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.

Dr Lisa Colledge explains the research behind the Theory of Complimentary Cognition, and how evolution formed humanity's unique ability to adapt to change through collaboration and cognitive diversity. Lisa breaks down why our workplaces often miss out on the benefits on offer from this evolutionary superpower by prioritizing cognitive "fit" over "mix", resulting in teams that may be efficient but which lack resilience. Drawing on research from Helen Taylor and her colleagues, she explores how organizations can proactively build cultures that attract and connect different cognitive styles to unlock innovation and long-term success in unpredictable conditions. Learn how to shift from conformity to a cognitively diverse team culture that thrives in uncertainty and change.

What if one strategic shift could boost engagement, attract top talent, and drive innovation? Lisa Colledge introduces cognitive inclusion as the key to unlocking a team’s full potential. Traditional DEI often falls short by overlooking diverse thinking styles, leaving talent untapped and teams disconnected. In Step 1 of her 12-step program, learn how to assess team dynamics, ensure every voice is heard, and build a culture where all minds thrive.

Dr Lisa Colledge explores how cognitive diversity fuels organizational innovation and resilience. Drawing on new scientific research, Lisa illustrates how traits commonly associated with ADHD—although often misunderstood—can be powerful assets in fast-paced, ever-changing environments. Learn why a mix of cognitive styles within your team is essential, and how investing in building strong connections between people with different styles enhances creativity, adaptability, and long-term success.

Dr Lisa Colledge continues her focus on innovation by exploring the cognitive strengths associated with dyslexia. Drawing on research by Helen Taylor and Martin David Vestergaard to reframe dyslexic skills as team strengths rather than challenges, Lisa highlights how dyslexic traits—such as strong holistic perception, and a rich memory for the context of experiences—equip teams to thrive in rapidly changing environments. She also discusses how evolutionary pressures shaped these traits to benefit humanity and how teams and organizations can emulate this to build resilient, adaptive teams.

Dr. Lisa Colledge shares a case study from Professor Laurent Mottron, whose research lab thrived by combining exploration and exploitation. Highlighting autistic team member Michelle Dawson's complementary contributions, the story shows how diverse cognitive styles enhance innovation. Discover how traits like attention to detail, pattern recognition, and analytical rigor in autists, combined with allistic strengths, drive impactful outcomes. Learn why fostering a cognitively inclusive culture, where everyone can thrive, is key to sustaining innovation.

Discover how cognitive diversity powers the innovation cycle in this episode of Culture by Neurodesign. Dr. Lisa Colledge explores the connection that she made in episode 13 between Patrick Lencioni’s six working geniuses and the innovation cycle. She explains the innate behaviors that drive each genius and highlights examples of people who exemplify these traits in action. Learn how gaps in your working geniuses will hinder innovation—and why activating them through a cognitively inclusive culture is essential for creating sustainable organizational success.

Dr. Lisa Colledge debunks the myth that innovation can't be systematized. By drawing distinctions between creativity and innovation and introducing frameworks like the explore-exploit model and Patrick Lencioni’s six working geniuses, Lisa explains how leaders can create the systemic conditions in their organizations to enable innovation to emerge naturally. This episode explores how a balance between cognitive styles, together with an inclusive culture, enables organizations to cycle from idea generation to value creation sustainably. Discover how to transform innovation into a lasting characteristic of your organization.

Dr. Lisa Colledge examines the balance between cultural fit and cognitive diversity, featuring case studies from Originals and Polaroid’s downfall. Learn how fostering cognitive inclusion drives innovation, resilience, and adaptability, with actionable insights to future-proof your team.

In DEI discussions, straight white men may feel unsure of their role, but they are crucial to driving change. DEI should be viewed as a strategic opportunity, not a box-ticking exercise. It’s about embracing differences, whether generational, educational, or neurodiverse, and fostering cognitive inclusion to improve engagement, innovation, and retention. Leaders should approach DEI as a strategic initiative, starting small and iterating toward a more inclusive culture. Straight white men, as the leadership majority, play a key role in creating workplaces where everyone thrives, benefiting the organization as a whole.

DEI leadership is challenging, but avoiding engagement isn’t the answer. Leaders must embrace authenticity, learn from mistakes, and adapt to criticism. Missteps, like those of Salesforce’s CEO, can spark growth if handled thoughtfully. Sometimes, holding back—like focusing on internal change instead of public statements—can be strategic. Key principles include aligning actions with values, viewing criticism as an opportunity, and prioritizing engagement over perfection. Leading with resilience and authenticity fosters lasting cultural progress.

Leaders must drive Diversity, Equity, and Inclusion (DEI) efforts, as relying on Employee Resource Groups (ERGs) is both ineffective and unfair. While ERGs provide advocacy and insights, they lack the authority, resources, and sustainability to lead organizational change. Leadership ensures unified vision, strategic alignment, and lasting integration of DEI into processes. ERGs play a vital supporting role, but success depends on leaders taking accountability and empowering these groups to amplify their impact.

Dr Lisa Colledge discusses the limitations of traditional diversity programs in organizations and urges leaders to rethink their approach to DEI.

While a diversity focus can create valuable communities and support networks, they often fall short of driving true equity and organizational success. Lisa highlights the importance of fostering a cognitively inclusive culture, where people of all neurostyles and backgrounds can contribute their best.

Dr Lisa Colledge challenges the current state of diversity, equity, and inclusion (DEI) practices. She proposes a shift in DEI focus, from simply achieving representational targets to fostering an inclusive culture that enhances organizational mission and measurable outcomes.

By focusing on cognitive inclusion and the impact on individual well-being and organizational metrics, she makes a compelling business case for why inclusion deserves a place as a strategic, leadership-led priority. Through research insights, including psychological studies on flexible thinking and engagement metrics, Lisa illustrates the tangible benefits that a leadership-led, inclusive culture can bring to both employees and the organization as a whole.

Dr. Lisa Colledge, CEO of Lisa Colledge Consulting, specializes in transforming ambitious ideas into actionable plans. She emphasizes her talent for breaking down intricate problems, influencing across teams without authority, and ensuring execution excellence. Guided by quotes that reflect her leadership philosophy and her strengths as a "Stimulator," "Creator," and "Provider," she is committed to fostering cognitive inclusion in organizations. Dr. Colledge invites collaboration to bring goals to life and hints at an upcoming podcast series exploring the evolution of diversity, equity, and inclusion.

Dr. Lisa Colledge discusses how thoughtful cultural change can drive lasting business success. She shares three case studies: SciVal, which revolutionized research decision-making through early customer engagement; a framework for responsible metrics that transformed how research institutions utilize data; and a cultural transformation within a merged department that boosted engagement and productivity. Key takeaways emphasize the importance of inclusion, education, and collaboration in fostering trust and achieving long-term success in any initiative.

Dr. Lisa Colledge discusses her approach to managing the risks of cultural change, likening it to launching a new product. She identifies four key elements essential for successful cultural transformation: leadership engagement, common purpose, upskilling, and process alignment. Additionally, she shares three strategies from her experience—leveraging internal influencers, involving employees, and adopting an agile mindset—to ensure sustainable, long-lasting change. Dr. Colledge emphasizes that cultural change is a manageable skill set crucial for business growth and longevity.

Dr. Lisa Colledge’s journey toward her purpose began with her son’s autism diagnosis, inspiring her to champion cognitive inclusion in the workplace. As a leader, she saw how creating inclusive spaces boosted morale, engagement, and business outcomes. Now, through Lisa Colledge Consulting, she promotes cognitive inclusion as both a human-centered and strategic business approach, benefiting individuals and driving innovation and profitability.