Originally published: 20 May 2026
Newsletter title: Are Generic Systems Sabotaging Your Productivity?
When something isn’t working at work, our first instinct is often to look at the person.
Why are they missing deadlines?
Why aren’t they following the process?
Why do they keep making the same mistakes?
These questions seem logical, but they can send us looking in the wrong direction. Sometimes the issue isn’t capability or motivation at all. It’s that the systems, processes or expectations surrounding the work are creating unnecessary friction.
This is particularly important in neurodiverse workplaces, where processes that feel straightforward to one person may create significant barriers for someone else. A workflow that’s considered “standard” can unintentionally increase cognitive load, create confusion or make it harder for capable people to perform at their best.
In this edition of my Neuro-savvy Leadership Newsletter, I share a story from an unexpected source – a bunch of basil – to illustrate how easy it is to become so familiar with our own systems that we stop noticing the problems they create for others.
In this newsletter you’ll discover
- Why familiar systems can hide unexpected problems.
- What a supermarket herb taught me about organisational blind spots.
- How workplace friction affects communication, productivity and performance.
- Simple questions leaders can ask to uncover unnecessary barriers to good work.
Why it matters
This isn’t just about personal productivity.
Many workplace performance issues are treated as individual problems when they’re actually system problems.
If processes create unnecessary friction, even highly capable employees will struggle to perform consistently. Over time, this can lead to frustration, disengagement, unnecessary conflict and burnout. In neurodiverse teams, the effects are often amplified because standard ways of working may unintentionally favour one thinking style over another.
The good news is that reducing friction doesn’t always require major organisational change. Small adjustments – such as clearer expectations, better meeting structures, written follow-ups or more thoughtful communication – can make work easier for everyone while improving both performance and wellbeing.
Sometimes the biggest opportunity isn’t asking people to work harder. It’s making work easier to do.
Read the original newsletter
In this edition of The Neuro-savvy Leadership Newsletter, I share the story of how a simple labelling mistake caused supermarket basil to spoil—and why the same thing happens in workplaces every day. It’s a reminder that when we’re “inside the jar,” it’s easy to mistake familiar systems for effective ones.
Read “Are Generic Systems Sabotaging Your Productivity?” on LinkedIn
Related resources
You might also find these resources helpful:
- Why Traditional Productivity Advice Doesn’t Work for ADHD and Neurodivergent Professionals
- The Manager’s ADHD Support Guide
- Executive Coaching
About the Neuro-savvy Leadership Newsletter
The Neuro-savvy Leadership Newsletter explores ADHD, neurodiversity and workplace performance through the lens of leadership, organisational systems and sustainable ways of working. Each edition shares practical insights to help leaders, HR professionals and neurodivergent employees create environments where people can do their best work – not by trying harder, but by working in ways that fit how they think.