What if the people experiencing the most friction at work are actually showing us what needs to change?
In this episode of Inspirational Leadership, I had a powerful and thought-provoking conversation with Dr. Ludmila Praslova—organizational psychologist, Thinkers50 Radar honoree, and author of The Canary Code.
We explored how neurodiversity in the workplace is not just about inclusion—it’s about rethinking how we lead, how we hire, and how we create environments where people can truly thrive.
Listen to the full podcast here:
Watch the conversation on YouTube here:
Rethinking What “Good” Looks Like at Work
So many organizations are still operating from a narrow definition of what strong leadership and performance look like.
We reward quick responses, polished communication, and high visibility. But what if those aren’t actually the things that drive the best outcomes?
What stood out in this conversation is a simple but important truth: when we design for neurodivergent individuals, we create better workplaces for everyone.
This is about building a more inclusive workplace culture, yes—but it’s also about creating more effective, human-centered organizations.
Are We Hiring for the Right Things?
One of the biggest areas where this shows up is in hiring practices.
Traditional interviews often measure how someone performs under pressure rather than their ability to actually do the job. For many roles, that’s a disconnect.
A shift toward skills-based hiring—like using work samples or real-life scenarios—can completely change the game. It allows people to demonstrate their strengths in a way that’s more aligned with the role itself.
And in doing so, it naturally supports more inclusive recruitment and better hiring decisions.
Expanding How We Think About Leadership
This is something I see often in my work with leaders and organizations.
We’ve been taught that growth means moving into people leadership. But that path doesn’t fit everyone—and it shouldn’t have to.
There are so many ways to lead:
- Through strategy
- Through deep expertise
- Through coaching and developing others
- Through thoughtful, behind-the-scenes impact
When organizations expand their definition of leadership, they not only retain great talent—they unlock it.
This is where leadership development needs to evolve.
Small Shifts That Make a Big Difference
What I appreciated most about this conversation is that creating a more inclusive workplace doesn’t require a massive overhaul.
It starts with awareness—and small, intentional changes.
Things like:
- Asking your team what’s actually getting in their way
- Making career paths and promotions more transparent
- Creating space for different communication styles in meetings
- Designing onboarding experiences that support, rather than overwhelm
These are simple shifts, but they have a meaningful impact on employee engagement, psychological safety, and overall workplace wellbeing.
Leadership Starts with Care
At the core of it all, this conversation comes back to something I believe deeply:
There isn’t one “right” way to lead.
But the leaders who create the greatest impact are the ones who take the time to understand their people, adapt their approach, and lead with genuine care.
When we bring more humanity into our workplaces, everything changes—for individuals, teams, and organizations as a whole.
About the Guest
Dr. Ludmila Praslova is an organizational psychologist, Thinkers50 Radar honoree, and author of The Canary Code. She helps organizations build more inclusive, human-centered workplaces. Connect with Dr. Praslova on Linkedin or learn more about her work here.
Let’s Connect:
If this episode spoke to you, I’d love to hear from you!
And if you’re interested in exploring ways we can work together—through leadership coaching, team workshops, or speaking at your next event—please reach out. You can reach me at kristen@kristenharcourt.com
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