The Future of Leadership: Why Neurodiversity, Humanity and Being Brave Matter More Than Ever

By Lucy, Inclusive Change

For many years, the expectation of leadership has been about power, performance and certainty. Being “the expert in the room, command and control, and profitability at all costs

But after sitting down with Anne Wilkinson, executive coach, entrepreneur, and someone with over 25 years of experience supporting senior leaders, one thing became crystal clear from our wide-ranging conversation.

That version of leadership is no longer fit for purpose in the world we are now in.

The future of leadership must evolve - to become more human, more adaptive, and more inclusive. Most organisations are currently hugely unprepared for the changes that are coming.

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A leadership journey shaped by disruption.

Anne’s early leadership career didn’t follow a neat, linear path.

She had built a highly successful 15-year career in corporate senior management when everything changed. A new director brought with them a toxic leadership style, and Anne found herself facing something she never expected: workplace bullying and narcissistic behaviour at the top.

“I experienced what I think, sadly, a lot of people do. Bullying and disrespectful behaviour from leaders at the top - which frankly affected mental health so badly I had to leave a company I loved. A 15-year career I was proud of came to a grinding halt within six months.” – Anne Wilkinson

That experience - now 25 years ago - became the catalyst for Anne’s life’s work.

Today, as an Executive and Leadership Coach, Anne is known for creating a safe, exploratory space where leaders can speak openly about their challenges without fear of judgment. Her coaching encourages deep reflection, fresh thinking, and the kind of personal evolution that enables leaders to navigate today’s complexity with clarity, confidence, and humanity.

And that is where we believe the future of leadership really begins.

Why the future of leadership feels so uncomfortable.

Anne describes today’s world as one of unprecedented complexity.

• AI is advancing faster than our nervous systems can keep up with

• Multiple generations with different values and drivers colliding in the workplace.

• Rising stress, burnout, and disconnection

• Neurodivergent talent entering systems that were never designed for them.

As Anne put it:
“We’re walking around with a brain that evolved over thousands of years, and yet we’re now developing almost god-like technology.”

The tension many leaders are feeling is one of misalignment.

Old leadership models operating in a world that no longer exists.

The Evolution of Leadership: What Needs to Change and Why It is Uncomfortable

Anne is clear: the leaders who will thrive in the future will not be the ones with all the answers.

They will be the leaders who know how to navigate uncertainty with presence and humanity.

The future-ready leader will be someone who can:

• Be ok with uncertainty and not knowing - and respond with wisdom, not panic

• Lead with values - and create cultures where care, connection and meaning matter

• Listen deeply - across genders, generations, and diverse lived experiences

• Build psychological safety - where people feel free to think, speak, question, and challenge

“As a coach, I do not change people. I provide the space, the tools, the conversations for my clients and then they wake up to themselves.” – Anne Wilkinson

This is particularly vital when we talk about neurodiversity and inclusive leadership.

Neurodiversity is the new normal.

One of the most powerful threads in our conversation was how ill-equipped traditional leadership is for neurodivergent talent.

Rigid processes, Unspoken expectations, One-size-fits-all performance metrics.

They don’t just exclude neurodivergent people - they limit everyone.

The future of leadership requires environments where difference is not “managed” but designed for.

That means:

• Flexible ways of working (not performative policies)

• Clear communication instead of assumption

• Leaders who understand nervous systems, not just KPIs

• Cultures where people don’t have to mask to survive.

And crucially, leaders who are willing to look inward before demanding change outward.

Age, experience, and redefining leadership longevity

One of my favourite moments in the conversation was Anne was reflecting on age and leadership.

Leadership today is not about being young, tech-savvy, or trendy.

It is about adaptability, curiosity and courage.

What we need now are leaders who value lived experience and wisdom, who understand that age is not a sign of diminishing ability. Age is a mindset choice, and we don’t stop growing at 40, 50, 60 or beyond unless we choose to. It is a choice we get to make every day.

Our vision of the future of leadership

If we strip it right back, the leaders who will succeed in the future will not just deliver financial results, they will do it by leading with vision, compassion, and courage.

They will:

• Lead humans, not job titles

• Understand complexity without oversimplifying it

• Hold multiple perspectives at once even when it is uncomfortable

• Create space for neurodivergent thinking and fresh ideas

• Let go of ego in favour of values, impact, and integrity.

Let’s be clear...none of this is soft.

At Inclusive Change, this is the work we do every day, supporting leaders and organisations to build workplaces that work for real humans, real brains, and real lives.

If you would like to find our more about how Inclusive Change can help you take a look at our website or get in touch via [email protected]

Further reading & listening

If this topic resonates, you might find these useful:

Anchoring Change in the Age of AI by Lucy Smith

NeuroTribes by Steve Silberman

Promises of Giants by John Amaechi

Dare to Lead by Brené Brown

Inclusive Change blog: Building the Future of Work with Neurodiversity in Mind

Start the Conversation podcast (Inclusive Change)

FAQs: The Future of Leadership

1. What is the future of leadership?

The future of leadership is inclusive, adaptive, and human-centred. It prioritises psychological safety, neurodiversity, flexibility, and self-awareness over hierarchy and control.

2. Why is neurodiversity important in leadership?

Neurodivergent people bring innovation, systems thinking, creativity, and problem-solving. Leadership models that exclude neurodiversity limit organisational performance and wellbeing.

3. How does AI change leadership?

AI increases complexity and pace. Leaders must focus less on having answers and more on ethical judgement, emotional intelligence, and creating stability for people navigating change.

4. What skills do future leaders need?

Emotional intelligence, adaptability, inclusive communication, self-reflection, and the ability to lead through uncertainty.

5. How can organisations prepare leaders for the future?

Through inclusive leadership training, neurodiversity education, coaching, and culture change, not just policy updates.