Glossary

This glossary provides precise, leadership-relevant definitions of key concepts related to neurodivergence, nervous system regulation, and inclusive organizational strategy. It supports readers, consultants, and HR professionals in building nuanced understanding and systems-level fluency across cognitive profiles, neuroscience, and adaptive leadership design.

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Ableism

A system of discrimination and social prejudice against individuals with disabilities or neurodivergent traits, based on the belief that typical cognitive and physical functioning is superior. In leadership and organizational contexts, ableism manifests structurally—through normative expectations, exclusionary practices, and failure to accommodate diverse neurotypes. Addressing ableism is central to genuine inclusion and equity in the workplace.

Adaptive Capacity

The ability of individuals or systems to respond flexibly and effectively to change, stress, or complexity. In leadership, it is a key marker of sustainability and resilience, particularly in diverse or high-pressure environments.

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Acetylcholine
A neurotransmitter involved in attention, memory, and neuroplasticity. It plays a key role in learning and information retention—critical processes for cognitive flexibility in leadership and team development.

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ADD (Attention Deficit Disorder)
A subtype of ADHD characterized primarily by inattentiveness, distractibility, and internalized executive function challenges—without overt hyperactivity. In leadership contexts, ADD may affect time management, task persistence, and organizational follow-through, often masked by compensatory strategies.

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ADHD (Attention-Deficit/Hyperactivity Disorder)

A neurodevelopmental condition characterized by differences in attention regulation, impulse control, and cognitive pacing. In leadership, ADHD may manifest as idea generation, hyperfocus, or time-blindness—alongside regulatory challenges.

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Alexithymia

A subclinical trait characterized by difficulty identifying, describing, and differentiating emotions. Common in Autism, ADHD, and trauma-related profiles, alexithymia can impact self-awareness, empathy, and emotional regulation. In leadership and team dynamics, it may lead to misreads in interpersonal contexts or hinder conflict resolution unless explicitly scaffolded through coaching or structured reflection tools.

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Asperger’s Profile
Previously a formal diagnosis, now part of the autism spectrum, this profile includes traits such as intense focus, systems thinking, and difficulty with social pragmatics—often without intellectual or language delay. In leadership, this profile may present strengths in analysis and principled decision-making, with challenges in informal social dynamics.

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AuDHD
A mixed neurotype combining ADHD and Autism traits. AuDHD profiles often involve high creative output, rapid contextual scanning, and sensory sensitivity, but can also result in internal friction between novelty-seeking and need for structur

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Auditory Processing Disorder (APD)
A condition in which the brain has difficulty interpreting auditory information despite normal hearing ability. In workplace communication, APD may affect the processing of spoken instructions, group discussions, or background noise tolerance.

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Autism

A neurodevelopmental profile marked by differences in sensory processing, social communication, and cognitive patterning. Autistic leaders often bring systems thinking and principled decision-making, while navigating social and sensory strain.

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Boreout

A state of mental, emotional, and physiological exhaustion caused by chronic underchallenge, lack of meaningful engagement, or misalignment between capacity and task complexity. While often overlooked compared to burnout, boreout can affect high-performing and neurodivergent professionals whose strengths are underutilized. In leadership, it signals a need for strength-based design, role recalibration, and purpose-aligned work.

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Bipolar Disorder (Type I/II)
A mood-based condition involving cyclical shifts between depressive and (hypo)manic states. In leadership roles, individuals with bipolar profiles may exhibit intense creativity, risk tolerance, rapid ideation, and high-output periods—interspersed with phases of withdrawal or emotional volatility. Sustainable leadership support includes rhythm-based workload pacing, autonomy over task engagement, and early warning systems to reduce escalation.

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Burnout

A state of chronic physical, emotional, and cognitive exhaustion resulting from prolonged stress, misalignment, or overload—often within high-responsibility roles. Burnout in neurodivergent professionals is frequently linked to sustained masking, sensory strain, executive function fatigue, and unmet needs for autonomy or recovery. In leadership, burnout compromises decision quality, relational presence, and long-term performance sustainability, necessitating system-level prevention through pacing, role clarity, and somatic regulation strategies.

