{"id":2603,"date":"2024-02-01T08:00:00","date_gmt":"2024-02-01T13:00:00","guid":{"rendered":"https:\/\/willhutch.com\/?p=2603"},"modified":"2024-01-30T14:43:04","modified_gmt":"2024-01-30T19:43:04","slug":"a-leaders-guide-to-neurodiversity","status":"publish","type":"post","link":"https:\/\/willhutch.com\/a-leaders-guide-to-neurodiversity\/","title":{"rendered":"A Leader\u2019s Guide to Neurodiversity"},"content":{"rendered":"\n
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.<\/p>\n\n\n\n
Neurodiversity is a term used to describe how people\u2019s brains are wired. Everyone\u2019s 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.<\/p>\n\n\n\n
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\u2019t accurate and can actually limit leaders in equipping their teams.<\/p>\n\n\n\n
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\u2019m 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\u2019s her differences that I am in awe of most.<\/p>\n\n\n\n
The same can and should be applied to teams and leadership. But for us to embrace neurodiversity, we need to let go of some \u201crules\u201d that hinder neurodiversity. For some people, they are wired to be a little more \u201chead in the clouds.\u201d Others tend to be more task-oriented.<\/p>\n\n\n\n
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.<\/p>\n\n\n\n
Diversity for the sake of diversity is a noble goal, but as a leader, the question is often \u201cHow will this make a difference\u201d. Some of the largest companies in the world have found there are advantages to creating space in their teams for this type of diversity.<\/p>\n\n\n\n