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.
CEO transitions expose the hidden costs of narrow leadership archetypes for neurodivergent leaders
CEO transitions shine a spotlight on the hidden costs of narrow, traditional leadership archetypes—especially for neurodivergent leaders. Organizations increasingly value diverse thinking, yet their systems still reward one familiar style of communicating, deciding, and influencing. Under pressure to prove quick success, many neurodivergent CEOs feel compelled to mask their natural leadership style, reducing both authenticity and effectiveness. The consequences extend beyond individuals: organizations lose strategic insight, innovation slows, and succession pipelines become dangerously uniform. Meaningful neuro-inclusion requires more than goodwill; it demands leadership systems capable of recognizing and developing multiple ways of being excellent. By redesigning criteria, onboarding, norms, and development pathways, organizations can close the Culture–Performance Disconnect and unlock the full performance potential of cognitive diversity.