While traditional recruiting methods have focused on diversity primarily in terms of gender, race, or ethnicity, there is another category that leaders find to be quite rewarding. That area is neurodiversity. Celebrating and embracing neurodiversity can provide a boost for leadership teams.
What is neurodiversity?
Neurodiversity is a term used to describe how people’s brains are wired. Everyone’s brains are wired differently. The term “neurodiversity” is often associated with conditions such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, and others. It celebrates the natural variation in human neurological functions and behaviors. It suggests that differences in brain wiring, and cognitive processes should be recognized and respected as a normal aspect of human diversity.
Oftentimes, in our cultures, we tend to put more emphasis on a specific type of wiring and thus see other wirings as challenges or weaknesses. But this isn’t accurate and can actually limit leaders in equipping their teams.
Everyone has Challenges.
Everyone has challenges with how they are wired. We are all predisposed to certain traits and behavioral tendencies that may make communication, social connection, or certain cognitive processes challenging. For instance, I am wired in a way that I tend to process information logically. I’m a why thinker, and sometimes I can challenge the rules. This has been challenging for me at times in my life, especially as a young adult trying to navigate new relationships. My wife Arianne and I are wired much differently. We process information in completely different ways, and we communicate in different ways. Learning those differences and still loving one another are some of the joys of a healthy marriage. The brain-wiring that makes her different from me is so much of what I love about her. She is truly captivating. It’s her differences that I am in awe of most.
Leadership in Action
The same can and should be applied to teams and leadership. But for us to embrace neurodiversity, we need to let go of some “rules” that hinder neurodiversity. For some people, they are wired to be a little more “head in the clouds.” Others tend to be more task-oriented.
In our digital marketing business, where Arianne operates as the CEO, we have a very neurodiverse team. We have project managers and account managers who are wired to be task-oriented and time-driven. Others are wired more to be artistic and creative. Some are very social, and others prefer time in solitude. There are creative types that need dead space to feel secure and administrative types need productivity and systems to help them to feel secure. We have team members who tend to struggle with anxiety, some with depressive symptoms, some with PTSD symptoms, and others on the spectrum. All these individuals have different needs. It requires an intentional effort to create a culture where everyone can thrive and give their best work on the team.
Why Do I Want a Neurodiverse Team?
Diversity for the sake of diversity is a noble goal, but as a leader, the question is often “How will this make a difference”. Some of the largest companies in the world have found there are advantages to creating space in their teams for this type of diversity.
Software giant SAP began its Autism at Work program in 2013. The program took different approaches to recruiting, training and onboarding, and workplace accommodations. It also paired neurodiverse workers with specially trained colleagues who could help mentor them.
SAP found that employees with autism often possess exceptional attention to detail, pattern recognition abilities, and strong problem-solving skills. These can be invaluable in roles such as software testing, data analysis, and quality assurance. The company also found that there was untapped innovation and creativity in these new employees. On a larger scale, research suggests that workplaces that embrace diversity and inclusion tend to experience higher levels of employee engagement, satisfaction, and productivity.
Hewlett Packard launched a similar program based on SAP’s. Other companies such as JP Morgan, Microsoft, and IBM have launched successful neurodiversity programs and found them to be very beneficial to the company.
How do You Create a Neurodiverse Team?
First, it starts with a mindset. Do you see differences as a problem? When there is a performance gap, is your first thought, “What’s wrong with them?” Or do you ask, “How can I better learn this person’s needs and help them to succeed?”
You may need to modify how information is being communicated to them. Adjust their work schedule or change their position. This isn’t to say that performance gaps should be ignored. Sometimes an individual just is not a good fit for your team or that specific job. That’s ok. But examining how we can support and bring out someone’s best is the starting point. Adjust the workflow and help individuals perform according to their wiring and strengths before assuming it’s a bad fit.
Second, change the rules. We need to create space for individuals on the autism spectrum or other wirings that require extra care. Be mindful of the needs certain individuals have and create space for them within your culture. This will not weaken your business or team. Neurodiversity is a strength. If everyone thinks like you on your team, you are limiting your effectiveness to your set of strengths. One of the most brilliant individuals I know struggled their whole life with dyslexia. While my friend has obtained a master’s degree and is a successful engineer in the technology field, they still struggle with processing words. We collaborate often throughout the year, and in our work together, I am always in awe of their strengths and ability to create or solve problems.
Some Examples
For instance, in American culture, I think we have too rigid of a culture of timeliness. What I mean is that in many business contexts, leaders are super strict regarding tardiness. This is drilled into us at an early age in school. Not every culture is like this. I am always inspired when I visit Latin American cultures. They hold time loosely and tend to be more present with one another, not preoccupied with what’s next. This is both beautiful and frustrating at the same time.
Another example is how we often create spaces that give extroverts advantages over introverts. We live in an extroverted world. Last-minute brainstorming meetings might be exciting for extroverts, but introverts do better with a heads-up and time to process independently. Additionally, leaders should create space in brainstorming meetings to allow those who tend to be more reserved in social settings to have time to share their thoughts.
It’s Not a Problem to be Solved.
If we create a culture for neurodiversity, these are not problems to be solved but rather tensions to be managed. Everyone should take a few steps in the opposite direction of their natural wiring and choose to celebrate the differences. Your team will be better off for it. After all, shouldn’t having a healthy, happy, and productive team be the goal of most leaders?
A Few Questions to Ask
1. Do you adjust the job for the person (with reasonable modifications) or the person for the job?
2. Does your culture lean too heavily on creating communication channels that extroverts prefer over introverts?
3. What operational rules do you have in your business that neglect to consider those with mental health challenges or who are wired differently?