Most brainstorms are designed for extroverts and fast talkers, excluding introverts, autistic, and ADHD thinkers. Dr Lisa Colledge shares a neuro-inclusive brainstorm strategy to unlock every team member’s ideas before, during, and after the session to fuel innovation and diverse thinking.

Discover how neuroinclusive team design can resolve friction and burnout without relying on diagnosis or labels. When ADHD traits clash with team expectations, the problem is not personality but a lack of shared norms. This blog explores how the FIT Framework—Fair, Intentional, Team-minded—helps teams align communication, manage different neurostyles, and create a high performing inclusive team culture for everyone.

What if leadership and parenting weren’t separate skills—but reflections of the same mindset? In this episode of Culture by Neurodesign, coach Sharon Lim shares how leadership tools like clarity, flexibility, and trust helped her raise three sons and lead high-performing, neuro-inclusive teams. Learn why adaptive leadership, emotional intelligence, and individualised support are essential for building psychological safety, improving team performance, and supporting cognitive diversity at work and at home.

Discover how neurodivergent leadership is reshaping tech culture. In this powerful episode of Culture by Neurodesign, Lee September—Software Engineering Manager and Neurodivergence BRG Lead at Bol.com—shares how embracing his high sensitivity and autistic traits transformed his leadership style. From building psychological safety to preventing BRG burnout, this conversation explores the power of emotional intelligence, authenticity, and neuro-inclusive leadership in engineering. Essential listening for new team leads, BRG/ERG leaders, and inclusive workplace champions looking to turn neurodiversity into a strategic performance edge.

Inclusive design rooted in clarity, predictability, and psychological safety unlocks hidden potential in neurodivergent teams. Drawing from a powerful classroom example, this post explores how high expectations, structured support, and sensory-aware environments lead to engagement, trust, and performance.

Defense and cybersecurity agencies like GCHQ and Unit 9900 recruit autistic and dyslexic talent for elite roles in visual thinking, pattern recognition, and anomaly detection. This episode explores why neurodivergent professionals are key to high performance, innovation, and cognitive diversity—no diagnosis required.

Autism-at-work programs from companies like SAP and Microsoft proved the business case for hiring neurodivergent talent—with dramatic gains in innovation, productivity, and retention. But as today's workforce evolves, these diagnosis-based programs no longer scale. In this blog, Dr. Lisa Colledge explores why the next chapter of neurodiversity inclusion in the workplace must go beyond formal programs. With over 50% of Gen Z identifying as neurodivergent, organizations must shift from compliance to culture—embedding cognitive inclusion, flexible design, and neuro-inclusive leadership into everyday team practices. Featuring insights from ASML, EY, and the FIT Framework (Fair, Intentional, Team-Minded), this post offers a blueprint for creating high-performing, neurodiverse teams—without needing diagnosis-based initiatives. Perfect for founders, team leads, and HR professionals ready to future-proof their teams through inclusive design and diverse thinking.

Autistic thinkers bring a unique edge to high-stakes environments. They are less susceptible to cognitive bias and tend to make clearer, more rational decisions under pressure. Dr Lisa Colledge explores how autistic strengths like logic, focus, and structure give teams a competitive advantage in data-rich sectors like tech, finance, and healthcare, and how inclusive team cultures can unlock this potential.