What Highly Sensitive Leaders Need to Know in 2026
How to Reclaim Your Intuitive Edge
A research-backed framework for transforming from self-doubt to self-mastery
SIRA LAUREL
Hi. It's been a while since I’ve written, and if this edition has a theme - it’s clarity. The sharp(er) kind.
What 2025 has taught me: AI is accelerating, skills are becoming currency, and workers are redefining what they expect from leadership. At the same time, employees are voicing how 2025 reshaped their workflows, motivation, and sense of purpose.
These aren’t just trends, they’re signals about what it will take to flourish in 2026: quicker sense-making, deeper humanity, and an evidence-based approach on what truly drives performance. As we come to the close of 2025, many of us are setting our resolutions for the new year. Who to become, what to do, and how quickly to do it.
Spoiler alert: You're probably going to abandon your New Year's goals by February. That might be exactly what needs to happen.
80-90% of people fail at their resolutions. What that research doesn't explain: most highly sensitive people aren't failing because they lack discipline. They're failing because they're trying to force themselves into transformation models designed for a non-existent average brain, models that ignore how the nervous system actually works, and based on limited self-awareness of their wiring.
Didn’t the ad say: if hundreds of thousands of people could do it in 5 days, so could you?
I'm not here to shame you for past attempts. As someone who spent 15 years climbing corporate ladders while secretly managing panic attacks and sensory overload, I understand the exhaustion of trying to change my ways inside of systems that weren't built for minds like mine, using models that had nothing to do with my needs. I've abandoned more goals than I've achieved, and I believe that should be the case for most highly sensitive people. But the fact that brilliant, capable professionals repeatedly try to transform their lives using assimilation-based approaches and utterly fail reveals a deeper truth about what actually works for our wiring.
Note: Every human falls somewhere on the continuum of sensory processing sensitivity (SPS). Otherwise, you wouldn’t be reading this (eye sight is a sense) or reacting to its contents (emotional responsiveness is a sense), etc. SPS is a neutral trait with roughly even distribution across three groups: 30% of the population can be considered highly sensitive. 40% moderately sensitive, and 30% low sensitive. Where you are on the scale affects literally everything about your life.
However, as much as I believe most transformation advice is fundamentally flawed for the highly sensitive person, it's always wise to reflect on the leadership identity you're masking so you can (gently) launch yourself toward authentic alignment, as we will discuss.
The worst feeling isn't failing at goals. It's the chronic self-doubt that follows when you make promises to your authentic self and break them because you're using someone else's nervous system as a blueprint. You start to feel like maybe you really aren't leadership material, and if you don't understand what you're actually working with, you may continue this cycle for years: always wanting to lead from alignment with your values and needs, but never understanding how.
So whether you want to stop masking your emotional depth, transform your workplace into something more humane, or finally step into the conscious leadership our world desperately needs without burning out after three weeks, I want to share seven research-backed insights I’ve developed about highly sensitive leadership, nervous system mastery, and sustainable transformation that works with your brain - not against it.
This will be comprehensive. This isn't one of those newsletters you read and forget. This is something you'll want to bookmark, implement systematically, and reference throughout your leadership journey.
The ALIGN protocol at the end to assess your authentic leadership wiring and design a nervous system-informed transformation approach will take about a full day to complete, with effects that compound over months and years.
All I ask is that you bring your full presence to this. If you get overwhelmed, pause and regulate before continuing. Your nervous system's response to this content is data, not weakness.
Let's begin.
1 – You Aren't Leading Authentically Because You're Performing Instead of Processing
When it comes to leadership transformation, most highly sensitive professionals focus on only one of the two requirements for sustainable change:
Changing your behaviors to appear more leadership-ready (least important, often counterproductive)
Changing your relationship with sensitivity from liability to strategic advantage (most important, rarely addressed)
Most HSPs set surface-level goals, force themselves to adopt extroverted leadership styles for a few weeks, then return to masking patterns without much resistance because they were trying to build authentic leadership on a foundation of self-rejection.
If this doesn't make sense, let's examine the research on sensitivity.
Consider the most effective leaders you know. Do you think they have to force themselves to show empathy in difficult conversations? Discipline themselves to notice team dynamics others miss? Grind to consider long-term consequences before making decisions?
To you, their leadership might seem effortless, but here's what research reveals: in psychologically safe environments, highly sensitive people don't just perform as well as their less sensitive peers; they can significantly outperform them. That’s called vantage sensitivity, and it’s unique to highly sensitive people.
