We break down how leaders can co-regulate or co-dysregulate a team, and why tiny shifts in structure can radically change safety and performance for neurodivergent professionals. We also read a love letter that names the cost of masking, and the strengths workplaces miss when they demand one “normal” way of thinking.
• co-regulation from managers through tone, posture, pacing and preparation
• agendas, shared topic lists and predictable openings as cognitive scaffolding
• reducing cognitive load to support executive function and better work output
• being concrete and explicit about deliverables to prevent rework and confusion
• making support feel fair by offering options to everyone, including breaks and video-off
• building psychological safety so people can advocate without shame or forced disclosure
• separating presentation from ability across schools, workplaces and other systems
• rethinking performance reviews to value different strengths and processing styles
• retaining neurodivergent talent through change planning, clarity and follow-up conversations
• reading and reflecting on the love letter: “Different doesn’t mean deficient”
You can find Jessica Lee at www.neurotalentworks.org and Melody Valenzuela at www.rapporteducation.org or at rapportconsulting.org. You can also reach Jessica on all social medias at neurotalentworks. You can email them at neurotalentworks.org.
You can reach Ann or Tina at Real Talk with Tina and Ann and email them at podcastrealtalktinaann@gmail.com.
