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 organizations should bet big on neuro-inclusion (with video)
Investing in a neuro-inclusive culture can boost innovation and profitability, with diverse leadership teams generating up to 19% more innovation revenue and 9% higher operating profit. Instead of fragmented diversity programs, a neuro-inclusive approach unites different diversity dimensions, creating a more inclusive and supportive environment where all employees can thrive and contribute value.
How do you quantify the impact of neuro-inclusion in organizations? (with video)
Measuring neuro-inclusion in organizations by focusing solely on the proportion of neurodivergent employees overlooks the essence of true inclusion. Rather than fixating on headcounts, organizations should define outcomes driven by neuro-inclusive practices, such as enhancing innovation culture. By identifying metrics that measure improvements in innovation and collaboration, organizations can effectively gauge the impact of their neuro-inclusive initiatives. These metrics, complemented by qualitative insights, provide a holistic view of organizational change, ensuring that neuro-inclusion leads to meaningful transformation rather than mere tokenism.