The most conscious leaders I work with don't have to force themselves to lead with depth and nuance. They have to force themselves to lead superficially, and they find it depleting.
When former colleagues suggest I should dial it back or not take things so seriously, I have to recognize they're operating from a different nervous system entirely. If I weren't energized by this depth of leadership, why would I have left everything to pursue it?
Process this insight carefully.
If you want to lead authentically and effectively, you must develop the nervous system regulation and learn what environmental design supports your natural wiring long before you reach traditional leadership milestones.
Research from Finland on workplace well-being of highly sensitive managers reveals they excel when supported by clear communication, strong team relationships, and predictable frameworks (Holma, 2022). Under these conditions, their performance doesn't just improve; it outperforms their less sensitive colleagues.
When you truly align with your sensitive leadership nature, all behaviors that don't honor your nervous system become intolerable, because you develop profound awareness of what masking compounds into over time: burning out and blaming yourself. You tolerate your current leadership performance because you haven't fully mapped the cost of assimilation or the possibilities that emerge through alignment.
2 – You Aren't Leading Authentically Because Your Goals Are Unconsciously Protective
If you want to transform your leadership identity, you must understand how the highly sensitive mind works so you can begin to reprogram it from deficit-based to strength-based thinking.
The first step is recognizing that all behavior is goal-oriented, including your masking behaviors. When you think about it, this makes sense, but when I dig deeper with colleagues and clients, I find that most HSPs resist this insight.
You minimize your insights in meetings because you want to avoid being labeled as overthinking. You work longer hours than necessary because you want to prove you're not needy. These seem like obvious examples, but most of your leadership goals operate unconsciously.
On a deeper level, you pursue goals that actually harm your authentic leadership development, but you justify these behaviors in ways that seem professionally reasonable rather than self-sabotaging.
For example, if you can't stop over-preparing for presentations, you might justify this as being thorough, but in reality, you're pursuing the unconscious goal of perfection as protection against the judgment that comes with being seen as different.
If you say you want to advocate for psychological safety in your workplace but never actually speak up about problematic dynamics, you might tell yourself you're being strategic, but the truth is you're pursuing the goal of belonging over the goal of leadership impact. That’s deeply biological, to want to belong, but it’s also unconscious leadership that keeps you from achieving what’s actually important.
The lesson here is that authentic leadership transformation requires changing your unconscious goals from protection-based to contribution-based.
This doesn’t mean setting conscious leadership goals while unconscious protection goals run the show. I mean fundamentally shifting your point of view about what sensitivity means for your leadership potential. Goals are projections into the future that act as filters, determining what information you notice and what opportunities you pursue.
A highly sensitive leader operating from a protection-based goal system will notice every micro-aggression and political undercurrent (excellent data) but filter it through “How do I avoid being hurt?” instead of “How do I use this intelligence to create positive change?”
Now let's examine this more deeply, because understanding this distinction determines whether your sensitivity becomes your greatest leadership asset or your most exhausting burden.
3 – You Aren't Leading Authentically Because You're Afraid of Your Own Intuitive Power
Heightened environmental sensitivity is not a character flaw; it's sophisticated intelligence that becomes a strategic advantage when properly understood and applied.
Here's how you've become the leader you are today, and how you'll become the leader you're meant to be tomorrow. This is the anatomy of HSP identity transformation:
You needed to survive professionally
You perceived workplace culture through the lens of potential threats
You noticed important information that helped you avoid conflict or judgment (hypervigilance)
You acted toward safety goals and received feedback that confirmed your approach worked
You repeated masking behaviors until they became automatic (conditioning)
Those behaviors became your professional identity (I am the type of person who doesn't rock the boat)
You defend this identity to maintain psychological consistency
Your protective identity shapes new goals, restarting the cycle, and if that identity prioritizes safety over authenticity, your leadership potential remains trapped
The challenge is that you must break the cycle between steps 6 and 7, but this process often begins in childhood when your sensitivity was misunderstood or pathologized.
You learned early that your depth of processing, emotional responsiveness, and environmental awareness were too much for most people. You developed strategies to dim your natural leadership intelligence to fit in. And since most authority figures reinforced these lessons through subtle punishment of sensitivity and reward of conformity, you learned that survival meant suppression.