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Coaching (Neuroinclusive)
A facilitative, goal-oriented process adapted to support cognitive, emotional, and sensory differences. Neuroinclusive coaching recognizes masking, energy pacing, and sensory needs as structural leadership levers rather than personal deficits.

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Cognitive Load

The total amount of mental effort being used in working memory. Neurodivergent individuals often experience elevated cognitive load due to masking, compensatory strategies, and sensory filtering.

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Cognitive Misalignment

A mismatch between an individual's processing style and the systems or expectations they work within. Leads to friction, underperformance, or disengagement—not due to capacity but systemic mismatch.

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Coping Strategies

Effortful adaptations used to manage misaligned environments or sustain performance under stress. May include routines, scripting, environmental control, or overcompensation.

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Cortisol
A stress hormone released during perceived threat or overload. Chronic elevation can impair decision-making, memory, and emotional regulation. Neuroinclusive leadership benefits from building environments that reduce unnecessary cortisol triggers (e.g., microaggressions, ambiguity, time pressure).

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Decision Fatigue

A decline in decision-making quality after a prolonged period of choices, common in leaders managing complex systems. Neurodivergent individuals may experience this more intensely due to elevated baseline processing demands.

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Dopamine

A neurotransmitter critical for motivation, reward prediction, and executive functioning. Dysregulation of dopamine is common in ADHD and may influence focus, drive, and task initiation.

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Diversity, Equity & Inclusion (DEI)
An organizational and leadership imperative to recognize, value, and structurally support human differences—including neurodivergence—by addressing systemic inequities and fostering psychological safety and belonging.

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Dyspraxia (Developmental Coordination Disorder)

A condition affecting motor planning and coordination. In leadership, it may impact task sequencing or physical organization while enhancing visual or conceptual problem-solving.

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Dyscalculia

A learning difference affecting number sense, mathematical reasoning, and sequencing. Leaders with dyscalculia may rely on symbolic thinking and narrative reasoning, while needing structural support for metrics-heavy tasks.

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Dyspraxia (Developmental Coordination Disorder)
A motor coordination and planning condition that may affect sequencing, handwriting, gesture, and spatial navigation. Dyspraxic leaders often bring heightened creativity, deep empathy, and adaptive problem-solving but may struggle with hidden effort fatigue and sensory-motor integration in high-demand contexts.

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Dyslexia

A cognitive profile marked by differences in language processing, reading, and verbal fluency. Dyslexic leaders often show strength in visual thinking, synthesis, and spatial reasoning.

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Emotional Labor

The process of managing emotional expression to meet social or organizational norms. For neurodivergent individuals, emotional labor may be more intense due to masking and sensory regulation.

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Epilepsy-Related Cognitive Variation

While epilepsy is primarily a neurological condition characterized by seizures, many individuals experience associated cognitive effects, such as attention fluctuation, memory lapses, sensory overstimulation, or executive fatigue. Leadership relevance emerges in the form of episodic performance patterns and environmental sensitivity. Inclusive design may involve flexible scheduling, minimized flickering or auditory triggers, and dignity-preserving recovery protocols.

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Executive Functioning

A set of higher-order cognitive skills involving planning, working memory, self-control, and decision-making. Often impacted in ADHD, Autism, and Dyslexia, executive function variability influences leadership styles, pacing, and task flow.

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Functional Differentiation

An approach to role design that acknowledges diverse cognitive strengths and structures responsibility accordingly. Reduces friction and enhances contribution in neurodiverse teams.

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GABA (Gamma-Aminobutyric Acid)
An inhibitory neurotransmitter that calms neural activity. GABA plays a role in anxiety reduction and sensory integration. Practices like rhythmic regulation, tactile feedback, and grounding movement can support GABA function.

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Glutamate
The primary excitatory neurotransmitter in the brain, essential for learning and memory. Imbalances may contribute to overstimulation or cognitive fatigue—especially in high-sensitivity or neurodivergent profiles.

