Inside View
Inside View shares thought leadership that explores the transformative impact of cognitive inclusion in our workplaces. Each post offers a personal perspective from Dr Lisa Colledge on creating environments where everyone can thrive and contribute, making cognitive inclusion truly universal.
By taking inspiration from neurodivergence-inclusion, this blog shows how attracting and enabling cognitive diversity improves well-being, strengthens employee engagement, drives innovation, and builds organizational resilience.
You’re welcome to browse, of course, but if you’d like a starting point, here is Lisa’s curated selection of one must-read article per category. You can find more themed reading lists in the Learn and Explore area of Services.
Lisa’s picks: must-reads for innovation, resilience, and inclusion
Impact of cognitive inclusion - Future-proof your organization and thrive in the face of change
Key insights: Thriving in change requires balancing exploration and execution. Learn how enabling cognitive diversity results employee engagement, innovation, and resilience.
Bonus: watch Lisa’s opening presentation from The Neuroverse Virtual Summit 2024 and download the free PDF to share with your team.
Universal Inclusion - Rethinking diversity at work: universal DEI through cognitive inclusion
Key insight: traditional diversity targets exclude and are unfair. Designing for cognitive inclusion creates an environment where everyone—regardless of gender, ethnicity, age, and so on—can thrive.
Collective genius – exploring cpognitive traits - Actionable communication: inspiration from autism best practices
Key insights: Communication inspired by autism best practices enhances clarity, reduces misunderstandings, and improves engagement for all team members. These strategies benefit not only autistic individuals but non-native speakers and everyone across your organization.
Personal insights - Three lessons I take to my new venture
Key insights: Lisa reflects on 22 years of eclectic leadership experience and shares three lessons that she takes with her to her new venture.
Future-proof your organization and thrive in the face of change (presentation and download)
Lisa Colledge’s presentation at The Neuroverse Virtual Summit 2024 highlighted how embracing a culture of cognitive inclusion can transform organizations. Key takeaways include upskilling to adapt to change, leveraging cognitive diversity (such as skills from dyslexia, autism, and ADHD) for effective problem-solving and innovation, and fostering a culture where all team members feel valued. Prioritizing strategic cultural change enhances employee engagement, wellbeing, and productivity, driving sustained success and competitive advantage.
Need to adapt? Secrets of the best team problem solving
Promoting cultural fit can stifle innovation by encouraging conformity. Effective problem-solving relies on cognitive diversity—different thinking styles—not just demographic diversity. Research shows cognitive diversity enhances team performance. To harness this, organizations must foster a supportive culture of curiosity and psychological safety, alongside demographic inclusion, ensuring diverse cognitive styles can thrive and drive business success.
What CEOs need to know: how to build the culture that enables all employees to thrive and contribute their best (podcast and article)
Cognitive diversity, or the range of different thinking styles within a team, is essential for effective problem-solving, surpassing the importance of visible demographic diversity. While ethnic, gender, or age diversity doesn't impact problem-solving outcomes, a mix of cognitive styles enhances creativity and innovation. Cultivating a culture that supports various thinking approaches and encourages open communication and trust can significantly boost team performance and organizational success.
Bad decision? You’re not alone, but let’s try to avoid making the same mistake again…
People often make poor decisions due to inherent biases, but autistic individuals are exceptional at objective decision-making, as they focus solely on relevant data without distractions. To benefit from this cognitive strength, organizations should cultivate a culture that attracts and supports autistic team members, ensuring an environment that maximizes their unique abilities. This proactive approach not only enhances decision-making but also creates a more inclusive and effective workplace for everyone.
Employee engagement: is the investment worth the return?
Employee disengagement is a pressing issue impacting organizations, with 77% of employees being disengaged. This results in substantial financial losses due to decreased productivity, absenteeism, and high replacement costs. For roles like technical specialists and C-suite executives, replacement expenses can reach 100-200% of their annual salary. To address disengagement effectively, proactive cultural design and targeted engagement strategies are essential to optimize organizational performance and minimize financial impacts.
Let’s get engaged — right now!
Employee disengagement is a widespread issue, with 8 out of 10 workers globally checked out, leading to lower productivity, profitability, and customer loyalty. Engaged employees are passionate about their organization's mission, but they represent only 20% of the workforce. Improving engagement requires making it a strategic priority, seeking external help, and actively listening to employees' feedback to boost performance and culture.