Your workforce is already filled with neurodistinct employees, you simply don’t know who they are. (at least 15-20%) The future workforce will have greater numbers of neurodistinct workers.
Managing their unique talents is critical. There is no middle ground, you are either fostering their talent or quietly pushing them toward burnout.
Neurodistinct professionals hold the keys to the innovation and differentiated thinking you are looking for.
Managing neurodistinct employees may seem like an edge case, though using the proven methods for managing neurodistinct employees with your entire workforce will benefit everyone.
Businesses consistently look for innovation, process improvements and other incremental ways to reduce cost, increase productivity and drive greater revenue. Neurodistinct employees have proven to be more adept at the skills needed to move these KPIs. Taking care of them and how they show up to work drives better business results.
Neurodistinct professionals bring tremendous talent to the table, while also carrying some challenges that most often go unseen. These challenges are exacerbated by poor management practices or by unexamined inattention. Ensuring that you aren’t quietly adding to their challenges and pushing them toward burnout is something we will teach you.
FAQs
Why should we re-shape awareness?
Neurodistinct professionals bring tremendous talent to the workplace, though diagnoses like ADHD or Autism come covered in stereotypes that aren’t helpful. Understanding the contributions and challenges of neurodistinct diagnoses allows everyone to put the focus on talent instead of deficit so that your organization can benefit. With a new awareness of neurodistinct diagnoses (not a deep dive into expertise), managers will be able to lead employees effectively by fostering a work environment that taps into the best of each employee.
We are in inclusive organization, why should we focus on neuroinclusion?
For neurodistinct professionals, the challenges they face are most often unseen. These professionals also typically go to great lengths to mask their challenges and appear “normal”. Over time the challenges and masking create stress and burnout, which often ends in attrition. The simple solution is to ask specific questions and foster a work environment that suits employees, which allows them to reduce or eliminate the challenges, and allows them to be more engaged and productive. There is no middle ground, though. Organizations are either working toward neuroinclusion or they are working against it. There are business rewards for working toward it and hidden costs when they don’t.
Is neurodivergence a disability that is covered by ADA?
It can be. NeuAdvantage takes the position that rather than approaching this topic from a risk/compliance perspective, and using formal documentation for legal accommodations, it is preferable to use good management principles to lead employees effectively. Using a good management perspective it is often just a matter of providing minor adjustments, most of which cost nothing. (none of this is legal advice)
How do you train managers? What are the good management principles being taught?
We provide managers with a list of questions that should be asked regularly (weekly/monthly), along with more general questions that help to set up each employee for their best work. Many of these are taught in typical leadership training courses, though most of these don’t get asked with the proper cadence, or for the right purpose. Transparently, good leadership often falls apart because of our own human instincts and habits that get in the way. NeuAdvantage teaches you the mistakes that are made and how to remedy them, along with the neuroscience of leading people.
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