In today’s world of constant disruption, most organizations still rely on leadership systems designed for one dominant cognitive style.
That old playbook was built for stability. It rewarded visibility, speed, verbal confidence, and a narrow definition of “leadership potential.” It used to work well – but not in today’s world defined by rapid change.
My mission is to activate the full potential of the diverse neurostyles already within your organization.
Neuro-inclusion stops being a project, and becomes how you work. When you do this, you get you get teams that think better together, perform more consistently, and adapt faster than your competitors.
My mission is to activate the full potential of the diverse neurostyles already within your organization.
Every person in your organization is unique in how they perceive, process, and communicate information. But our leadership systems rarely enable this cognitive diversity, and more often force people into one way of succeeding and leading.
When we design neuro-inclusive cultures that enable this diversity instead of constraining it, your teams build richer connections, make better decisions, and deliver stronger results across every personal and business metric we measure.
That’s why I created my Future-Ready Team Pathway™: to help organizations design neuro-inclusion as performance infrastructure – not a project, not an initiative, but the engine of how work gets done.
The outcome? A New Leadership Playbook: a neuro-inclusive, evidence-based operating system for how your organization leads, collaborates, and performs, with measurable gains in engagement, decision quality and innovation.
If you’re curious what the research actually shows, you can download the summary of data I share in my executive sessions and transformation work to illustrate the impact of neuro-inclusive practice.
See the impact of neuro-inclusion by downloading the metrics handout below.
I didn’t set out to specialize in neuro-inclusion.
Then why did this become my life’s work?
Because the way we lead determines who gets to contribute, and how well teams perform.
I discovered its power by accident, as a parent of two children with very different neurostyles – one autistic.
What I learned at home reshaped how I understood performance at work. Small autism-inspired changes to bring more clarity, flexibility, and fairness transformed how my teams collaborated and delivered. The impact reached far beyond the autistic people I expected to help.
Wellness and engagement improved.
Absenteeism and misunderstandings dropped.
And decisions, outcomes, and the response to change got better.
I was hooked. That experience led me to dive into exploring the science behind it and to develop my system for applying neuro-inclusive design systematically and sustainably across organizations and sectors.
From developing frameworks for the responsible use of performance metrics in academia, to leading large-scale cultural transformation inside a global corporation – including as a neurodiversity employee-resource group (ERG) leader – I’ve seen the same pattern repeat:
When you design for cognitive difference, everyone performs more healthily and better.
The challenge: the inclusion–performance disconnect
Meetings, hiring, ideation, and recognition practices all favor people who thrive on visibility, speed, spontaneity and verbal confidence – the hallmarks of an old leadership playbook built for times of stability. That playbook used to work well, but it is not suited to our current world whose primary defining characteristic is rapid change.
You can see the symptoms everywhere:
Engagement
90% employees say work should bring meaning, yet only 21% feel connected to their workplace mission.
40% feel stressed for much of the day.
Talent
80% say inclusion influences job choice.
72% would consider leaving for a more inclusive employer.
Impact
Decision quality drives up to 95% of business performance.
Inclusive teams outperform individuals 87% of the time in decision-making.
Successful problem-solving teams are cognitively diverse, with that cognitive potential activated by an enabling culture.
Traditional neuro-inclusion is reactive, relying on individual disclosure. The scale of neurodivergence makes it easy to break this system. My approach is proactive and systemic, integrating cognitive inclusion into everyday leadership and team design. The result: healthier, more engaged employees and stronger business outcomes – like the +34-point eNPS gain I achieved I one year, leading a transformation even through Covid lockdowns and reorganization.
“Lisa is a consummate professional with a diverse skill set and a track record of effecting change within organizations. I wholeheartedly recommend Lisa for any project or initiative that demands a leader who can combine human-centric and business-centric strategies for success.”
– Larry Siedman, VP Marketing Effectiveness and Operations
The transformation: neuro-inclusion as performance infrastructure
Future-ready organizations are writing a new leadership playbook – one that treats diversity of thought as a core resilience capability.
90% companies admit they lack the resilience skills they need for the future. The 10% that thrive are embedding adaptability into how they work, not just how they react.
By aligning leadership practices, systems, and measures of success with neuro-inclusive design, these organizations move beyond a single-track model of excellence to one that values adaptive intelligence – human, disciplinary, and methodological.
They build trust faster.
They make better decisions.
They stay aligned even as conditions change.
When neuro-inclusion becomes performance infrastructure for the new leadership playbook, organizations outpace change, outperform competitors, and outlast disruption.
The lens: neurodivergence-inclusion as the blueprint for success and resilience
Up to 30% of the general population is autistic, ADHD, dyslexic, or otherwise neurodivergent, and 53% of Gen Z identify as neurodivergent.
This is not a niche. It’s a defining trend. And it’s the visible edge of the cognitive spectra we all share in different amounts and intensities.
When you design systems that work for these extremes, you create cultures that work better for everyone.
That is Neuro-InspiredTM Leadership. It’s measurable, evidence-based, and deeply human.
Organizations that embed its capabilities to design a new leadership playbook consistently outpace, outperform and outlast their peers across wellbeing, retention, and innovation.
If you’re curious what the research actually shows, you can download the summary of data I share in my executive sessions and transformation work to illustrate the impact of neuro-inclusive practice.
See the impact of neuro-inclusion by downloading the metrics handout below.