Diversity of thought—the idea of more-than-one-way— is key to understanding the potential of diversity and inclusion as an organizational resource. The way each of us interprets and negotiates the world around us is informed by our identity, culture and experience. Greater diversity means greater variation in perspectives and approaches. Yet the potential of this resource is often mismanaged and overlooked. To further the conversation, this paper suggests three factors organizational leadership might consider in order to access and leverage diversity of thought: 1) willingness, 2) readiness and 3) opportunity.