But here's what research on highly sensitive people reveals: the same nervous system wiring that makes you vulnerable to harsh environments makes you exceptionally responsive to supportive ones (Pluess & Belsky, 2013). Your sensitivity isn't a leadership limitation; it's a context-dependent superpower.
Recent neuroscience research shows that HSPs demonstrate greater activation in brain regions associated with attention, empathy, and complex processing (Acevedo et al., 2014). When viewing photos of their partners, HSPs show stronger activation in areas linked to awareness and social cognition. This isn't emotional fragility; it's sophisticated information processing that becomes invaluable in leadership contexts requiring stakeholder attunement and systems thinking.
When you start to integrate this truth that your sensitivity is strategic intelligence, not emotional fragility, something profound happens to your nervous system. The chronic stress response that comes from constantly monitoring for threats begins to shift toward a growth response focused on opportunities.
Understanding this shift brings us to the developmental stages that determine how effectively you can leverage your sensitivity for leadership impact.
4 – The Leadership You Want Exists Within You
Consciousness develops through predictable stages, and understanding where you are and where you're heading changes everything about how you approach leadership transformation.
Drawing from developmental psychology research and environmental sensitivity studies, here are the key stages sensitive leaders move through. This maps the journey from what historian Yuval Harari would recognize as individual survival thinking to collective coordination intelligence, exactly what organizations need for thriving in complexity. Historical precedents support this progression: Quaker merchants who built 300-year dynasties through sense and respond decision-making operated from Stage 6. Modern leaders like Brené Brown transformed vulnerability research into organizational consulting by moving through these exact stages:
Unconscious Sensitivity (Stage 1) — You experience overwhelm but don't understand why. You think you're broken or not cut out for leadership. Measurement: Chronic exhaustion without clear cause, frequent self-doubt about capabilities.
Survival Sensitivity (Stage 2) — You recognize your sensitivity but focus entirely on managing and minimizing it. Leadership feels like constant performance. Measurement: Can identify sensitivity but spends significant energy hiding it.
Aware Sensitivity (Stage 3) — You begin to see sensitivity as neutral rather than negative. You start experimenting with boundary-setting and nervous system regulation. Measurement: Beginning to set boundaries - and hold them, begin displaying authentic leadership moments, advocating for system change (external view)
Strategic Sensitivity (Stage 4) — You understand your sensitivity as intelligence and begin leveraging it consciously in leadership situations. Measurement: Regularly using sensitivity for decision-making, team attunement and meeting your wellbeing needs (internal view).
Integrated Sensitivity (Stage 5) — You lead from your authentic wiring without apology or compensation. Your sensitivity becomes your primary leadership advantage. Measurement: Consistent authentic presence, others comment on your leadership effectiveness, you embody self-leadership.
Evolutionary Sensitivity (Stage 6) — You use your leadership to transform workplace cultures, making them more humane and effective for all neurotypes. Measurement: Creating systemic change that benefits diverse thinking styles through effective influence and leading by example.
For most readers, you're likely operating between stages 2 and 5. Those closer to stage 5 are reading this to refine their approach or share with others. Those closer to stage 2 are genuinely seeking transformation because you feel the pull toward something more aligned, but traditional leadership development keeps falling short.
The encouraging news is that movement through these stages follows predictable patterns, and your sensitivity actually accelerates the process once you stop fighting it.
This acceleration happens because sensitive leaders possess what systems theorists call high environmental intelligence, which leads us to the next crucial insight about how intelligence itself functions in leadership contexts.
5 – True Leadership Intelligence Is Nervous System Mastery
Intelligence is the ability to navigate complexity while maintaining clarity and purpose.
There's a formula for sustainable leadership transformation, and it's particularly relevant for highly sensitive people:
Agency (your ability to act from authentic choice rather than reactive patterns)
Opportunity (which exists abundantly in our current cultural shift toward conscious leadership)
Intelligence (your capacity to iterate and learn from feedback)
If you have high agency but no opportunity, your authentic leadership won't find expression. If you have opportunity and agency but low emotional intelligence, you'll miss the subtleties that make leadership truly effective. But if you're reading this newsletter, you likely already possess the environmental intelligence that marks sophisticated leadership; you simply need the frameworks to channel it strategically.
Here's what intelligence means in the context of highly sensitive leadership:
Intelligence is recognizing that your depth of processing isn't overthinking; it's thorough analysis that prevents costly mistakes. Intelligence is understanding that your emotional responsiveness isn't being too sensitive; it's early-warning detection of team dynamics and stakeholder concerns. Intelligence is seeing that your need for recovery time isn't weakness; it's sustainable energy management that prevents the burnout plaguing most leaders.
