Hi listeners. Welcome back to the Living While Leading podcast, where we explore practical strategies to help you lead teams that feel empowered, engaged, and most importantly, included.
In today’s episode, we’re going to discuss a challenge many leaders face but few address head-on, how to make every voice heard, especially when your team includes both neurotypical and neurodivergent members.
Imagine you’ve just wrapped up a brainstorming session and noticed the same two people doing all the talking, while brilliant ideas from quieter colleagues never surface. Sound familiar?
Stick around, because in the next few minutes I’m going to share why this happens, introduce you to a simple yet powerful “Communication Preference Pulse” mini-challenge you can run tomorrow, and give you a framework for building truly neuro-inclusive teams that outperform the rest!
Find the full transcript and other resources for women leaders at www.LivingWhileLeading.com/72.
Why Neuroinclusive Leadership Matters
Research tells us that up to 20% of the global workforce is neurodivergent, yet far too many organizations overlook their unique contributions.
According to a Harvard Business Review study, inclusive teams are 30% more effective at problem-solving and innovation than non-inclusive ones. When leaders design for all brains, whether they process information visually, verbally, or in bursts of hyperfocus, you unlock a fountain of creativity and engagement that propels your entire organization forward.
The “Communication Preference Pulse” Mini-Challenge
Most meeting formats assume everyone thinks the same way. But the reality is that people process information differently. Some love speaking up on the spot; others need a moment to jot down their thoughts; and others feel most comfortable chiming in via chat or anonymously.
Here’s your mini-challenge for tomorrow:
- Create a One-Question Anonymous Poll: Ask your team, “Which input style helps you share ideas most comfortably: (A) verbal share-out, (B) chat/messaging, or (C) written note submission?” Use whatever tool you already have, Slack, Microsoft Forms, Google Forms, no new software needed.
- Give 24 Hours to Respond: Frame it as a quick “team health check” rather than a test.
- Report Back: Share the results in your next huddle: “Great news—45% of you prefer chat, 35% verbal, and 20% written notes.”
- Offer All Three Channels: In your next session, explicitly invite input in each format. You’ll be amazed how quickly new voices emerge when you meet people where they are.
This simple, data-driven approach not only signals you value everyone’s comfort, but it immediately ramps up engagement and trust.
Book a 90-Minute Strategic Session
If you’re ready to dive deeper, I’d love to work with you one-on-one. I offer a 90-minute strategic “OWN THE ROOM” session tailored to help you become the leader your entire team deserves, neurotypical and neurodiverse alike. We’ll audit your current practices, co-create an action plan, and equip you with tools and language to sustain inclusive collaboration.
Head to LivingWhileLeading.com/own-the-room to book your spot—spaces fill up quickly!
Beyond the Mini-Challenge: Building Sustainable Neuro-inclusion
Running a quick pulse check is a fantastic start, but lasting change requires embedding neuro-inclusion into your culture:
Consider taking these options:
- Structured agendas & clear outcomes: Share bullet-pointed meeting objectives at least 48 hours in advance. This levels the playing field for everyone.
- Multiple modalities: Always provide written summaries, visual diagrams, and verbal recaps. You’re effectively speaking three languages at once: visual, auditory, and kinesthetic.
- Quiet zones & sensory support: Offer noise-cancelling headphones, dimmable lights, or “heads-down” work periods to allow people to recharge and focus without distraction.
- Train your team: Host brief workshops on the fundamentals of neurodiversity. When everyone understands the why behind these accommodations, they become standard practice, not “special favors.”
- Measure & iterate: Use anonymous pulse surveys regularly to track inclusion metrics, like participation rates and comfort levels, and refine your approach accordingly.
When leaders commit to these steps, they create environments where every brain can bring its best to the table, igniting innovation and driving performance.
Closing & Call to Action
If you found value in today’s episode, please share it with a colleague who needs to hear this, and leave a rating or review on your favorite podcast platform. It helps more leaders discover these strategies.
Remember, I build customized workshops and coaching engagements to help organizations overcome exactly these challenges. If you’re ready to transform your leadership practice and fully embrace cognitive diversity, visit LivingWhileLeading.com or direct message me on LinkedIn to learn more.
And remember, you’re the solution to claiming what’s important to you!
