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Diversity of Thought - DOT Scorecard®
Abby Foote, Chair: Z Energy
Onno Mulder, Chief Executive: CityCare Group
Onno Mulder, Chief Executive: CityCare Group
“Diversity of thought is critical for boards as they face the challenges and opportunities of a VUCA world. Gender, ethnic and skills diversity are good ways of ensuring a diverse board but Lloyd’s DOT Scorecard tool provides a more robust analytical insight which enables boards to assess how diverse they really are."
"I would encour
“Diversity of thought is critical for boards as they face the challenges and opportunities of a VUCA world. Gender, ethnic and skills diversity are good ways of ensuring a diverse board but Lloyd’s DOT Scorecard tool provides a more robust analytical insight which enables boards to assess how diverse they really are."
"I would encourage all boards to use this tool as part of their recruitment and self-assessment processes.”
Onno Mulder, Chief Executive: CityCare Group
Onno Mulder, Chief Executive: CityCare Group
Onno Mulder, Chief Executive: CityCare Group
"The DOT Scorecard is a valuable opportunity for Executive team development, increasing awareness of the value of diversity of thought and not just physical appearance and how we can use diversity to enhance our problem solving for complex problems.”
“Most importantly though, we got to check in on how we realise our diversity, as this is where the true value of diversity lies.”
Phil McKendry, Chair: EA Networks
Onno Mulder, Chief Executive: CityCare Group
Phil McKendry, Chair: EA Networks
"The DOT Scorecard gave our Board a valuable opportunity for professional development and self-reflection."
Since utilizing the DOT Scorecard, directors regularly reference it in our meetings as a means of developing perspective and mindfulness for our Board, at both individual and collective levels."
Greg Campbell, CEO: Ravensdown
Christine Lake, Chair: Royal NZ Plunket Trust
Phil McKendry, Chair: EA Networks
“Participating in the DOT 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.”
Christine Lake, Chair: Royal NZ Plunket Trust
Christine Lake, Chair: Royal NZ Plunket Trust
Christine Lake, Chair: Royal NZ Plunket Trust
"I was really pleased at how the [DOT Scorecard] session went. During the planning meeting on the following day, it was obvious to me that the group interacted in a 'freer' manner"
"After your comments about the best way to utilize the diverse board we have, it allowed a wider range of input."
DOT Scorecard® - Background
Lloyd Mander - the creator of the Diversity of Thought Scorecard.
Small groups make the major decisions that affect our world every day.
Through my original background in communication science, and more recent experience serving on governance boards, I was inspired to understand the connection between decision-making, complexity and diversity.
Supported by a multidisciplinary team, I developed the DOT Scorecard® as a fit-for-purpose tool that measures the capability for wide-ranging thought diversity in decision-making groups.
If you would like to learn more about the benefits of diverse thinking for decision-making groups, please feel free to get in touch.
Wide-Ranging Diversity of Thought
The Diversity of Thought Scorecard
The Diversity of Thought Scorecard
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
The Diversity of Thought Scorecard
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 25 members.
Groups use the DOT Scorecard to:
- Understand their 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
How the Diversity of Thought Scorecard Works
How the Diversity of Thought Scorecard Works
How the Diversity of Thought Scorecard Works
Group members answer a brief questionnaire that includes questions that measure 10 uncorrelated 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.
FAQs
How the Diversity of Thought Scorecard Works
How the Diversity of Thought Scorecard Works
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.