Drawing from systems theory, intelligent leaders understand the feedback loops between their internal state and external effectiveness. They don't force themselves to operate from depletion; they design environments and rhythms that support optimal performance.
This is nervous system intelligence: the ability to read your internal signals, regulate your arousal levels, and make leadership decisions from a grounded rather than reactive state.
High-intelligence leaders iterate continuously. They experiment with communication approaches, test different meeting formats, and adjust their environments based on what actually works rather than what they think they should be able to handle.
Low-intelligence approaches involve forcing yourself to endure environments that dysregulate your nervous system, then wondering why your leadership feels effortful and unsustainable.
The mark of true intelligence is creating the conditions where your authentic leadership can emerge and thrive.
This understanding of intelligence as environmental design rather than raw capability sets the foundation for the practical transformation protocol that follows.
6 – How to Transform Your Leadership Identity Using the ALIGN Framework
The most significant leadership breakthroughs in my clients happen after they reach what I call productive dissonance: they become sufficiently fed up with masking their authentic leadership potential.
How do you access deeper self-knowledge? How do you recognize your conditioning patterns? How do you reach insights that genuinely shift your leadership trajectory?
Through the disciplined practice of inquiry, specifically inquiry designed for the highly sensitive nervous system.
I want to give you the comprehensive ALIGN method for you to use to reset your leadership foundation and shift into a period of authentic development. This protocol helps you ask the right questions in the right sequence for sustainable transformation.
This will require one focused day to complete properly. You'll need quiet space, writing materials, and commitment to honest self-reflection.
I've observed that successful leadership identity shifts happen through three predictable phases:
Dissonance — You feel profound misalignment between your authentic self and your leadership performance, and you become unwilling to continue the masking pattern.
Discovery — You don't know what conscious leadership looks like for your specific wiring, so you either experiment systematically or get lost in overwhelm.
Design — You discover your authentic leadership approach and begin implementing it, often making accelerated progress because you're finally working with rather than against your nature.
Our goal with this protocol is to move you through productive dissonance, navigate discovery with structure, and design a leadership approach so aligned that distractions lose their pull.
Part 1) Morning — ASSESS: Map Your Current State and Desired Future
First, we create a new framework, a lens of perception that honors rather than suppresses your sensitive leadership potential.
Set aside 45 minutes of uninterrupted time - and don’t go beyond the time box pushing yourself for answers. One constraint that creates freedom for flow: no digital devices, no note-taking apps, only pen and paper.
Research on cognitive load theory shows that handwriting activates different neural networks than typing, particularly important for HSPs who process information more deeply (Mueller & Oppenheimer, 2014). Create a calm environment that supports your deep thinking. This isn't productivity optimization; it's nervous system preparation for authentic insight.
Current State Assessment:
Where do you feel most exhausted in your current leadership role? Not the obvious stressors, but the subtle, chronic energy drains you've learned to accept.
What aspects of professional behavior feel most unnatural to you? What would you do differently if you trusted your instincts completely?
When do you perform leadership versus when do you embody it? Describe the difference in your body, energy, and effectiveness.
What do you notice about team dynamics, organizational dysfunction, or stakeholder needs that others seem to miss? How do you typically handle this additional information?
Vision Development (Your Authentic Leadership Future):
If you could lead from complete alignment with your sensitive nature, what would your day-to-day experience feel like? How would meetings change? How would you handle conflict? How would you make decisions?
What would you believe about your sensitivity for this leadership to feel natural? Complete this statement:
I am the type of leader who uses my sensitivity to…
Replace “sensitivity” with “depth of processing” and “emotional responsiveness” and “social awareness” and finish those statements as well.
What would be your first authentic leadership experiment this week if you fully trusted your wiring?
For Those Who've Taken the Assessment:
If you've completed the Sensory Processing Assessment, review your results now. How do your scores in emotional reactivity, sensory sensitivity, and depth of processing connect to your current leadership challenges? What patterns do you notice between your sensitivity profile and the areas where you feel most confident versus most depleted?
For Those Who Haven't:
Consider taking the research-validated assessment. Understanding where you fall on the sensitivity spectrum provides crucial context for designing your leadership approach. While this exercise is specifically designed with the highly sensitive brain in mind, every person can benefit from understanding how their sensory experience informs their needs and behavior.