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Giftedness
An asynchronous development profile marked by advanced cognitive capacity, deep curiosity, and high sensitivity. Gifted leaders may exhibit rapid learning, systemic vision, and existential depth, alongside perfectionism, overexcitabilities, or boredom-related disengagement.

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Emotional Granularity

The ability to distinguish between subtle variations of emotional experience (e.g., frustrated vs. disappointed vs. overwhelmed). High granularity supports emotional regulation, nuanced communication, and resilience. In neurodivergent coaching and HSP contexts, cultivating granularity enhances self-insight and reduces reactive patterns in leadership.

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HSP (Highly Sensitive Person)

A temperament trait involving heightened sensitivity to sensory input, emotional tone, and subtle relational cues. In leadership, HSP traits can enhance ethical integrity and emotional insight, while risking overwhelm.

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Hyperfocus
A state of intense and sustained attention, often observed in ADHD. While it can lead to deep work and creative breakthroughs, it may also obscure time perception and reduce task-switching flexibility.

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Inclusive Leadership

A leadership style that intentionally designs for cognitive, cultural, and identity-based differences—promoting equity, trust, and systemic belonging.

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Interoception

The sense of internal bodily signals (e.g., heartbeat, hunger, tension), crucial for emotional awareness and somatic regulation. Many neurodivergent individuals exhibit interoceptive variability—either hyperawareness or difficulty detecting internal cues. In leadership, developing interoceptive awareness can enhance stress regulation, empathy, and authentic presence.

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Invisible Labor

Unseen effort expended by neurodivergent professionals to mask traits, interpret ambiguity, or adapt to misaligned environments. Often leads to burnout despite high performance.

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Masking

The suppression or camouflaging of neurodivergent traits to conform to social or professional norms. Long-term masking is linked to exhaustion, identity erosion, and mental health strain.

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Metacognition

The capacity to reflect on and manage one’s own cognitive processes. Metacognition supports planning, learning, and adaptive decision-making—core elements of executive functioning. Neuroinclusive coaching often leverages metacognitive strategies to improve performance, awareness, and leadership development across diverse cognitive profiles.

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Motor Regulation

The ability to plan, initiate, sequence, and coordinate physical movements. Challenges in motor regulation are central to dyspraxia and can also affect individuals with Autism or ADHD. In professional settings, motor regulation impacts gesture, handwriting, typing speed, task execution, and fatigue levels—often invisible to others yet highly effortful.

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Mixed Neurodivergent Profiles
The co-occurrence of multiple neurodivergent traits (e.g., ADHD + Autism or Dyslexia + APD). These profiles may amplify both strengths and complexity, requiring nuanced leadership strategies and role alignment.

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Neurodivergence

A non-clinical umbrella term for cognitive variations such as Autism, ADHD, Dyslexia, and more. In leadership, neurodivergence represents both a source of innovation and a call for structural reform.

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Neurodivergent

A person whose cognitive functioning differs from expected norms. Neurodivergent leaders often possess distinct strengths—such as systems thinking, pattern detection, or resilience—alongside regulatory or sensory strain.

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Neurodivergent Burnout

A chronic exhaustion state linked to masking, sustained misalignment, or high emotional labor. Characterized by shutdown, disconnection, and reduced executive functioning.

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Neurodiversity

A paradigm that frames neurological variation as a natural part of human diversity. It challenges deficit-based models and supports systemic inclusion over individual “fixing.”

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Neurotypical

A term used to describe individuals whose cognitive functioning aligns with dominant societal norms. Often used to contrast with neurodivergent profiles, though not a diagnosis itself.

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Neuroscience (Applied to Leadership)
The study of brain and nervous system function used to inform leadership practices. Includes insights from neuroplasticity, emotional regulation, and neurotransmitter effects on behavior, decision-making, and team dynamics.

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Neurotransmitter
A chemical messenger that transmits signals across synapses in the brain and body. Neurotransmitters like dopamine, serotonin, glutamate, and acetylcholine directly impact motivation, focus, emotional regulation, and relational behavior.

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Nervous System Regulation

The capacity to return to a state of equilibrium after stress. Leadership rooted in regulation emphasizes presence, clarity, and co-regulation—especially critical in high-responsibility roles.

