EPISODE · Oct 11, 2023 · 37 MIN
Leading Neurodivergent Teams in a Remote World
from Gaining the Technology Leadership Edge · host Mike Mahony
In this episode of Gaining the Technology Leadership Edge, Mike Mahoney speaks with Shea Belsky, CTO of mentra, about neurodivergent leadership, inclusive management, and what it actually takes to build equitable teams in today’s remote and hybrid workplaces. Shea shares how neurodivergent leaders bring unique perspectives, risk assessments, and problem-solving approaches—but often receive little support once they move into leadership roles. While many organizations focus on hiring neurodivergent talent, far fewer invest in helping those individuals grow into managers and executives. The discussion explores practical ways leaders can support neurodivergent employees without isolating or discriminating against them. Topics include “Manual of Me” documents, individualized communication preferences, equitable accommodations, and creating environments where leaders are allowed to fail, learn, and iterate safely. Shea emphasizes that these practices should apply to everyone, not just neurodivergent employees, to ensure fairness and consistency. The episode also addresses common misconceptions about neurodiversity, the danger of stereotypes, and why open conversations—led by leaders themselves—help break down stigma. Shea highlights how companies like HubSpot and Wayfair approach accessibility and neuro-inclusion, and how mentra aims to support both neurodivergent job seekers and employers building inclusive cultures. This conversation offers concrete guidance for leaders who want to manage humans—not just roles.
What this episode covers
In this episode of Gaining the Technology Leadership Edge, Mike Mahoney speaks with Shea Belsky, CTO of mentra, about neurodivergent leadership, inclusive management, and what it actually takes to build equitable teams in today’s remote and hybrid workplaces. Shea shares how neurodivergent leaders bring unique perspectives, risk assessments, and problem-solving approaches—but often receive little support once they move into leadership roles. While many organizations focus on hiring neurodivergent talent, far fewer invest in helping those individuals grow into managers and executives. The discussion explores practical ways leaders can support neurodivergent employees without isolating or discriminating against them. Topics include “Manual of Me” documents, individualized communication preferences, equitable accommodations, and creating environments where leaders are allowed to fail, learn, and iterate safely. Shea emphasizes that these practices should apply to everyone, not just neurodivergent employees, to ensure fairness and consistency. The episode also addresses common misconceptions about neurodiversity, the danger of stereotypes, and why open conversations—led by leaders themselves—help break down stigma. Shea highlights how companies like HubSpot and Wayfair approach accessibility and neuro-inclusion, and how mentra aims to support both neurodivergent job seekers and employers building inclusive cultures. This conversation offers concrete guidance for leaders who want to manage humans—not just roles.
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Leading Neurodivergent Teams in a Remote World
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