Answer these on a morning when your mind is clear and your nervous system is regulated. You’ll feel ready when you are. Trust that.
Part 2) Throughout the Day — LIBERATE: Release Limiting Beliefs About Sensitive Leadership
Real transformation requires breaking unconscious assimilation patterns that keep you performing rather than leading authentically.
Set random phone reminders with these specific questions. Schedule them every 90 minutes to align with your natural ultradian rhythms. The more these interrupt your automatic patterns, the more awareness you'll develop:
10:30am: What am I dimming or hiding right now to appear professional? What would change if I brought my full presence to this situation?
12:00pm: If someone observed my leadership energy for the last two hours, what would they conclude I actually value? Does this align with my authentic priorities?
1:30pm: Am I moving toward masking safety or authentic impact? What's the cost of this choice to my nervous system?
3:00pm: What's the most important insight I'm pretending isn't relevant because it came from my sensitivity?
4:30pm: When did I lead from performance versus presence today? What was different about my effectiveness in each mode?
6:00pm: When did I feel most energized in my leadership today? When did I feel most drained? What does this teach me about alignment?
Additional Liberation Questions:
What would change if I stopped needing people to see me as not too sensitive?
Where in my leadership am I trading aliveness for acceptance?
What belief about sensitivity would I need to release to step into authentic leadership? What story about professional competence no longer serves me?
Part 3) Evening — INTEGRATE: Design Your Conscious Leadership Operating System
After processing these questions throughout the day, you're ready to synthesize insights into a clear direction forward. Take another 45 minutes for this exercise - or less if you reach the answers more quickly. Honor the energy you have at the end of the day. Take simple movement breaks to self-regulate as any tension or resistance arises.
Integration Questions:
After today's reflection, what feels most true about why you've been hiding your authentic leadership potential?
What is the actual barrier? Name it clearly. Not external circumstances, but the internal pattern that's been running your leadership choices.
What new mental model about sensitive leadership would you need to adopt? How would you define strength differently?
Boundary Design:
What environments, communication styles, or expectations drain your nervous system unnecessarily? What would you change if you had complete autonomy?
What conditions help you lead from your strongest, most grounded self? How could you create more of these conditions in your current role?
Experimentation Planning:
What leadership approach, communication style, or boundary would you test if you knew you couldn't fail?
What's the smallest shift you could make in how you show up as a leader that would honor your authentic wiring? If you feel resistance, the step is too big. The hardest step you’ll ever take is the first, so make it so small no part of you can say no.
Part 4) Evening Continued — GROUND: Establish Sustainable Practices
Research shows that highly sensitive people require more recovery time and benefit significantly from structured self-regulation practices (Aron & Aron, 1997). This isn't accommodation; it's optimization.
Nervous System Regulation:
What daily practices could help you maintain optimal arousal levels for clear decision-making? Consider meditation, movement, or mindfulness approaches that resonate with you.
How will you recognize when you're approaching overwhelm before it impacts your leadership effectiveness? What early warning signals does your body provide?
What recovery rituals will you implement between challenging leadership interactions? How will you reset your nervous system during busy periods?
Boundary Implementation:
What specific professional boundaries will you establish to protect your authentic leadership capacity? How will you communicate these needs professionally?
What meetings, commitments, or responsibilities no longer align with your authentic leadership goals? What will you release or modify?
Having established your grounding practices, you're now ready to consider how your personal transformation creates ripple effects in the systems around you.
7 – NAVIGATE: Align Your Mission With Your Authentic Leadership Impact
Research from organizational psychology confirms that consciousness develops through predictable stages, and understanding your developmental edge changes everything about your transformation approach.
You now have the components for sustainable, authentic leadership transformation.
Pull out a fresh page and organize your insights into this coherent framework:
ASSESS - Your Current Reality: What is your authentic leadership style when you're not performing for others? Where do you fall on the sensitivity spectrum, and how does this inform your approach?
LIBERATE - Your Release: What beliefs, expectations, or professional personas are you ready to release? What story about sensitive leadership no longer serves you?
INTEGRATE - Your New Operating System: What mental models, practices, and boundaries will support your authentic leadership? What experiments will you run to test this new approach?
GROUND - Your Sustainability: What daily nervous system regulation and boundary practices will support long-term transformation? How will you maintain energy for authentic leadership?
