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.

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!

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

Culturally intelligent leaders will not assume they know what will build trust with clients or staff. Instead, they'll discover what's most important for communicating and building trust.

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.

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