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

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).

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

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.

Developing an explicit decision-making process upfront for how you will make that decision will help alleviate conflict and gridlock when you actually need to decide.

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

The better you work to find the pain point and problem facing a diversity of users, the more clearly you can DEFINE the goal when you implement the process for culturally intelligent innovation.