Being Collective

Out of Sync? Use This "Extra" Hour to Find Your Flow With the time change, our bodies are momentarily out of sync with the clock—an hour ahead of our routines and schedules. It’s a small shift but one that offers a valuable opportunity to reflect. For the next few days, you might notice your peak focus arriving sooner, hunger kicking in early, and fatigue setting in before the official workday ends. Instead of rushing to adjust, what if we paused to actually listen to these cues? This week, we invite you to take note of your natural rhythm: when your mind is sharpest, when breaks feel most needed, and how your energy flows throughout the day. Use these insights to rethink your meetings, schedules, focus time, and collaboration moments. Does your team’s meeting time truly maximize creativity and focus? Could a shift better support innovative thinking? Take this rare alignment check as a prompt to explore what a schedule that truly honors our natural rhythm might look like. A few simple adjustments could unlock fresh energy, focus, and a new way of working together as we approach the new year. Because when we align with our natural rhythms, we don’t just work—we thrive. #leadership #fallback #workflows

"Can you please haiku this?" A haiku might seem like a tiny poem, but it carries a big lesson: in just a few words, it sparks understanding and connection. It’s about saying what truly matters and leaving space for others to connect in their own way. What if we approached our work the same way? Simple, clear, and purposeful—so that everyone, regardless of background, learning style, or neurodivergence, feels included. Matsuo Bashō, a famed haiku poet from the 1600st, believed in capturing the essence of a moment, revealing profound truths with only the essentials. Bashō’s words offer more than just an image—they’re a reminder that clarity can reveal richness, even in simplicity. His approach resonates with our modern need for focus, especially in a world where presence and connection often compete with constant distraction. His work reminds us that less can indeed be more—not by stripping things away but by making what’s left truly count. When we sit with clients to shape neuroinclusion practices, we ask them to imagine work designed with that same purpose. Imagine starting every project or presentation with the heart of the message, making sure people know the “why” right away. For neurodivergent thinkers especially, clarity and intentionality create space for focus and connection without the overwhelm. A clear, purpose-led approach invites everyone in and reduces the need for endless meetings. We invite you to look at your work through the lens of a haiku: make each word intentional, create room for presence, and bring everyone along for the story—without needing a meeting for every chapter. #PurposefulLeadership #Haiku #neuroinclusion

Curiosity led us here. Where will Diverge™ take you? Coming soon. #neuroinclusion #digitaltransformation #workplacetechnology #futureofwork #accessibleworkplace

Curiosity led us here. Where will Diverge™ take you? Coming soon. #neuroinclusion #digitaltransformation #accessiblework #futureofwork #innovation #workplacetechnology

Ditch the Burnout: Leading with Clarity, Not Overload https://lnkd.in/e6d8vVzd When we saw this advice from a respected leadership firm, we had the same reaction you might have now—how can a company that claims to build extraordinary cultures encourage burnout? It’s a contradiction: being told to value work-life balance, yet rewarded for overextending ourselves or being judged by perception, not actual results. At Being Collective, we reject the notion that dedication means after-hours emails. Studies show working late doesn’t boost performance—it leads to emotional exhaustion, reduced attention, impaired memory, and stifled creativity. Why advise staying connected 24/7, only to see productivity and engagement decline? Asking employees to respond after hours fosters burnout, not performance. We help create environments where success is measured by results—not hours worked. One client, a high-growth tech firm, struggled with burnout. After shifting to value delivered over time spent, employee satisfaction increased by 27% within six months. The future of leadership lies in valuing human creativity and connection—qualities stifled by an always-on culture. AI and automation are reshaping industries, but the best leaders will build trust and empowerment, knowing true productivity isn’t about constant availability but meaningful work. At Being Collective, we help leaders incubate high-performing cultures without compromising well-being. We don’t just offer advice; we partner with you to drive lasting results. If you’re looking for a partner who truly understands your challenges and goes beyond delivering a 120-page report of charts and recommendations, we’re here to help you, with you, build teams that excel—without burnout Your people deserve environments that challenge, support, and inspire - so they stick around. Let’s create a culture of true excellence together!

Don’t (9)Box Me In: How Skills, Not Categories, Drive Real Results   Why are we still using tools like the 9-box grid in talent reviews, focusing more on where someone fits on a matrix rather than what they can truly offer? Let's rethink the way we categorize talent and move towards a more skills-driven approach.   The Problem with the 9-Box Grid is that it forces leaders to label people "A players" or "B players" without looking at the full picture. It’s a rigid system that often leads to debates over where someone fits on a grid, rather than how their original strengths drive business results.   Labels like "B players" do a disservice to team members who provide the steady, reliable contributions that keep organizations running. Instead of focusing on someone's place in a 9-box, why not highlight their critical role in maintaining balance and ensuring consistency across the team? In reality, these are the ones driving the engine of high-performing teams.   When we get stuck on a person’s box placement, we miss the chance to develop their true potential. Imagine if we focused on building teams around complementary skills rather than arbitrary labels. Shifting to a skills-based mindset can create more cohesive teams that work together to solve complex challenges, rather than getting lost in old, hierarchical thinking.   Here's how your organization can move beyond the limits of the 9-box:   Shift to Skills-Based Team Building: Skills are what drive results. Start building teams around complementary skills that mesh to create better outcomes. Conduct a Comprehensive Skills Audit: Instead of relying on a static grid, take a fresh look at the unique skills each team member brings that often go unrecognized in traditional reviews. Encourage Cross-Skill Development: Help your team move beyond their "box" by creating opportunities for them to learn from one another, blending their strengths and developing new skills. Redefine Talent Recognition: The 9-box rewards performance, but what about consistency, collaboration, or innovation? These are equally vital and should be recognized in reviews and promotions. Create Career Growth Pathways Based on Skills: Don’t limit growth to what box someone is placed in. Promote skill mastery and versatility over the old ladder of hierarchical advancements.   Teams don’t succeed because a few "A players" hog the spotlight—they thrive when diverse skills come together in thoughtful collaboration. It’s time to move past outdated tools like the 9-box grid and instead focus on the skills and networks of collaboration that actually drive innovation and business results.   In reality, teams win not because of a few standout stars but because of the thoughtful cohesiveness of individuals with different skill sets. How is your team breaking out of the 9-box? #WorkplaceInnovation #SkillsBasedHiring #TalentManagement

