IBM and Polaroid faced the same disruption, but only one survived. This blog explores how IBM’s cultural shift toward collaboration across diverse thinking styles enabled its transformation, while Polaroid’s rigid, founder-led culture stifled innovation. The key lesson: culture isn’t just a vibe—it’s the infrastructure for resilience and long-term success in a fast-changing world.

Most work socials are designed for extroverts—leaving introverts, neurodivergent team members, and others quietly overwhelmed. This blog challenges the "one-size-fits-all" approach to team get-togethers and offers practical, inclusive strategies to foster real connection, not conformity. By applying neuroinclusive design, leaders can build events that strengthen culture, engagement, and belonging for everyone.

Innovation depends on diverse thinking, yet organizations often overlook one of its richest sources: neurodivergent talent. In this episode of Culture by Neurodesign, Dr. Lisa Colledge speaks with business psychologist Robert Annis, who shares both professional expertise and lived experience of autism, ADHD, face blindness, and aphantasia. Together, they challenge the extremes of deficit and superpower narratives, emphasizing the need for systemic change—not superficial fixes. With over half of Gen Z identifying as neurodivergent, companies must evolve or risk falling behind. The episode offers actionable steps for leaders to build inclusive, psychologically safe environments that empower every kind of thinker—and unlock true innovation.

Small leadership changes can drive big transformation. In Step 3 of Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture, Dr. Lisa Colledge explores microinclusions—small but powerful actions that foster belonging, trust, and engagement. She also highlights the shift from how to what, empowering teams to work in ways that suit their cognitive strengths. By refining daily interactions and valuing diverse approaches, leaders can create a culture of innovation, autonomy, and long-term success.

How do you create meaningful change in your team when leadership isn’t fully on board? In this episode of Culture by Neurodesign, Jaime Gennaro and I explore The Middle Way—a practical, under-the-radar approach to empowering your team, building influence, and driving change without fighting for top-down approval.

A bold idea and persistent action can spark global change. In this special Culture by Neurodesign Podcasthon episode, Dr. Lisa Colledge speaks with Tjerk Feitsma, Director of The Neurodiversity Foundation, about transforming neurodiversity awareness into an international movement. From AI-driven communication tools to tackling hiring bias, the Foundation is reshaping inclusion in 50+ countries. Their biggest success, Neurodiversity Pride Day (June 16), has grown into a worldwide celebration, with ambitions for UN recognition and even a future event in space. This conversation highlights how daring to think big, embracing cognitive diversity, and taking small, consistent steps can drive lasting change.

Why do some leaders resist growth despite its benefits? In this episode of Culture by Neurodesign, Lisa Colledge and leadership coach Jaime Gennaro discuss how ego, outdated management styles, and gender dynamics influence leadership engagement. With 8 out of 10 employees disengaged, adapting leadership style to better align teams and missions becomes a powerful competitive advantage. for 7 seconds

Why do some leaders resist growth even when it benefits their teams? In this Culture by Neurodesign episode, Lisa Colledge and leadership coach Jaime Gennaro explore how ego, outdated management, and gender dynamics hinder change. With 8 in 10 employees disengaged globally, optimizing leadership for better team and mission alignment is a crucial competitive advantage.

A clear vision is essential for team alignment, motivation, and long-term success. In Step 2 of Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture, Dr. Lisa Colledge guides leaders in defining a compelling vision by identifying key challenges, setting aspirational goals, and tracking progress. Slowing down to set direction now prevents wasted effort and accelerates meaningful change.

The world is more unpredictable than ever, yet 90% of organizations admit they lack key resilience capabilities. Dr Lisa Colledge explains why most resilience strategies miss the mark and how leaders can shift from short-term damage control to proactive adaptability. She highlights critical disruptors, the role of psychological safety, teamwork, and cognitive inclusion in building lasting resilience, and introduces the WEF-McKinsey Private Sector Resilience Framework. Dr Colledge also outlines actionable steps and presents a free resource—Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture—to help integrate cognitive inclusion into your organization.

How can teams tap into the quiet potential of introverts, and create environments where they thrive?

In this episode of Culture by Neurodesign, Dr Lisa College sits down with Richard Etienne, founder of The Introvert Space, to discuss the power of the often hidden strengths of introverts, and how teams and orgaizations can shape their culture to maximize the contributions from introverted talent. They explore the workplace challenges faced by introverts, the friction between different working styles, and practical strategies for improve inclusion of different personality types.

