A workplace that promotes inclusion also promotes business innovation.
Both involve open-minded leadership, cultures where people feel safe to share their ideas, and flexible working arrangements. Leading to innovative solutions and new ideas, healthy brainstorming sessions, and progress where other businesses stagnate.
As a leader, you may never know who, if any, on your team identifies as neurodivergent or have a diagnosis. Yet, as it’s now commonly accepted that 15-20% of the population has some form of ‘so-called’ neurodivergence, you probably have a neurodiverse team already.
A neurodiverse team, however, is not just about having neurodivergent people in the team.
It’s giving them permission to unmask and show themselves by:
- Building a team on a deeply ingrained culture of inclusion that embraces the principles of psychological safety in the workplace.
- Providing reasonable support or workplace variations requested (with or without a neurodivergent diagnosis).
- Valuing each member’s unique contributions at every level.
Only then can you embrace the business benefits of neurodivergent thinking.
Difference drives business innovation
It’s not innovative if it’s the same. So, if everyone on your team thinks the same way, comes from a similar background, and approaches dilemmas with the same process, you will move forward like every other business.
Interestingly, many of the world’s best-known entrepreneurs and creative types are neurodivergent with diagnoses of ADHD, autism, dyslexia and more. They strike out independently because they think outside the box or, sometimes, because they don’t like being confined to the box of neurotypical workplaces.
From super high-achieving businessmen like Richard Branson, Bill Gates and Walt Disney to local businesswomen I meet while networking, the neurodivergent brain has helped build some impressive business empires.
Strengths of a neurodivergent brain
I’m not one to pretend that having ADHD or autism is a superpower for everyone, as I know first-hand how difficult it can be to think differently in a neurotypical world. However, neurodivergence has survived within our species for a reason, and thinking differently can be an advantage if we let it.
Some theories suggest that the high energy, hyperfocus, and even the impulsivity of ADHD may have provided our ancestors with survival advantages, including the ability to:
- Notice subtle signs of danger,
- Hyperfocus on tracking prey, or
- Impulsively move on from areas where food became scarce.
Translating this to the modern business world, we see that neurodivergence can bring innovations when viewed with an open mind. The key seems to be the ability to:
- Jump quickly between multiple new ideas,
- Hyperfocus to completion, or
- Think differently about problems.
Harnessing neurodivergent strengths to drive business innovation
The key to harnessing the strengths of neurodivergence, either in yourself or as a leader, is to set up systems that support weaknesses and embrace strengths simultaneously.
An ideas person may not be strong in detail and execution, a person in hyperfocus may not be able to shift out and join other activities, and thinking differently can make conformity a real challenge. When you view this as data to be analysed and step away from traditional business models that pigeonhole and limit, you can build a team that works, benefiting from all strengths and backing up all weaknesses.
As everyone’s experience of neurodivergence is different, speak with team members (or get honest with yourself) about their unique strengths and weaknesses. Observe how everyone works and when everything flows best. Use this knowledge to establish teams and systems that complement and support strengths and weaknesses.
If you are new to neurodiversity or want to learn more about building inclusive workplaces with forward-thinking leadership, join me online for my Neuro-inclusive Awareness Program. Next session: Wednesday 16 October 2024. Book here.