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).

The very ability to empathize with a user requires that I have an understanding of that user's value and needs. This is what leads to many product fails. The individuals developing the innovation don't actually use it.

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.

Culturally intelligent innovation begins with changing our impulse from Why can't you see it like I do? to Help me see what I might be missing!

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.

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.