Episode 26: Leading by example: small leadership shifts that drive big impact
Published on 1 April 2025 • Hosted by Dr Lisa Colledge
One of the most common misconceptions about leadership is that big changes require big, time-consuming efforts. But one of the most powerful things you can do to transform your team doesn’t require any extra time, and no additional budget: just a commitment to a change in approach.
That’s exactly what we focus on in Step 3 of Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture.
This step is all about starting to take action. You’re going to lead by example, because the way you interact with your team sets the tone for culture, trust, and engagement. You don’t need to overhaul your entire leadership style—just refine it in two crucial ways: incorporating microinclusions and what, not how.
The power of microinclusions
Microinclusions are small but meaningful actions that create a sense of belonging and psychological safety. They’re the opposite of microaggressions—the subtle negative comments or behaviors that make individuals feel excluded and inexorably lead to mental health challenges.
A study in Silicon Valley found that just imagining teams where leaders practiced microinclusive behaviors, like asking for input and acknowledging contributions, saw a 23% increase in belonging for men and a 35% increase for women. Another study found that microinclusions led to a 27% boost in self-confidence and a 37% jump in commitment.
These numbers are huge. And due only to thinking about a particular kind of team. The potential for real-life experiences in your real-life team is enormous. And yet, all it takes is a shift in daily interactions—things like:
Asking, “What do you think?” instead of assuming.
Acknowledging contributions openly.
Giving credit where it’s due.
The impact of these small acts accumulates. But they very quickly create an environment where people feel valued, engaged, and motivated to give their best.
Shifting from “how” to “what”
Another common leadership trap is focusing too much on how a task is done, rather than what is achieved. This is particularly limiting when working with cognitively diverse teams whose very strengths is in thinking and processing information differently. The approach that works best for you may not be the best way for someone else. By focusing on what - the outcome - rather than how - the process, you allow for creativity, autonomy, and better results.
For example, I always start a jigsaw puzzle by completing the edges first. My autistic son, on the other hand, focuses on building characters first. Both of us finish the puzzle successfully—just in different ways. I find his approach odd, but we can complete a jigsaw. This also applies to leadership: the method doesn’t matter as much as the outcome.
Your actions for Step 3
Start practicing microinclusions in your team meetings and interactions.
Build your confidence and trust to give your team the space to do things their way.
Observe how these small changes make you feel and how your team members respond.
Small leadership changes create a ripple effect. By leading with microinclusions and valuing diverse working styles, you’ll build a team culture of trust, innovation, and long-term success.
Missed earlier steps?
Episode 18: I introduce this program and talk about Step 1.
Episode 22: in Step 2, we convert the observations you made in Step 1 into a vision for your team.
Find out more and sign up for this free program: Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture.
I'm Lisa, and I take inspiration from neurodivergence-inclusion to help leaders create cognitively inclusive cultures that connect people with different cognitive styles, empowering everyone to contribute their best.
If you'd like to learn more about how prioritizing this single program would help you to boost not only engagement and wellbeing, but also innovation and resilience, please take a look at my free signature program: Neuro-Inspired: 12 Steps to a Future-Proof Workplace Culture.
