Trish's Blog

Diversity of Thought; the next thing organisations are overlooking.

Many organisations say they value difference, yet most still recruit, promote, and plan in ways that reward similarity. The result? Leaders stuck dealing with the same issues on repeat; conflict, turnover, burnout, and disengagement.

Right now, too many teams are stuck recycling the same problems. Leaders are stressed, spending more time managing repeat issues than progressing strategy. When Diversity of Thought is absent, people mirror each other’s thinking instead of expanding it.

When it’s present, everything changes. Decisions improve, turnover drops, bullying reduces, and costs linked to recruitment and disengagement fall. It lightens the load for leaders because people start solving problems together instead of escalating them.

It also changes how we think about value. When people are encouraged to bring their unique experience and perspective to the table, the organisation benefits from what I call Employee Value Differential; the real advantage that comes from difference being used, not hidden.

If your team feels busy but not moving forward, it might be time to stop asking for more effort and start asking for more difference.