Supporting Neurodivergent Individuals

Don't assume your neurodivergent employees are being insubordinate or trying to ruffle feathers when they ask clarifying questions. As an AuDHD person, I need to understand the bigger picture. I don't believe in doing things just because, "It's always been done that way." I want to understand how things work together, how I'm having an impact, and look for ways to make processes more efficient and effective. If there are rules, I need to know why those rules exist. Healthy workplaces welcome questions and curiosity. Don't assume ill intention when your employees are simply trying to understand their role and impact. We need people who question and disrupt. This is how we improve and innovate. Curious employees are an advantage, not a threat. #audhd #neurodiversityatwork #neurodivergence

I've noticed that many employees disclose their disabilities then don't receive the desired responses from their leaders or colleagues. They disclosed one of the most vulnerable parts of themselves, and wonder why their leader or colleagues aren’t responding in an understanding manner. Often, the disclosure was the disability alone. But telling people your disability doesn’t automatically tell people how to interact with or better understand you. Even if you disclose to an expert on your disability, they don’t know exactly what that means for you from the diagnosis alone. For example, I’m autistic and brain injured. vs Because I'm autistic, I don't pick up on subtle cues and do better with direct communication. I tend to be straightforward and I find that conversations go more smoothly when people realize that I say exactly what I mean, without any hidden meanings or implications. I also interpret others' words by the dictionary definitions. And because of a brain injury, I can get overstimulated easily which could lead to seizures. At those times, I need to go somewhere quiet to decompress. The first one says nothing to help others understand me. The second explains the nuances I hope people understand about me, and how they can support me. We can simplify and improve our interactions significantly by speaking to what matters most - not just the disability itself, but what the disability means for us, what we need, and how we need it. (Often, we can say that without disclosing the disability if we don’t want to.) So, next time you seek understanding or support around your disability, try saying what you actually need or the specific points you want others to understand instead of solely disclosing your disability. #DisabilityInclusion #DisabilityAwareness #neurodiversity

After I finished almost 3 hours of autism diagnostic tests, I was asked if I thought I also had ADHD. I was in no state to offer a coherent answer. That was also after ADHD and autism were "scientifically deemed" compatible but before AuDHD became widely talked about. Sure, I am nearly not as organized as a "stereotypical autistic person," but there is nothing stereotypical about the variety of ways in which autistic traits can be expressed. Sure, I spent half my childhood daydreaming, but is that enough? I am too autistic to offer an answer on a guess, so I did not. 🤷♀️ But I often talk to ADHD-curious autistics and autism-curious ADHDers about how we try - and fail - to disentangle stereotypes from the actual plausible manifestations of neurodivergent differences. Within ADHD there are subtypes that can make one ADHDer look very different from another. And while there are no "official" autism subtypes in DSM, there is an infinite variety of individual patterns that the "official" criteria do not account for. And that is before we get to differences in temperament, differences due to trauma, differences due to culture. These differences are the reason I refuse to give a simplistic answer to "how to manage [ insert diagnostic label ] people" and why participation and flexibility are among the foundational principles of my model for intersectional neuroinclusion, The Canary Code. Neurodivergent canaries come in many varieties and are not easily classified - but all deserve individual consideration. And non-toxic cultural air to breathe. Despite the "rocketing rates" headline, the article by Siân Boyle below is a compassionate account of AuDHD that supports clearing the cultural air and increasing understanding of different neurodivergent characteristics in all their complexity - and humanity. Psychological science has a long way to go in finding better "labels" and deepening understanding of neurodivergence. But we should not have to wait for better labels to support and honor each others' dignity and humanity. #autism #ADHD #inclusion #neurodiversity #psychology #dignity #humanity #culture #AuDHD #autistic #neurodivergent #management #trauma https://lnkd.in/gbFuxbsz

If there was a cure for autism, I wouldn't take it. Yes, there are challenges – communication can be tough, and sensory overload is real. But it also means I'm incredibly efficient because I recognize patterns that others miss and am an exceptional facilitator because I don't make assumptions. This week is autism acceptance week. One of the most difficult things for non-autistic people to accept? Many autistic people do not want to be fixed, cured, or solved. Instead, we want supportive policies like flexible work hours and remote working options. Or physical work environments that intentionally consider lighting, sound, smells, etc. Or education to build better relationships with our teams. As an autistic person, I navigate the world differently. Sometimes this feels like an overwhelming burden. Sometimes this feels like a remarkable strength. We have the choice to create more opportunities where the latter is true and the former is more understood. Do your managers have training on how to support autistic team members? Are your meetings and events autism friendly? Do you have policies that support multiple work and communication styles? Autism acceptance isn't just a nice gesture for autistic people, it's at the core of what every workplace and community needs to be successful; caring about the unique experiences of your people and ensuring they get what they need to thrive. (And for representation's sake, here's a picture of me on vacation because autistic travel, go on vacation, come back, go to work, etc. etc.) #ActuallyAutistic #Neurodivergence #AutismAcceptanceWeek #Inclusion

