Most neurodiversity initiatives fail for one reason: they're designed to help neurodivergent people fit in better. Stop trying to fix people. Start fixing systems. Accommodation mindset (which is what most cultures use) says: "We have a standard way of working. If you can't do it that way, we'll make exceptions." The message neurodivergent employees hear: "You're the problem. We'll help you fit in better." This creates:  Shame (needing to be "accommodated")  Isolation (being

When you're gifted AND neurodivergent (also known as 2e, or twice exceptional): your high intelligence doesn't eliminate your neurodivergent support needs, it just masks them better and creates more shame around asking for accommodations. You develop elaborate compensation strategies that work brilliantly, until they don't (oh haiiii perimenopause).When the cognitive load becomes unsustainable, you burn out. You've been compensating so effectively, no one realizes you're stru

Regulation first. Results follow. Why most productivity systems fail neurodivergent leaders, and what to do about it.

WHEN YOU ARE SUPPORTED your neurodivergence isn't a liability, it's leverage.

A few months ago, a leadership client asked me: "How do I know if I’m honouring my capacity or just being lazy?" Oof. She'd just turned down a speaking opportunity. A reeeeeeally good one. The kind that would have looked impressive on LinkedIn. But she was already stretched thin and her nervous system was sending clear signals- now was not the time. Still she was questioning herself because somewhere along the way, we learned that saying yes to everything is ambition, and hon