Smaller companies are often more homogenous. Don't simply increase your diversity because of the social pressure to do so. Instead, realize that hiring a more diverse team will give you a whole new repertoires of innovative ideas. And then develop a strategy for effectively using the diversity of your team.

Most people probably become more jaded the longer they work in the world of work.

Minimization is what happens when we take the "world is flat" idea too far...and act as if people everywhere are the same (and thereby minimizing the differences).

The two most important forms of diversity when it comes to innovation are visible diversity (typically skin color, age, gender, etc.) and underrepresentation (anytime someone is less than 15% of the majority group). Other forms of diversity are also relevant but these are the ones that psychologically play the most role in how someone engages with the innovative process.

Trust is consistently seen as a make or break component of innovation - particularly because the freedom to fail is an important part of innovation.

May we all beware lest our innovative ideas appear very cliche before we even blink.

What really makes the difference in innovation is whether the corporate culture is paying attention to innovation.