Building diverse teams may be difficult, but doing it is critical. Because if you only hire people who 'fit the mold', your organization will eventually grow mold.

Let's face it; there's an upside to hiring people who are similar as it can create an efficient team. When everyone thinks the same way, acts the same way, talks the same way, and even looks the same way, they get along and agree quickly.

Unfortunately, this homogeneity kills innovation. Although homogeneous teams can be more efficient, it is the uniformity of thinking on these types of teams that limits breakthrough ideas and reduces innovation.

So, if diversity is important to growth and profits, why don't more organizations do this? The main reason: It is not easy.

The desire for similarity is a naturally ingrained tribal instinct. Opposites don't attract, they detract. We find it easier to work with people who are similar to us. As a result, teams that lack diversity are the norm, unfortunately.

As the first order of business, make a range of diversity the goal to maximize team performance.

Inspired by: Inc - The Danger of Hiring for 'Culture Fit', by Stephen Shapiro