If co-creating from diversity is a value for you, do you count neuroinclusion among the ways to accomplish that? These days, there’s much curiosity around neurodiversity and how to be more inclusive. We are increasingly aware that people are wired differently, and that we need to support diverse ways of interacting with the world.
Coaches and leaders are tasked with creating an environment that supports every member of the team. Since \”normal\” is an illusion and every system is unique, honouring neurodiversity is just another expression of this reality.
Creating spaces that are open and welcoming means finding ways to include and adapt to differences we might encounter within a team, including cognitive differences.
What is neurodiversity?
Neurodiversity is simply a difference in how someone experiences, processes and responds to information. It can show up in many ways, including repetitive behaviour or speech patterns, preferences for routine, binary thinking, hyperfocus, and distinct social behaviours. Some people are highly sensitive to noise, light or touch. Differences appear in the way people process language or carry out physical activities.
Once upon a time, we framed neurological differences like autism and dyslexia as deficits or disease. The neurodiversity movement challenges this, comparing variations in thinking to the biodiversity in nature.
Strength lies in diversity! Imagine a world without the contributions of Bill Gates, Steven Spielberg, Jerry Seinfeld, Billie Eilish and Simone Biles. Famous historical figures who showed signs of neurodiversity include Albert Einstein, Charles Darwin, Emily Dickinson, Michelangelo, Maya Angelou, Nikola Tesla, Barbara McClintock, Beethoven, Mozart, Henry Ford, Carl Sagan and Charles M. Schultz.
It\’s essential to recognize that neurodiversity isn\’t a disability or a disease. It\’s simply another expression of the kaleidoscope of variations that make up humanity. Words like “disabled” and “needs assistance” may stop people from feeling valued and respected.
Ian Humphreys of the Sinneave Family Foundation explains neurodiversity this way – think of it as shades of blue. Depending on how your eye sees colour, you might identify hundreds of shades. However, no shade of blue is better or worse, or right or wrong. They\’re simply different.
Making spaces more inclusive
Many organizations are recognizing the unique strengths neurodiversity can bring to the table, including attention to detail, creativity, and problem-solving skills. There is a push to make workplaces more neuroinclusive, including broadening hiring practices and breaking down stigma. People are also becoming more vocal about the importance of mental well-being and understanding how neurological differences affect everyday life.
Change always begins with ourselves. For that reason, the Novalda team is connecting with the Sinneave Family Foundation in sessions that will support us in better understanding neurodiversity and co-creating ways to be neuroinclusive.
Creating a neuroinclusive environment begins with understanding neurodivergence as part of the full range of human experience and potential. We are capable of creating spaces where everyone can thrive in being their authentic selves. Our complimentary series of conversations on neuroinclusion is one place to begin.
How welcoming is your environment?
Does your intake process invite people to share details about their identity?
Design opportunities that will allow people to reveal their experience without compromising their privacy.
Do you make a habit of asking about adjustments that might allow people to thrive in working relationships and tasks?
Consider what accommodations might be possible in your workplace. Some may be as simple as dimming the lights or creating quiet spaces. Heightening your awareness in a key skill in recognizing what team members need to be successful – whether they are neurodivergent or not.
You can involve specialists if you realize that a situation may be beyond your expertise.
It\’s reassuring to remember that the same qualities you need to be neuroinclusive – compassion, openness, awareness and flexibility – are the same ones that make you a good coach or leader.
Kerry Woodcock PhD, PCC, ORSCC, ACTC, EIA-SP, ITCA, ESIA, develops core, collective and change leadership capacity in leaders, teams and organizations, coaching pioneers and influencers to amplify the power of relationship and lead over the edge of change.
Invitation | Want to explore further?
Dip in
You\’re invited to take part in these complimentary sessions on neuroinclusion as part of the Novalda Conversations for Change Leaders
Dive deep
Recognize and include the diversity within yourself in Soul Sala, our nine-month transformational leadership program.