Since I started highlighting #neurodiversity and the #neurodivergent journey, the number of heartfelt messages I've received has been overwhelming. But understand: it's not solely about advocacy. Sharing is both healing for me and a way to spotlight the brilliance of neurodiversity. The richness of diverse thinking is a boon to any workplace. Diving deeper, and on a personal level, I wanted to share a facet of my neurodiversity: I have #ADHD paired with a processing speed that's faster than 99.9% of the population. So, a brain like a race car that's powerful, but with occasional brake failures and sometimes-unpredictable steering. 🧠 ADHD - most people know what this is, but as a refresher, ADHD is a neurological variation that can lead to challenges with focus and impulsivity, yet often gifts people with exceptional creativity, energy, and unique problem-solving abilities. 🧠 99.9th Percentile Processing Speed - This means my brain processes information faster than 99.9% of people. Picture a supercomputer, taking in and interpreting data at breakneck speeds. When you combine the two, the experience is, well, complex. 😬 It took me a long time to understand this and now I’m able to use it as an advantage – but it is indeed a paradox: 🌀 Overstimulation Overdrive - imagine being in a room where everything is amplified: conversation, every sound, every sight hits you all at once. With my quick processing, I catch them all. But with my ADHD, I struggle to focus on just one – it’s input overload with data coming into my brain from all around me (it does make me quite intuitive, though.) 🌀 Impulsivity Meets Quick Thinking - before I even realize it, my brain has processed a thought and acted on it. This could mean blurting out a response or interrupting someone – or it can work to my advantage. I can solve problems in a crisis better than most, but in everyday life, it's not always the most measured approach. 🌀 Perceived as an "Absent-Minded Genius" - it's ironic, I can solve complex problems in seconds but might forget where I left my keys (again). People constantly praise me for my strategic thinking, but there are times I struggle to plan even my daily meals. 🌀 Exhaustion - it's mentally tiring. Imagine running a marathon every day, but it's all happening in your mind. And you can’t take a break from it. By the end of the day, I'm drained (both physically and mentally, because energy is energy whether you're exerting your brain or your body). So why am I sharing this? Awareness. Understanding. And a touch of vulnerability. 🙈 The way our brains are wired is infinitely diverse – and that's a great thing. And while labels can be limiting, understanding can be liberating. So as colleagues, managers, and peers, we should remember that all of us think differently and bring different gifts to the table. Let's be patient and compassionate. ✊ More from me here: https://lnkd.in/eJRdn6ze

“You ask too many questions.” My boss pinched the bridge of his nose. “You need to be more confident.” I was puzzled. I didn’t lack confidence. I lacked information. “The ‘why’ is already decided. Just write the project plan.” Part of being an autistic ADHDer for me:* I need context to create my mental map, connect new and old information, explore potential byways and pitfalls. When I have to guess about intentions: I am less sure of my decisions. I make more mistakes. I am more anxious. Getting the information I need usually involves questions. Sometimes a lot of questions. “Why?” is not a challenge. It’s a need to understand intent. “How...?” is not looking for handholding. It’s confirming the desired path to goal. “What if...?” is not a distraction. It’s testing out a scenario. Things are different now. My current boss says, “Here’s the new project. Go ahead, poke holes in it. What questions do you have?” That’s my special skill: I ask “too many” questions. And my projects are better for it. This is what neurodiversity in business looks like for me. What does it look like for you? Tell me something awesome about you that was once (or still is) seen as a deficit but shouldn’t be. #Neurodiversity #ActuallyAutistic #ADHD #IAmNiB #NeurodiversityInBusiness *Every neurodivergent person is different—in what they can do, how they interact, and how they like to be referred to.

