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In today's complex business environment, cognitive diversity isn't just a nice-to-have—it's a competitive advantage. This assessment will help you understand your organization's current approach to different thinking styles and identify opportunities for growth.
For each statement, indicate how strongly you agree or disagree based on your organization's typical behaviors and culture.
1. Team members feel safe raising concerns—even if it challenges leadership decisions.
2. Our organization encourages principled dissent, not just polite agreement.
3. When a team member questions a popular idea, their perspective is explored—not shut down.
4. We reward early detection of risks, even when it causes temporary discomfort.
5. Different communication styles (direct, persistent, detail-focused) are recognized as strengths, not liabilities.
6. Leaders actively seek out cognitive diversity, not just demographic diversity.
7. Psychological safety is built into our decision-making processes—not left to chance.
8. Mistaking disruption for negativity is rare in our culture—we look deeper before reacting.
9. Decision-making frameworks include time and space for dissent and slow thinking, not just speed and consensus.
10. Neurodivergent perspectives are meaningfully included in strategic discussions, not just operational tasks.
Organization Total Score
010-50 out of 50 possible points
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