Dr Lisa Colledge explains the research behind the Theory of Complimentary Cognition, and how evolution formed humanity's unique ability to adapt to change through collaboration and cognitive diversity. Lisa breaks down why our workplaces often miss out on the benefits on offer from this evolutionary superpower by prioritizing cognitive "fit" over "mix", resulting in teams that may be efficient but which lack resilience. Drawing on research from Helen Taylor and her colleagues, she explores how organizations can proactively build cultures that attract and connect different cognitive styles to unlock innovation and long-term success in unpredictable conditions. Learn how to shift from conformity to a cognitively diverse team culture that thrives in uncertainty and change.

What if one strategic shift could boost engagement, attract top talent, and drive innovation? Lisa Colledge introduces cognitive inclusion as the key to unlocking a team’s full potential. Traditional DEI often falls short by overlooking diverse thinking styles, leaving talent untapped and teams disconnected. In Step 1 of her 12-step program, learn how to assess team dynamics, ensure every voice is heard, and build a culture where all minds thrive.

Dr Lisa Colledge explores how cognitive diversity fuels organizational innovation and resilience. Drawing on new scientific research, Lisa illustrates how traits commonly associated with ADHD—although often misunderstood—can be powerful assets in fast-paced, ever-changing environments. Learn why a mix of cognitive styles within your team is essential, and how investing in building strong connections between people with different styles enhances creativity, adaptability, and long-term success.

Dr Lisa Colledge continues her focus on innovation by exploring the cognitive strengths associated with dyslexia. Drawing on research by Helen Taylor and Martin David Vestergaard to reframe dyslexic skills as team strengths rather than challenges, Lisa highlights how dyslexic traits—such as strong holistic perception, and a rich memory for the context of experiences—equip teams to thrive in rapidly changing environments. She also discusses how evolutionary pressures shaped these traits to benefit humanity and how teams and organizations can emulate this to build resilient, adaptive teams.

Dr. Lisa Colledge shares a case study from Professor Laurent Mottron, whose research lab thrived by combining exploration and exploitation. Highlighting autistic team member Michelle Dawson's complementary contributions, the story shows how diverse cognitive styles enhance innovation. Discover how traits like attention to detail, pattern recognition, and analytical rigor in autists, combined with allistic strengths, drive impactful outcomes. Learn why fostering a cognitively inclusive culture, where everyone can thrive, is key to sustaining innovation.

Discover how cognitive diversity powers the innovation cycle in this episode of Culture by Neurodesign. Dr. Lisa Colledge explores the connection that she made in episode 13 between Patrick Lencioni’s six working geniuses and the innovation cycle. She explains the innate behaviors that drive each genius and highlights examples of people who exemplify these traits in action. Learn how gaps in your working geniuses will hinder innovation—and why activating them through a cognitively inclusive culture is essential for creating sustainable organizational success.

Dr. Lisa Colledge debunks the myth that innovation can't be systematized. By drawing distinctions between creativity and innovation and introducing frameworks like the explore-exploit model and Patrick Lencioni’s six working geniuses, Lisa explains how leaders can create the systemic conditions in their organizations to enable innovation to emerge naturally. This episode explores how a balance between cognitive styles, together with an inclusive culture, enables organizations to cycle from idea generation to value creation sustainably. Discover how to transform innovation into a lasting characteristic of your organization.

Dr. Lisa Colledge examines the balance between cultural fit and cognitive diversity, featuring case studies from Originals and Polaroid’s downfall. Learn how fostering cognitive inclusion drives innovation, resilience, and adaptability, with actionable insights to future-proof your team.

In DEI discussions, straight white men may feel unsure of their role, but they are crucial to driving change. DEI should be viewed as a strategic opportunity, not a box-ticking exercise. It’s about embracing differences, whether generational, educational, or neurodiverse, and fostering cognitive inclusion to improve engagement, innovation, and retention. Leaders should approach DEI as a strategic initiative, starting small and iterating toward a more inclusive culture. Straight white men, as the leadership majority, play a key role in creating workplaces where everyone thrives, benefiting the organization as a whole.

DEI leadership is challenging, but avoiding engagement isn’t the answer. Leaders must embrace authenticity, learn from mistakes, and adapt to criticism. Missteps, like those of Salesforce’s CEO, can spark growth if handled thoughtfully. Sometimes, holding back—like focusing on internal change instead of public statements—can be strategic. Key principles include aligning actions with values, viewing criticism as an opportunity, and prioritizing engagement over perfection. Leading with resilience and authenticity fosters lasting cultural progress.