Generating diverse ideas requires being clear about the kind of input needed and creating multiple ways for diverse team members to share their ideas (e.g. use more than just a brainstorming session).

I never expected my graduate degrees to give me all the practical how-to's that can perhaps only be learned through the school of hard knocks.

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.

Natural light consistently fosters innovation, as does the avoidance of disturbances from noise and extreme temperatures.

Many Westerners see follow-through and reliability as the most critical factor in how they calculate the trustworthiness of another individual. In some other cultures, who you know and how you're related to other individuals is the most important variable. And for others, it may be as much about your reputation and what others have said about you.

When you start paying attention to diversity, you notice it (and notice its absence!). And based on the culture of your upbringing and the culture of your organization, you may or may not be primed to think consciously about innovation.

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