What does neuroinclusive communication look like at work?

Many leaders want to create inclusive teams, but do not always know what that means in everyday interactions and communication in meetings and conversations. It is one thing to value difference in principle, but another to understand how communication styles, meeting structures, sensory needs, processing time and psychological safety can be shaped so people feel able to speak and truly contribute.

In this conversation with Sara Bagheri, Communication and Voice Consultant, we explore the intersection between communication and neuroinclusion, with a particular focus on ADHD in the workplace.

Sara holds a Bachelor of Science in Speech, Language and Voice Therapy and works with professionals and organisations to transform how they communicate in speaking environments such as panels, conferences, podcasts and high-stakes interviews.

Together, we explore why neurodiversity is part of the wider human experience of how our brains process information, behaviour and communication differently. Sara shares how ADHD may show up in workplace communication and how behaviours can be misinterpreted.

This conversation connects closely to Cultural Intelligence because both require us to question assumptions. Whether we are working across cultures, languages, generations or neurotypes, leaders need to ask- whose communication style is being rewarded, whose voice is being missed, and what conditions allow more people to contribute their ideas?

Sara's insights and strategies are a valuable reminder that inclusive communication benefits everyone, and improves clarity, participation and psychological safety for the whole team.

What you will learn in this episode:

• What neurodiversity, neurotypical and neurodivergent mean, and why the language matters
• How ADHD can show up through communication, interaction and behaviour at work
• Why directness, urgency, going off on a tangent, or high energy can be misinterpreted
• The ways in which meeting preparation, agendas and clear expectations invite better contribution
• The strengths of those with ADHD and the benefits to the whole team of different communication and participation styles
• Ways for managers to support and reduce the cognitive load for neurodiverse team members
• How meetings can be adapted to support sensory needs and processing time

This conversation is ultimately about creating workplaces where individuals have the space to communicate, contribute or lead in their own way.

For leaders, this means becoming more aware of your own communication preferences, noticing the styles you may unconsciously reward, and creating spaces where different people can participate without having to mask, over-adapt or exhaust themselves to fit in.

What assumptions could you be making about a team member's communication style?

Whose voice is missing from your meetings?

Resources:

• Visit Sara Bagheri's website: https://www.fluencecomms.co.uk/
• Connect with Sara Bagheri on LinkedIn: https://www.linkedin.com/in/sarafluencecomms/
• Find out more about Victoria's book, Become a Global Leader: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration: https://www.linkedin.com/in/victoria-rennoldson

Read this Episode's Blog post here:

• ADHD & Neurodiversity: The Communication Barriers your Team could be Struggling with - https://culturecuppa.com/adhd-neurodiversity-the-communication-barriers-your-team-could-be-struggling-with/

What happens to human judgement with AI?

Many of you I am sure are being encouraged to use AI more, embed it fully and become even more productive. Yet there is a deeper question sitting underneath the flurry of activity and hype: are we simply outsourcing the very human skills that make us so valuable?

In this conversation with Rahim Hirji, author of 'SuperSkills: The Seven Human Skills for the Age of AI' and keynote speaker on AI and human capability, we explore the specific skills to focus on as AI becomes increasingly enmeshed in our work and lives.

He shares a powerful leadership tension that AI can help us move faster, but it can also quietly, and without us even noticing, weaken our judgement as we forget where our own thinking begins and ends in 'algorithmic drift', those moments when we slowly hand over our agency.

This conversation is not anti-AI, in fact, Rahim talks clearly about being both pro-human and pro-AI, and argues that the real opportunity is to develop an augmented mindset, knowing when to use AI, when not to use it, and where the human needs to remain firmly in the process.

Rahim co-founded the skills platform EtonX, led international growth at Quizlet across more than 60 countries, and his SuperSkills research spans more than 200 organisations in over 30 countries. He also writes 'Box of Amazing', a weekly briefing on AI, technology and human capability read by more than 25,000 leaders.

What you will learn in this episode:

• Why judgement has become one of the most important human skills in the age of AI
• How we are sleepwalking into 'algorithmic drift', unconsciously handing over decision-making
• Where humans belong in AI-enabled processes
• How leadership can help their people to focus on their agency and human capabilities
• The power of real curiosity
• The opportunity of the augmented mindset - the power of both AI and humans together
• Why global adaptability still matters
• The inherent cultural values and biases in AI
• A message of hope

Where in your work are you already outsourcing more judgement to AI than you realise?

