Inside View
I share thought leadership on the transformative impact of embedding neuro-inspired design in the culture of teams and workplaces. When cognitive inclusion is built into the system, people metrics like engagement and wellbeing rise, and so do business metrics like retention, innovation, and performance.
Drawing on science, business literature, and lived experience, I explore how taking inspiration from neurodivergence-inclusion creates Neuro-Inspired Teams™ where every member - whatever their neurostyle - can contribute and thrive. Because cognitive inclusion isn’t a nice-to-have niche. It’s the foundation of future-ready performance.
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.