Episode 38: Lee September on transforming sensitivity into a leadership superpower
Published on 24 June 2025 • Hosted by Dr Lisa Colledge
When Lee September first stepped into leadership, he brought with him something not typically sought out in engineering: high sensitivity.
But what he once saw as a characteristic that made him feel “weird” — being strongly impoacted by the dounds, textures and emotions in his environment— has become his “superpower,” not just in leading people, but in creating a working culture of awareness, curiosity and connectedness that works better for everyone.
In this conversation on Culture by Neurodesign, Lee — Software Engineering Manager and Neurodivergence BRG Lead at Bol.com — speaks with Dr Lisa Colledge about how discovering his neurodivergence helped him accept himself, step into leadership, and build his confidence in how he can help others to be mentally well and thriving.
This episode offers rich insights for neurodivergent professionals, BRG/ERG leads, and team leads striving to build more inclusivity into their teams, without losing themselves in the process.
BRG: Business Resource Group
ERG: Employee Resopirce Group
Leading from the inside out
Lee shares openly about the emotional cost of working and leadership before understanding his neurodivergence. Masking, second-guessing, wondering if he was “too much”, all of it took a toll.
What changed wasn’t just a diagnosis. It was the decision to stop shrinking himself and start leading as he is, with clarity, compassion, and calm.
And it turns out? That’s exactly the kind of leadership tech teams need more of. Any teams, in fact.
From awareness month to year-round impact
Lee also speaks candidly about the pressures and possibilities of leading a BRG. It’s a role that inevitably seems to start from personal passion, but if we’re not careful it can end in burnout.
Some of the themes that emerged in our conversation:
The double shift of emotional labour BRG leads often carry.
How to build ˆBRG momentum, not just reactive initiatives.
Why the most powerful inclusion work starts with being visible and real.
How BRG work becomes a strategic asset when tied to leadership development.
This is a vital insight for any organization treating ERGs and BRGs only as social initiatives rather than the strategic cultural and performance catalysts they have the potential to be.
Emotional intelligence as a technical asset
In a field dominated by logic and systems, Lee brings a kind of intelligence that is perhaps unusual; one rooted in empathy, emotional nuance, and the ability to create psychological safety.
These aren’t “soft skills.” They’re essential infrastructure for teams that want to move fast and successfully without breaking each other.
For new team leads: commit to making inclusion start with you
One of the most powerful moments in the episode comes when Lee reflects on how building trust, and giving others space to surprise him, helped unlock performance on his BRG team, even as he was striggling to always find the capacity to contribute personally as he wanted.
His advice to new team leads? Start from curiosity, not control.
And never underestimate what someone can contribute when they feel truly safe.
What this means for BRG leads, team leads, and change agents
If you’re leading a BRG or ERG, or working to embed inclusion into your team culture, this episode offers more than inspiration – although that’s there aswell. It’s also a roadmap for:
Owning your story to make change sustainable.
Redefining leadership so it includes, and elevates, neurodivergent strengths.
Linking BRG impact to business priorities like leadership development and team effectiveness.
Want to lead a team that performs and grows with you?
If you’re a new team lead, download my free guide:
👉 First 100 Days Guide for New Team Leads
It’s a simple, actionable resource to help you:
Build psychological safety from day one
Set team norms that work for everyone
Lead with confidence — not overwhelm