How often do you pause to consider how to answer your questions, and if AI is the right channel?

Resources:

• Find out more about Rahim Hirji's book 'SuperSkills': https://www.thesuperskills.com/book
• Learn more about Rahim's work: https://www.thesuperskills.com/
• Connect with Rahim on LinkedIn: https://www.linkedin.com/in/rahimhirji/
• Connect with Rahim on Instagram: https://www.instagram.com/rahimhirji/
• Find out more about Victoria's book, Become a Global Leader:https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration: https://www.linkedin.com/in/victoria-rennoldson
• Find out more about Victoria's strategic communication programmes:https://culturecuppa.com/individuals

Read this Episode's Blog post here:

• AI: from algorithmic drift to human agency: https://culturecuppa.com/ai-from-algorithmic-drift-to-human-agency/

What if the reason your assignment is stuck is that there is a lack of alignment on the issue?

I speak regularly with professionals who are under constant pressure to move at pace, demonstrate progress and deliver tangible and visible solutions. Yet in that rush to act, teams can easily jump into solutions before they have properly aligned on the problem they are trying to solve.

In this podcast episode, I explore why better answers start with better questions, and why problem alignment is often skipped in the move to create momentum. I look at what happens when key decision-makers appear to be discussing the same mission, but are actually working from very different assumptions about its purpose and measure of success.

And this is not just a delivery issue because when stakeholders are not aligned on the problem, time is wasted, frustration builds and the team can feel as if they are looping backwards to initial phases which they thought they had completed.

This becomes even more complex in global and diverse teams, where different behavioural preferences, communication styles and cultural norms can influence how people define problems in the first place, express disagreement, manage risk, and their bias for action.

What you will learn in this episode:

• Why teams often jump into solutions before agreeing on the real problem
• The individual and team impact of misalignment
• The aligning challenge - defining the problem
• The culturally driven behavioural preferences that influence how people approach projects
• Which cultural factors can create the greatest resistance, friction and misalignment
• How uncertainty avoidance can shape how people respond to risk
• The clarity questions you can use before moving into implementation

Where might you be jumping into solutions before agreeing on the problem?

How could cultural intelligence help you notice the hidden misalignment before it becomes an issue?

Resources:

• The topics from today's podcast feature in Pillar 2 Clarity and Pillar 4 Cultural Intelligence from Victoria's book, Become a Global Leader. Explore deeper, get your copy: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more global leadership, strategic communication and Cultural Intelligence insights: https://www.linkedin.com/in/victoria-rennoldson
• Talk to Victoria about your team's communication and cultural challenges : https://culturecuppa.com/contact/

Read this Episode's Blog post here:

• Are you solving the wrong problem? https://culturecuppa.com/are-you-solving-the-wrong-problem/

What happens when encouragement becomes a leadership capability, not just a nice thing to do? According to Helen Gibson MBE, encouragement is not soft or superficial, it is where we get our courage from.

Many leaders and ambitious professionals are navigating what Helen calls 'the porridge (oatmeal) of life', those thick, heavy moments where progress feels slow, energy is low, you're losing momentum, and the way forward is not always clear. In complex organisations and uncertain times, this can show up as pressure, decision fatigue, or simply feeling stuck.

This is when encouragement is needed, as something we can practise, notice, capture and offer to others, not just receive.

In this conversation with Helen Gibson MBE, award-winning global entrepreneur, TEDx speaker, coach, international business leadership expert and author of 'Go for Goosebumps', we explore how encouragement can help individuals, teams and organisations move forward through difficult moments.

Helen's leadership experience spans complex transformation programmes for governments around the world, including counter-terrorism, corruption, cybercrime, health crises and justice reform. As the former CEO of her family business, she led values-driven frontline change across nearly 30 countries for clients including the UK Government, the NHS, the EU and the United Nations. Recognised with an MBE for services to international trade, Helen brings deep experience in resilience, international business, women in leadership and meaningful change.

What you will learn in this episode:

• Why encouragement matters in leadership, especially now
• How experiencing goosebumps (shivers of excitement) can signal momentum
• What happens when we get stuck in the 'porridge (oatmeal) of life'
• Her traffic light model to help you know where to move forward
• Showing people you care before trying to prove what you know
• How stories and legacy questions help people reconnect with what matters
• What to do if you have no time for the perfect pause
• 'Victories folders' to help build your evidence for confidence
• How leaders can best encourage themselves and others

Where are you currently walking through 'the porridge of life'?

