as, autistic or dyspraxic or whatever. The person themself may not even be aware of this, but that doesn’t matter. When we address these opportunities by culture, we empower everyone to deliver their best regardless of what we know or suspect about them, and of what they know or suspect about themselves. We remove most of the need for people to prove they’re neurodivergent so they can request accommodations, and instead provide an equal opportunity for everyone to thrive.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Lisa Colledge</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/08/19/mental-health-awareness-mondays-unlocking-your-institutions-collective-genius-cognitive-inclusion-improves-wellness-and-maximizes-your-societal-impact/#comment-128325">Aug 29, 2024, 4:28 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> </div> <div class="comment-form hidden-print"> <p class="comment-form--closed">Comments are closed.</p> </div> </section> </article> </main> <aside class="sidebar col col-lg-4" role="complementary"> <div class="sidebox sidebox--authors"> <h4 class="sidebox--authors__logo-heading">Official Blog of:</h4> <a href="https://www.sspnet.org/" rel="external"> <img class="ssp-logo" src="https://scholarlykitchen.sspnet.org/wp-content/themes/bedstone/images/ssp-logo-sidebar.png" alt="Society for Scholarly Publishing (SSP)"> </a> <h3 class="sidebox--authors__heading">The Chefs</h3> <ul class="chef-list"> <li> <a href="https://scholarlykitchen.sspnet.org/author/planxty/" title="Rick Anderson"> <img src="https://secure.gravatar.com/avatar/5a5be2e85a4d89ae4c64a45bd7d82846?s=96&d=mm&r=g" alt="Rick Anderson" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/toddacarpenter/" title="Todd A Carpenter"> <img src="https://secure.gravatar.com/avatar/75ee010c853d5de2a14dd94f996d18f9?s=96&d=mm&r=g" alt="Todd A Carpenter" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/acochran881/" title="Angela Cochran"> <img src="https://secure.gravatar.com/avatar/90640ab40f3437ab7802d8f55b653ecf?s=96&d=mm&r=g" alt="Angela Cochran" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/lettiephd/" title="Lettie Y. 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