Diversity of Thought - DOT Scorecard

Lloyd Mander

The DOT Scorecard is a fit-for-purpose tool developed by a multidisciplinary team led by Lloyd Mander. It measures a group’s capability for wide-ranging thought diversity.

  • Understand a group’s baseline capability for wide-ranging diverse thinking 
  • Seek difference in new group members to increase wide-ranging diversity of thought
  • Manage group decision-making dynamics to reduce the risk of groupthink and maximize the benefits of wide-ranging diversity of thought

Greg Campbell,  CEO Ravensdown 

“Participating in the Diversity of Thought scorecard provided us with the opportunity to open our minds to the different attributes of each team member and what they can  bring to the team. It gave us an appreciation of how diversity of  thinking maybe more important to well-functioning teams and quality of  decision making, than diversity in the traditional sense.” 


Wide-Ranging Diversity of Thought

leadership team

The cognitive diversity of the “wisdom of crowds” can be leveraged to address complex problems – problems where an outcome cannot be reliably predicted by understanding the inputs.

Groups with wide-ranging diversity of thought draw on different experiences, perspectives and cognitive preferences to avoid unchallenged assumptions - “group-think”. 

Diverse thinking groups can also demonstrate increased creativity and innovation by conceiving of alternative approaches to both opportunities and challenges. 

The Diversity of Thought Scorecard


"You can only manage what you can measure"

The DOT Scorecard quantifies wide-ranging thought diversity by measuring pertinent characteristics within three categories: experiences, perspectives and thought preferences.

The DOT Scorecard has been designed and validated with governance boards and senior leadership teams but can be applied to any decision-making group with 5 to 30 members.

How the Diversity of Thought Scorecard Works


Group members answer a brief questionnaire that includes uncorrelated questions that measure 15 factors. These generate 5.8 million potential response profiles.   

A proprietary algorithm (the Diversity Difference Engine) then calculates:

  • The overall group diversity of thought score
  • Individual contribution to the group's score
  • Differences between group members

These outputs can be used to select new group members, improve group decision-making and avoid groupthink.




Q. Are the individual questionnaire responses and group Diversity of Thought scores confidential?

A.  Yes. Individual information and an identifiable group’s score will only be released with the source’s consent. Anonymized group scores will be available to other users for benchmarking. 


Q.  Does the DOT Scorecard show how ‘diverse’ an individual is?

A. No. The Scorecard only evaluates groups and the impact of an individual’s inclusion within a specific group. Changing a group’s composition by adding or removing individual members may change the group’s score, with the degree of change related to the thought characteristics of the altered group members: similar (smaller score change) or different (larger score change).

Q. Is the Scorecard a type of personality test?

A. No. Although the questionnaire-based methodology has some similarities to that used for personality tests, it is not equivalent to a personality test but could be used in conjunction with personality testing.