What signs of encouragement might you be missing?

How could you encourage someone else this week?

Resources:

• Connect with Helen Gibson on LinkedIn: www.linkedin.com/in/helengibsonmbe
• Visit Helen Gibson's website: https://www.helengibsonmbe.com
• Find Helen Gibson's book 'Go for Goosebumps!': https://www.waterstones.com/book/go-for-goosebumps/helen-gibson/9781806340316
• Listen to Helen Gibson's TEDx talk: https://www.youtube.com/watch?v=WtbMDM33q2s
• Find out more about Victoria's strategic communication programmes: https://culturecuppa.com/individuals /
• Buy Victoria's book, Become a Global Leader: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration: https://www.linkedin.com/in/victoria-rennoldson

Read this Episode's Blog post here:

• Why Encouragement is a Leadership Capability: https://culturecuppa.com/why-encouragement-is-a-leadership-capability/

What happens when senior leaders have the conversations they rarely get to have?

Many senior leaders carry questions, pressures and responsibilities that are not always visible from the outside. They may be managing organisational change, complex teams, at the same time as personal and family commitments and challenges. While they juggle difficult decisions, there is the pressure to appear composed, even when they are working things out themselves.

In this podcast episode, I share my reflections and observations from my first senior leader dinner, a confidential and intimate evening for women leaders to come together, put job titles and organisations aside, and have a different kind of conversation about the realities of leadership today.

This was not a networking evening, a general catch up, or even a formal leadership event. It was a space for honest conversation, good food, peer connection and deeper thinking in a very special experience.

Respecting the confidentiality of the room, I draw on the broad themes that emerged from the dinner, exploring why leadership and life are not separate conversations, why senior leaders need trusted spaces to share, and how behaviours, language and signalling can shape the culture experienced by the people they lead.

What you will learn in this episode:

• Why senior leaders need spaces for honest conversations beyond the usual networking places
• The human realities of leadership that are often hidden beneath visible exteriors
• Why leadership and life are not separate conversations
• How the work-life blend can be a more useful idea than work-life balance
• The opportunity to 'give permission' through signalling behaviour
• How language can reveal hidden assumptions about women in leadership
• The value of confidential peer spaces where leaders can share honestly

Where do you currently go to have open conversations about the realities of your leadership?

What are you carrying as a leader that is invisible to others?

Resources:

• Who do you know who would value Victoria's next senior leader dinner for women? DM Victoria on LinkedIn: https://www.linkedin.com/in/victoria-rennoldson
• Learn more about and buy Victoria's book, Become a Global Leader:https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more global leadership, strategic communication and Cultural Intelligence insights: https://www.linkedin.com/in/victoria-rennoldson
• Talk to Victoria about global leadership coaching:https://culturecuppa.com/contact/

Read this Episode's Blog post here:

• The Conversations Senior Leaders Rarely Have: https://culturecuppa.com/the-conversations-senior-leaders-rarely-have/

What does it take to grow into leadership?

Leadership can look impressive from the title, but the reality is often far more complex. It can mean making decisions without having all the insight, shouldering responsibility without certainty, holding competing stakeholder needs, and recognising when the path you once wanted is no longer the right one.

In this conversation with Helen Brocklebank, Chief Executive of Walpole, the sector body for the UK's leading luxury brands, we explore leadership as an evolving apprenticeship rather than the end goal or title you finally achieve.

Since becoming Chief Executive in 2017, Helen has led significant growth and transformation, strengthening Walpole's advocacy, sustainability leadership and industry influence. She spearheaded the British Luxury Sustainability Manifesto, and serves on the Board of the European Cultural and Creative Industries Alliance and the Duke of Edinburgh's Award Women in Business Committee.

Helen shares openly how a long-held ambition to run her own business ultimately taught her that success on paper does not always mean alignment in practice. That experience became a pivotal moment in understanding her values, strengths and the kind of leadership role in which she could make her greatest contribution.

Together, we explore why leadership starts with knowing yourself, why physical strength, creativity and cultural curiosity can support better decision-making, and why listening is the essential first step in communication, storytelling and stakeholder influence.

A core thought that emerged from this conversation- every role, relationship and difficult experience can become part of your leadership apprenticeship if you are willing to notice what it is teaching you.