Neurotypical people: I'm going to shout about the things I need until I can get them taken care of! I deserve the best! Neurodivergent people: Oh, it's not such a big deal. I can find ways to work around these things and make myself a little more comfortable, I'll just...I'll just be over here... Obviously, it's not as simple as that, but my chat with Davida yesterday about supporting neurodivergent folks within your business was a total eye opener. Here are a few things you can start doing TODAY to support your neurodivergent folks (and neurotypical folks, tbh) within your business. 🧠 Create a slack channel where people can talk about what they experience and share tips. 🧠 Provide transcripts for all meetings. 🧠 Facilitate timeboxing, or even scheduling flexibility on your team. 🧠 Send interview questions ahead of time. If you have live aspects of your interview process, give as much context as you can ahead of time so people can prepare. Let's be honest, by catching people by surprise, you're not seeing how they think on the fly, you're seeing how well the interview. 🧠 Make sure your DEI trainings include neurodiversity. 🧠 Hire folks to come and talk about what it's like to be neurodivergent. 🧠 Change the way you write emails: include the topic, any request you have, and the due date in the subject. 🧠 Allow people to have their screens off in meetings without stigma. 🧠 Let people know ahead of time what kind of participation will be expected in meetings (brain storming? Just listening?). 🧠 Give people other ways to participate outside of "on the fly" conversation (virtual whiteboarding, etc) TL;DR: be accommodating and reduce surprises. Everyone can benefit from both of those things.

Another one for my ADHD and neurospicy LinkedIn pals 🌶 Which are more of you than I thought after all the texts and messages last week! One thing I've always been upfront about is my need to understand the 'why' behind actions. It's not just a preference; it's how my brain is wired. I want to make it absolutely clear: When I ask questions, it’s out of curiosity, not judgment. Always. For those working with neurodivergent colleagues, here's a small yet impactful adjustment: ✨ When assigning tasks, share the reasons behind them. ✨ Just saying "it's important" or "it's a business need" doesn't cut it. And "that's how it's always been done"? Well, that's a conversation for another day (anyone want to get me a TED Conferences talk for that?). A clear, concise explanation can make a world of difference. It helps neurodivergent individuals feel more at ease, understood, and capable in their work environment. Remember, a question for clarity is NOT criticism; it's a step towards better understanding and cooperation. It’s not about challenging authority or skills – it's about making the work process more inclusive and effective for everyone. Let's take this into 2024 y'all 🤗

👩🏫 Amy Schwabe writes: As #neurodivergent people have been empowered to advocate for themselves, parents and #teachers are encouraged to understand what they are communicating. Katie Berg is the statewide coordinator for the Wisconsin Department of Public Instruction's Supporting #Neurodiverse Students Professional Learning System. “Our mindset now is that kids aren’t broken. They don’t need to be fixed. We need to accommodate and support them as best as possible.” August Carlson was diagnosed with #ADHD when they were in middle school. Today Carlson facilitates a group of neurodivergent #teenagers and young adults through their work with Islands of Brilliance, a #Milwaukee-based nonprofit that provides learning experiences for #autistic young people focused on their own special interests. Rather than try to change neurodivergent people by taking away their natural coping mechanisms, new approaches focus on educating neurotypical people so they understand and accept why neurodivergent people might act differently. That’s what Chelsea Budde and Denise Schamens set out to do when they started Good Friend, Inc., a #Wisconsin nonprofit that facilitates programs in schools to teach kids and teachers about #neurodivergence. Good Friend creates videos, trainings and programs that teach students and staff about brain differences, #autism and neurodivergence in an effort to equip neurotypical people with the ability to build positive relationships with neurodivergent people. "Behavior is communication" is a common refrain among educators and advocates who are well-versed in #neurodiversity. At a recent Islands of Brilliance workshop, there were many strategies being employed to accommodate a group of autistic children as they worked one-on-one with mentors using technology to create artistic presentations of their special interests. One student struggled to transition from his more laidback Saturday into working on a project. His mom stayed in the room until he, his mentor and workshop facilitator Kate Siekman worked out a plan that involved moving to a different room where the child had fewer overwhelming distractions and more freedom to move around. Margaret Fairbanks, the co-founder of Islands of Brilliance, remembers a situation when a teenage student participated in a workshop. "We invited them to celebrate their work at the end of the session like we always do, but they said they didn't want everyone celebrating, so we said OK," Fairbanks said. "And on the way home, the student told their mom, 'that's the first time I was listened to.'" #NeurodiversitySupport #AutismSupport #NeurodiversityAffirming #Educators #SpecialEducation #StudentMentalHealth #TeenMentalHealth #SpecialNeedsParents