A big thanks to our partners, Norwegian Cruise Line Holdings Ltd. for diving into universal design with us and sparking innovation in such a fun way! Your leaders’ creativity lit up the room, and your commitment to the Rising Stars program is shaping the leaders of tomorrow.

ADHD Isn’t a Superpower. But Resilience Reminds Us We're Inpowered. At Being Collective, we’re inspired by The Female Quotient's Inpower campaign—a reminder that power isn’t something handed over, it’s something women already hold within. For women with ADHD, this message feels especially true. Our power doesn’t come from the idea that ADHD is a superpower in itself. Instead, it’s the resilience we build from navigating the daily challenges that truly makes us INpowered. ADHD brings moments of creativity, adaptability, and seeing connections others might miss. But it also brings struggles as captured in our artistic friend’s self-portrait. It’s not a superpower to be constantly managing overwhelming thoughts, racing deadlines, and the pressure to stay organized. That’s why the Inpower message is so important: it’s not about glossing over those challenges. Real power comes from facing them head-on, and growing stronger because of them. As we celebrate ADHD Awareness Month, we stand with the women who are INpowered by this resilience. The strength isn’t in pretending ADHD is easy or a superpower; it’s in owning the fact that we overcome obstacles every day—and that’s what builds true resilience and power. Thank you to Shelley Zalis at The Female Quotient for leading the charge with your Inpower campaign. Together, we’re reshaping how the world sees women with ADHD—not through simplified narratives, but by embracing the full reality of our strengths and struggles. Reminder: Join us in pushing for change by signing our neuroinclusion petition: https://lnkd.in/eJVvA7Td #ADHDAwarenessMonth #Neuroinclusion #GirlsWithADHD #ADHDWomen #InclusionMatters #Includeneuroinclusion    

How many brilliant minds will we lose before we stop pretending everything is okay? Will West, a doctor diagnosed with ADHD, tragically lost his life to suicide. He wrestled with the stigma surrounding neurodivergence in silence. This devastating story isn’t an isolated tragedy—it’s a reality for so many navigating high-pressure careers while masking their true selves. As cofounders of Being Collective, we’ve lived this fear. We’ve experienced the suffocating pressure to hide how our brains work, fearing judgment, misunderstanding, and exclusion. The weight of masking takes a toll, and too often, we carry that burden alone. Why is it still so hard to openly talk about ADHD, neurodivergence, mental health, and intersectionality? Why do we feel the need to hide something that is integral to who we are—when it’s these differences that can fuel creativity, innovation, and connection? Our brains work differently, and that comes with both challenges and tremendous strengths. Without environments that embrace these differences, we risk not only missing out on our own potential but something far more serious. We risk losing brilliant minds, like Will. We must create spaces where admitting cognitive differences isn’t met with shame or fear, but with safety, support, and respect. Because no one should feel like they have to hide in order to belong. Neuroinclusion is about more than just policies—it’s about saving lives. It’s about creating workplaces where asking for accommodations isn’t a sign of weakness but a path to unlocking our fullest potential and well-being. As leaders, it’s time for us to act. We cannot let another brilliant mind fight this battle in silence. Let’s normalize these conversations, create spaces where neurodivergent people can thrive, and build a culture that values every brain. Let’s not wait for another silent tragedy. Let’s take action now. Because every life, every brain, matters. #Neuroinclusion #ADHDAwareness #MentalHealthMatters #InclusiveLeadership #EmpathyInAction  

Making (literal) Space for Winning Teams: In some Japanese workplaces, employees who arrive early intentionally park farther away, leaving the closer spots for those who might need them. It’s not a rule—it’s an unspoken agreement rooted in mutual respect. This simple gesture captures the essence of a neuroinclusive workplace: making room for others, not because you have to, but because it benefits everyone. At Being Collective, we often hear concerns like, "What if people take advantage of progressive work policies?" But here’s the truth (and there’s science to back it up)—policies built on mistrust don’t build winning teams. When employees, especially those who are neurodivergent, feel disconnected or undervalued, they are more likely to struggle. So, the real question isn’t just about preventing misuse; it's about creating an environment where employees feel seen, trusted, and invested in the team’s success. A thriving workplace isn’t about who gets in first or last—it’s about creating conditions where everyone can succeed. Want a high-performing team? Start by looking at how you’re making space for each individual, especially those whose needs might be different. It’s not just about policies; it’s about building a culture where respect, trust, and consideration for neurodiversity are woven into every interaction. In the end, it’s simple: Cultures that consider everyone are cultures that win.