What you will learn in this episode:

• How to recognise when career ambitions no longer align with your strengths, values or wellbeing
• Why self-leadership is the foundation for leading others effectively
• The role strength, energy and personal habits play in sustaining leadership performance
• How your learning can strengthen empathy, problem-solving and strategic thinking
• Storytelling is fundamental to leadership
• How listening helps leaders unlock challenging situations
• The role of candid, uncomfortable conversations
• Why leadership is a behaviour, not a job title

What is your current role teaching you as part of your 'leadership apprenticeship'?

Resources:

• Connect with Helen Brocklebank on LinkedIn: https://www.linkedin.com/in/helenbrocklebank/
• Find out more about Victoria's strategic communication programmes:https://culturecuppa.com/individuals /
• Buy Victoria's book, Become a Global Leader:https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration: https://www.linkedin.com/in/victoria-rennoldson

Leadership: the Journey, not the Job Title

What happens when leaders can no longer offer certainty?

Many professionals I speak to are navigating continuous waves of change with organisational restructures, constantly shifting priorities, AI changing ways of working, economic uncertainty and changing customer expectations all part of everyday working life. For many, it feels less like steering towards a destination on the high waves, constantly adjusting course, with no chance of calm seas.

In this podcast episode, I explore one of the biggest questions that I hear emerging: how do leaders create certainty for their teams when nobody can confidently predict what comes next?

As teams adapt to permanent change, leadership itself is changing too. The old expectation that leaders should always have the answers is not realistic.

Drawing on reflections from the recent CIPD Festival of Work conference, conversations with senior leaders and my own coaching work, I explore why your clarity has become one of the most important leadership skills in uncertain times.

What you will learn in this episode:

• Why uncertainty means leaders have to be like Wimbledon tennis players
• The difference between creating certainty and creating clarity
• How leaders can communicate direction honestly, while acknowledging what is still unknown
• Experimentation - a more effective leadership mindset than forecasting
• The importance of alignment, communication consistency and transparency when priorities are changing
• What your team need most from you
• The questions you can answer to create clarity
• How the 4 Pillars of Global Leader Communication can help you through uncertainty

How can you create greater clarity for your team this week?

Resources:

• Learn more about and buy Victoria's book, Become a Global Leader: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more leadership communication, confidence and Cultural Intelligence insights: https://www.linkedin.com/in/victoria-rennoldson
• Talk to Victoria about leadership coaching: https://culturecuppa.com/contact/

What does it mean to find your voice?

Your ability to communicate confidently, influence others and share your perspective has never been more important, yet finding your voice is far more than about being a confident public speaker. It is about recognising the value of your contribution and having the confidence to share it.

In this empowering conversation with Gill McKay, award-winning TEDx speaker, author and speaker coach, we explore what it means to find your voice and why so many people struggle to do so, and end up 'staying small'.

With a background in neuroscience, Gill has helped hundreds of people overcome their imposter syndrome to share their ideas and stories with greater impact. She is passionate about helping people recognise that their views and messages matter, and that they can create an impetus for change through sharing their voice.

Together, we explore the internal narratives that cause people to play small, the impact of dominant voices in teams, and why curiosity, confidence and a reframe on service can help people move beyond fear and self-doubt.

Gill's message rings clear- your voice matters.

What you will learn in this episode:

• Why capable professionals hold themselves back from speaking
• How organisational culture can influence who speaks and who stays silent
• Confidence is built through action, rather than waiting until you feel ready
• The mindset shift that can move you forward
• How curiosity can help you overcome fear, self-doubt and limiting beliefs
• The role of silence, listening and thoughtful contribution in effective communication

Where might you be holding back a perspective that could add value?

Resources:

• Connect with Gill McKay on LinkedIn: https://www.linkedin.com/in/gillmckay/
• Watch Gill McKay's TEDx Talk: https://www.youtube.com/watch?v=ewwAAYxPfRQ
• Join Gill McKay's Speak and Shine Summit: https://kieradair.com/speak-and-shine-summit/
• Find out more about Victoria's strategic communication programmes: https://culturecuppa.com/individuals /
• Buy Victoria's book, Become a Global Leader: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration: https://www.linkedin.com/in/victoria-rennoldson

What if being heard was not about speaking more?

Many professionals I work with tell me they want to be more vocal in meetings, contribute with greater confidence, and ensure their ideas are recognised.

Yet beneath those goals often sits a deeper challenge. It is not a lack of expertise, experience or valuable ideas. It is the hesitation, the overthinking and the fear of judgement, and even the question of whether their perspective is good enough to share.

