Inside View: ideas for designing teams that perform under pressure
You’re here because something in how your team works isn’t quite holding under pressure.
Inside View is where I share thought leadership that explores how different ways of thinking – including those taking inspiration from neurodivergent perspectives – can be used to design clearer, more effective ways of working.
As you read, you may start to recognize patterns in your own team. The aim of this blog is not only to help you understand them – but also to begin thinking about how they could be approached differently in practice.
If something you’ve read here feels close to your situation, the next step is to explore how it plays out in practice. You’ll find ideas for that throughout the articles below.
Why the best problem solving teams are cognitively diverse
Promoting cultural fit can stifle innovation by encouraging conformity. Effective problem-solving relies on cognitive diversity—different thinking styles—not just demographic diversity. Research shows cognitive diversity enhances team performance. To harness this, organizations must foster a supportive culture of curiosity and psychological safety, alongside demographic inclusion, ensuring diverse cognitive styles can thrive and drive business success.
What CEOs need to know: how to build the culture that enables all employees to thrive and contribute their best (podcast and article)
Cognitive diversity, or the range of different thinking styles within a team, is essential for effective problem-solving, surpassing the importance of visible demographic diversity. While ethnic, gender, or age diversity doesn't impact problem-solving outcomes, a mix of cognitive styles enhances creativity and innovation. Cultivating a culture that supports various thinking approaches and encourages open communication and trust can significantly boost team performance and organizational success.
Employee engagement ROI: is the investment worth it?
Employee disengagement is a pressing issue impacting organizations, with 77% of employees being disengaged. This results in substantial financial losses due to decreased productivity, absenteeism, and high replacement costs. For roles like technical specialists and C-suite executives, replacement expenses can reach 100-200% of their annual salary. To address disengagement effectively, proactive cultural design and targeted engagement strategies are essential to optimize organizational performance and minimize financial impacts.
Stop the energy drain: how to turn silent meetings into impact. Let's get engaged - right now!
Employee disengagement is a widespread issue, with 8 out of 10 workers globally checked out, leading to lower productivity, profitability, and customer loyalty. Engaged employees are passionate about their organization's mission, but they represent only 20% of the workforce. Improving engagement requires making it a strategic priority, seeking external help, and actively listening to employees' feedback to boost performance and culture.
Bad decision? You’re not alone, but let’s try to avoid making the same mistake again…
People often make poor decisions due to inherent biases, but autistic individuals are exceptional at objective decision-making, as they focus solely on relevant data without distractions. To benefit from this cognitive strength, organizations should cultivate a culture that attracts and supports autistic team members, ensuring an environment that maximizes their unique abilities. This proactive approach not only enhances decision-making but also creates a more inclusive and effective workplace for everyone.