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.

To unlock AI’s full potential, forward-thinking businesses must design environments that enable neurodivergent talent. Dr Lisa Colledge explores how autistic strengths, like systems thinking, precision, and deep focus, once powered Silicon Valley’s rise, and why intentionally cultivating cognitive diversity is the key to future-ready AI strategy and high-performing teams.

Strong product, happy customers, solid revenue—so why does your team feel off? Dr. Lisa Colledge explains how subtle “culture alarms” signal your team isn’t ready to scale with your growth. Ignoring these signs can lead to burnout and stalled progress. With small, evidence-based steps, you can realign energy, boost engagement, and build a culture that powers sustainable growth.

Relying on “rock star” employees leads to burnout, fragility, disengagement, and slower growth. Dr. Lisa Colledge explores how neuroinclusive team design—enabling diverse thinking and working styles—boosts innovation, morale, and performance. Discover how shifting from top-down to inclusive collaboration helps everyone thrive, not just a few.

Changing team culture starts with you, but it can’t end there. In Step 4 of 12 Steps to a Future-Proof Workplace Culture, Dr. Lisa Colledge guides leaders from personal action to collective movement—bringing their team into the journey without blame or pressure. This step focuses on sharing your vision, making thinking styles visible with the Neurostyle Navigator, and creating inclusive team norms. It’s a pivotal shift where invisible differences become seen, valued, and turned into strengths.

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.