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Nonverbal Learning Disorder (NVLD)
A profile characterized by strong verbal skills but difficulties with spatial, motor, and social-perceptual reasoning. In professional settings, NVLD may affect reading social cues, executive tasks, and visual information processing.

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Noradrenaline (Norepinephrine)
A neurotransmitter associated with arousal, alertness, and emotional intensity. Imbalances may contribute to anxiety, hypervigilance, or decision fatigue in high-pressure leadership contexts.

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Obsessive-Compulsive Traits (OCD Traits)
Repetitive thoughts or behaviors aimed at reducing distress or achieving control. While subclinical in many cases, such traits may reflect intense attention to detail or need for structure, which can be both adaptive and limiting.

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Oxytocin
A neuropeptide associated with trust, bonding, and prosocial behavior. Relational safety and authentic leadership can enhance oxytocin flow, fostering cohesion and psychological safety across diverse teams.

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PTSD (Post-Traumatic Stress Disorder)

A condition resulting from exposure to trauma, with symptoms including hypervigilance, avoidance, and emotional reactivity. In leadership, PTSD may interact with sensory or relational triggers and require trauma-informed systems.

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Psychological Safety

A climate in which individuals feel secure to speak up, take risks, and admit mistakes without fear of punishment. It is essential for inclusive, high-performance leadership cultures.

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Recovery (Functional & Emotional)

The process of restoring cognitive clarity, emotional balance, and somatic regulation after dysregulation or overload. Leadership recovery strategies emphasize rhythm, autonomy, and recalibration, especially after masking or burnout.

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Sensory Overload
A state in which the brain receives more sensory input than it can process or integrate effectively, leading to dysregulation or shutdown. Common among neurodivergent individuals. Environmental design, pacing, and permission for sensory breaks are key accommodations.

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Sensory Processing

How the brain interprets and responds to sensory input. Neurodivergent individuals may be hyper- or hypo-sensitive to stimuli, affecting comfort, communication, and attention.

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Serotonin
A neurotransmitter that contributes to mood balance, well-being, and impulse control. It influences resilience, emotional regulation, and social ease—making it a key factor in leadership presence and mental stamina.

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Somatic Regulation

Using body-based practices (e.g., breath, movement, grounding) to restore nervous system balance. Integral to sustainable leadership and co-regulated team environments.

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Spatial Processing

The cognitive ability to perceive, analyze, and mentally manipulate spatial relationships. Strengths in spatial processing are common in Dyslexia and Dyspraxia and are often linked to visual thinking, system mapping, and design capabilities. Difficulties in this domain may affect navigation, layout comprehension, or physical coordination

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Spectrum (Neurodevelopmental)
A dimensional model acknowledging that conditions like Autism or ADHD manifest differently across individuals. This model recognizes variability in traits, strengths, and needs, moving beyond fixed diagnostic thresholds.

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Strength-Based Design
A strategic approach to leadership and organizational development that leverages the distinct strengths of individuals, especially those with divergent cognitive or sensory profiles.

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Tics
Sudden, involuntary movements or vocalizations, often associated with Tourette Syndrome or transient stress. While often misunderstood, tics may increase under emotional strain and can impact social dynamics or leadership confidence.

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Time Blindness
A difficulty perceiving and estimating time, commonly associated with ADHD. It can impair scheduling, pacing, and task completion—necessitating external scaffolds like time-blocking or visual timers.

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Tourette Syndrome
A neurological condition involving motor and vocal tics, often co-occurring with ADHD or OCD. In professional environments, leaders with Tourette’s may require tolerance for involuntary expression and benefit from structure and psychological safety that supports authenticity.

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Universal Design for Workplaces (UDW)

Designing systems, spaces, and communication structures that work for a wide range of cognitive and sensory profiles—reducing reliance on individual accommodations.

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Working Memory

A core executive function involving the ability to temporarily hold and manipulate information. Challenges in working memory are common in ADHD, Dyslexia, and other neurodivergent profiles, affecting multitasking, verbal processing, and task sequencing. In leadership, working memory load is closely tied to cognitive fatigue, decision quality, and role design.