Part of preparing for the future of leadership is being open to identifying and recruiting leaders who are different from the typical profile that, 'we have traditionally' opted for. Paul McCarthy takes us on a journey to understand how our cognitive diversity, or 'diversity of thought' bias, could play a role in our decision making when it comes to hiring. You'll be challenged to think differently and explore how you may be overlooking 'non-traditional’ candidates because of an inherent bias that does not welcome, embrace or evolve leaders who think differently.

Additional Resources:

• Paul’s Website: https://www.paulmacleadership.com/
• Connect with Paul on Linkedin: https://www.linkedin.com/in/paulmacleadership/

Stats and resources mentioned in this episode:

top-priorities-2023-ebook.pdf"> https://emtemp.gcom.cloud/ngw/globalassets/en/human-resources/documents/trends/hr-top-priorities-2023-ebook.pdf

capital-trends.html#taking-bold-action"> https://www2.deloitte.com/us/en/insights/focus/human-capital-trends.html#taking-bold-action

https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse

https://www.forbes.com/sites/forbescoachescouncil/2018/11/26/the-benefits-of-cognitive-diversity/?sh=15fc10805f8b

https://adviser.scottishwidows.co.uk/assets/literature/docs/60520.pdf

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future