NAVIGATE - Your Mission: What change will you create when you lead from authentic power rather than protective performance? How will your transformation impact the systems around you? How will you stay connected with your values as you shift into this new way of being?
Why is this framework so powerful for highly sensitive leaders?
Because these components create an internal operating system designed for your specific nervous system rather than against it. When your leadership framework aligns with your authentic wiring and developmental stage, resistance disappears. You stop seeing leadership as performance and start experiencing it as expression.
Your vision becomes how you contribute to the world's evolution toward more conscious systems. Your practices become how you maintain the nervous system regulation necessary for sustainable impact. Your boundaries become how you protect the energy required for authentic leadership.
The leverage point: when you lead from authenticity rather than protective performance, you create what systems theorists call positive contagion. Your nervous system regulation and authentic presence give others permission to drop their own masks. One authentic leader can transform entire team cultures by modeling what conscious leadership actually looks like.
The more you operate from this framework, the stronger your leadership presence becomes, and soon enough it becomes simply who you are, not something you have to remember to do.
What happens next?
If this resonated with you, you're likely ready for deeper support in implementing these frameworks. I've been where you are: smart and capable and exhausted from trying to lead from someone else's blueprint.
Curious where you fall on the sensitivity spectrum? Take my research-based Sensitive Leadership Assessment for immediate insight into your unique wiring and how it translates to leadership advantages.
Ready for personalized guidance? My Signature Session provides 90 minutes of focused coaching to help you implement these concepts for your specific situation, including a comprehensive Birkman Method assessment that reveals your authentic leadership style, core motivators, and optimal work environment.
Want to learn more? If you still have questions and want to go deeper, let’s talk about what you’re looking for in a free solutions call. I share everything I know.
The world needs leaders who can navigate complexity with nuance, create psychological safety where innovation flourishes, and make decisions from wisdom rather than reactivity. These are exactly the gifts you possess; they simply need the right framework to flourish.
Feel free to reply to this email with any questions about your specific leadership situation, or to challenge anything I’ve written. I appreciate the engagement, and will read and respond to every message.
Here's to conscious leadership in 2026,
Sira
P.S. - Research shows that highly sensitive individuals learn faster and benefit more from interventions when they're in supportive environments. This newsletter community is designed to be one of those environments. Thank you for trusting me with your authentic leadership journey.
References
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Aron, E. N., & Aron, A. (1997). Sensory-processing sensitivity and its relation to introversion and emotionality. Journal of Personality and Social Psychology, 73(2), 345-368. https://doi.org/10.1037/0022-3514.73.2.345
Aron, E. N., Aron, A., & Jagiellowicz, J. (2012). Sensory processing sensitivity: A review in the light of the evolution of biological responsivity. Personality and Social Psychology Review, 16(3), 262-282. https://doi.org/10.1177/1088868311434213
Holma, S. (2022). The workplace well-being of highly sensitive individuals in managerial and leadership positions [Master's thesis, Tampere University]. https://urn.fi/URN:NBN:fi:tuni-202204253350
Jagiellowicz, J., Xu, X., Aron, A., Aron, E., Cao, G., Feng, T., & Weng, X. (2011). The trait of sensory processing sensitivity and neural responses to changes in visual scenes. Social Cognitive and Affective Neuroscience, 6(1), 38-47. https://doi.org/10.1093/scan/nsq001
Lionetti, F., Aron, A., Aron, E. N., Burns, G. L., Jagiellowicz, J., & Pluess, M. (2018). Dandelions, tulips and orchids: Evidence for the existence of low-sensitive, medium-sensitive and high-sensitive individuals. Translational Psychiatry, 8(1), 24. https://doi.org/10.1038/s41398-017-0090-6
Mueller, P. A., & Oppenheimer, D. M. (2014). The pen is mightier than the keyboard: Advantages of longhand over laptop note taking. Psychological Science, 25(6), 1159-1168. https://doi.org/10.1177/0956797614524581
Pluess, M., & Belsky, J. (2013). Vantage sensitivity: Individual differences in response to positive experiences. Psychological Bulletin, 139(4), 901-916. https://doi.org/10.1037/a0030196
Pluess, M., & Boniwell, I. (2015). Sensory-processing sensitivity predicts treatment response to a school-based depression prevention program: Evidence of vantage sensitivity. Personality and Individual Differences, 82, 40-45. https://doi.org/10.1016/j.paid.2015.03.011
RethinkCare. (2025). The state of neurodiversity in the workplace report. RethinkFirst.
