In my view, leading the narrative of greater advocacy of neurodivergence has to come from a place of discussing strengths first and then building ways to change our environments and leadership in order to maximise these benefits. So for this article, I will outline common strengths and challenges. In the following articles I'll share how to support neurodivergent individuals, discuss disclosure, talking about neurodiversity and best leadership practices.
Common Strengths of Neurodivergent People
Thinking outside the box — Our brains are wired differently, allowing us to approach problems from unconventional angles and discover innovative solutions that others may not see. This unique perspective can spark creativity, fuel innovation, and lead to disruptive ideas that drive success.
Attention to detail and hyperfocus Neurodivergent individuals often possess exceptional attention to detail and the ability to hyperfocus on tasks that capture our interest. Our ability to dive deep into a specific area of expertise allows us to uncover insights that others might overlook, enabling us to build competitive advantages and make informed decisions.
Determination and resilience Neurodivergent individuals often exhibit extraordinary levels of determination and resilience. We have faced adversity throughout our lives, constantly overcoming challenges and finding alternative paths forward. This resilience translates well into entrepreneurship and the new world of work that is changing very fast, where setbacks are commonplace, and the ability to bounce back and adapt is crucial for long-term success.
Pattern Seeking Neurodivergent people have a natural ability to seek patterns and spot possibilities that others may overlook, generating innovative solutions to complex problems.
Resourcefulness Dyslexic individuals are known for their resourcefulness. They develop creative strategies and workarounds to overcome challenges related to reading, writing, and organisation. Their ability to find alternative approaches and adapt to different situations is a valuable asset in problem-solving, navigating obstacles and managing with limited resources.
Other skills that are key components of my particular neurodivergent profile are:
Fast learner I have a voracious appetite for knowledge and the ability to absorb and synthesise information quickly (as long as it is one of my special interests, hyper-focuses or new and shiny). This allows me to adapt to new situations and acquire new skills very rapidly.
Future thinking I have a natural inclination to envision possibilities and anticipate trends. This forward-thinking approach enables me to identify emerging opportunities and develop strategies that position businesses for long-term success.
Analytics and insights I have a keen eye for detail and an exceptional ability to analyse and interpret data. This skill allows me to uncover valuable insights, identify trends, and make data-driven decisions that drive business success. Just don’t expect me to follow a 20 step process in order to generate the information.
People leadership and coaching This is also an area where my neurodivergent strengths shine (which is a misconception a lot of people have about neurodivergent people) and is especially prevalent with dyslexics. I have a natural ability to understand and empathise with others going through challenges and I can effectively motivate and inspire teams to reach their full potential. Additionally, I possess a talent for coaching and mentoring, guiding individuals towards personal and professional growth by identifying and leveraging their unique strengths and talents.
Challenges facing Neurodivergent people
Anyone reading this list would rightly think, wow! These are such great skills and leaders are saying ‘I need people like this’! I have heard time and time again that businesses want divergent thinking but the problem is that many people struggle to hire and retain neurodivergent people by not creating an inclusive hiring process or an environment that supports flexibility and individual needs for these skills to thrive.
Neurodivergent individuals can face a range of challenges and difficulties that arise from their unique neurological profiles. While these challenges vary depending on the specific condition and individual, some common difficulties include:
Social communication and interaction: Neurodivergent individuals may struggle with social skills, such as understanding nonverbal cues, unwritten rules that aren’t logical, maintaining eye contact, or interpreting social nuances. Difficulties in social communication can lead to feelings of isolation or exclusion and are tiring for neurodivergent people to maintain, especially if they are masking.
Sensory sensitivities: Many neurodivergent individuals experience sensory sensitivities, where they may be hypersensitive or hyposensitive to certain sensory stimuli. This can manifest as sensitivity to noise, light, touch, or textures, which can be overwhelming or distressing. Bright office lights, uncomfortable seating, music playing or multiple loud conversations can cause over stimulation to neurodivergent people as we take in far more information all the time and can find these things hard to block out compared to neurotypical people.
Executive functioning and organisation: Challenges with executive functioning can affect tasks such as planning, organising, time management, and prioritising. Difficulties in these areas can lead to problems with meeting deadlines, staying organised, and completing tasks efficiently.
Attention and focus: Maintaining attention and focus can be challenging for neurodivergent individuals, particularly for those with conditions like ADHD. They may struggle with distractions, have difficulty sustaining focus on tasks, or experience impulsivity. On the other hand they can be extremely focused on one task for an extended period, known as ‘hyper focusing’.
Learning and academic performance: Neurodivergent individuals may have unique learning styles and may require accommodations or alternative teaching methods to optimise their educational experience. Difficulties with reading, writing, maths, or processing information can impact academic performance but they are no less intelligent than anyone else.
Employment and career challenges: Neurodivergent individuals may face difficulties in finding and maintaining employment due to potential barriers in the workplace, including misunderstandings, lack of accommodations, or bias. They may also encounter challenges related to job interviews, workplace social dynamics, or navigating office environments that are not built with their needs in mind. Note that it is not the work itself that provides the challenge, it is the nuances of people and workplaces that cause the barriers.
Mental health and well-being: Neurodivergent individuals are more susceptible to mental health challenges, such as anxiety, depression, and stress. The impact of navigating a world that may not always be accommodating or understanding can contribute to these difficulties.
Embracing neurodiversity in the workplace and getting the benefit of these brains requires creating an environment that supports and accommodates the unique needs of neurodivergent individuals. Providing flexibility in work arrangements, minimising sensory overload, and implementing inclusive communication practices are just a few examples of how organisations can nurture neurodiversity.
These steps both encourage greater participation in work and reduce burnout which is extremely common in neurodivergent people.
I can’t stress it enough, it is the environment which is the biggest cause of burnout and not the individual themselves. It is also important to state that building accommodations with neurodivergent individuals also creates a better environment for neurotypical people to thrive too.
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