This is the uncertainty that comes before your contribution ever surfaces. Maybe you recognise this too?

In this podcast episode, I explore why being heard starts long before you enter the meeting room. We look at what creates the opportunity for others to listen to you, and why waiting for permission, certainty, or the perfect moment may be holding you back more than you realise.

This is a simple but powerful shift- being heard is not about speaking more. It is about recognising the value of your contribution, trusting yourself to make it, and crafting your own conditions for your voice to have impact.

What you will learn in this episode:

• Why the challenge isn't your communication
• How fear, overthinking and perfectionism can quietly stop you from contributing
• A practical way to deal with the doubts before important conversations
• How clarity creates confidence
• The hidden cost of staying silent
• How to tap into leadership presence
• Strengthen your presence and influence in meetings

One of the strongest themes throughout this episode is that many professionals are already capable, experienced and knowledgeable enough to credibly share their ideas.

The challenge is not capability, but permission, specifically the permission we do or do not give ourselves.

Ultimately, being heard is not about waiting for the perfect moment, it is about trusting yourself enough to create it.

What valuable perspective, idea or challenge might your team be missing if you remain silent?

Resources:

• Learn more about and buy Victoria's book, Become a Global Leader:https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more leadership communication, confidence and Cultural Intelligence insights: https://www.linkedin.com/in/victoria-rennoldson
• Talk to Victoria about leadership coaching:https://culturecuppa.com/contact/

What does resilience really look like?

I meet many professionals today who are navigating wave after wave of change: Reorganisations, shifting priorities, business uncertainty, technological disruption and growing pressure to do more with less have become familiar features of organisational life.

Yet while resilience is frequently talked about, it is often misunderstood.

In this conversation with Julian Roberts, executive coach, author and host of the Helping Organisations Thrive podcast, we explore what resilience really means for leaders and teams operating in increasingly fragmented environments.

After a 20-year career in senior roles at global organisations including Heinz, Yoplait and Johnson & Johnson, Julian founded Julian Roberts Consulting, specialising in helping leaders and teams thrive under pressure. He is the creator of the Team Resilience Diagnostic Tool and author of Weathering the Storm: A Guide to Building Resilient Teams.

Together, we discuss why resilience is not about simply pushing through adversity, why 'grit' can sometimes become counterproductive, and how leaders can create the conditions for individuals and teams to navigate uncertainty more effectively.

At the heart of this conversation is an important shift in perspective. Resilience is not a fixed trait that some people possess and others lack. It is a capability that can be developed, strengthened and intentionally cultivated, both individually and collectively.

What you will learn in this episode:

• Why uncertainty and constant change are creating new leadership challenges for teams
• The difference between healthy resilience and what Julian describes as 'toxic resilience'
• Why resilience is not about simply working harder or pushing through difficulty
• Practical habits that help strengthen personal resilience, including gratitude, mindfulness and community
• How leaders can create greater resilience through purpose, meaning and clarity
• Why understanding the psychology of change helps leaders support people more effectively
• How diversity of thought strengthens a team's ability to navigate uncertainty and solve complex problems
• Why healthy challenge and critical thinking are essential leadership capabilities in today's workplace

One of the strongest themes throughout this conversation is that resilience is not about individual toughness.

Many organisations focus on helping individuals become more resilient, but resilient teams are created through something different. Purpose, trust, psychological safety, challenge, diverse perspectives and strong relationships all play a role in helping teams perform well under pressure.

Ultimately, resilience is not about avoiding storms, it is about developing the capability to navigate them with greater clarity, adaptability and confidence.

When faced with uncertainty, do you tend to push through harder, or create space to learn, reflect and adapt?

What practices could help you strengthen your own resilience and support the resilience of those around you?

Resources:

• Connect with Julian Roberts on LinkedIn: https://www.linkedin.com/in/julesroberts/
• Learn more about Julian's book, 'Weathering the Storm': https://www.amazon.co.uk/dp/B0DFTYN2Y2
• Listen to Julian Roberts' podcast: https://www.julianrobertsconsulting.com/podcast-1
• Find out more about Victoria's leadership and Cultural Intelligence programmes: https://culturecuppa.com/individuals/
• Learn more about and buy Victoria's book, Become a Global Leader: https://culturecuppa.com/book/
• Follow Victoria on LinkedIn for more strategies, ideas and inspiration:https://www.linkedin.com/in/victoria-rennoldson