This week I attended the first day of the training Neurodiversity coaching. It was a good training and helpful to get erverything in line again when it comes to neurodiversity. I regularly come across something in which I recognise myself. And that’s good to know. We were also talking about neurodiversity as a strength, something I have been talking about in my coaching for years and that I think is really important.
When I speak of neurodiversity, I’m talking about autism, AD(H)D, giftedness, dyslexia/dyspraxia/dyscalculia and highly sensitive person. Many of the characteristics mentioned in one neurodiversity may also belong to another neurodiversity. Still, there really are differences.
In business, it is important to have neurodiversity within your team(s). By having people on your team with different ways of seeing and thinking, you come up with the most beautiful solutions. If you all think in the same way, it is often difficult to think outside the logical paths for you. While someone who has a completely different way of thinking can come up with paths you have never thought of before.
It can sometimes be difficult to work in or lead a neurodiverse team. To work well together, you will need to be able to see the potential and the strengths. To do so, you need to be able to see around the ‘labels’ and be open to the person.
If you manage to be open to the person, which is always important, you will move forward together. You can then make good use of each person’s strengths. With or without a ‘label’ or diagnosis.
So what is important for the person with a neurodivergent brain?
First, it is important that the person knows his or her talents and strengths. So that these can be put to good use.
Secondly, it is important that this person knows his or her pitfalls. What do you find difficult? What do you need to be able to adequately perform even those parts of your job?
And thirdly, what you want your supervisor to know about you is important. Think about what you need, practically and also in terms of attention. What do you find difficult and how can another person help you with that? And so on.
Do you feel that you know yourself how your autism or other neurodiversity works? That you can do what is necessary for you? Are you understood by the people around you? At home and at work? I hear from many people with (traits of) autism that they feel they are not understood, at home and/or at work. And that their colleagues do not understand autism, let alone can take into account their colleague with (traits of) autism.
What can help here is gaining insight about yourself and starting the conversation with your manager and/or HR. And I am happy to help you with this. Let’s start with a free session, so we can get to know each other and discuss what you are up against. Request your free session here.
In this free session, we discuss what you are struggling with and how I can help you with it. We will have your free session of about 30 minutes in my practice or through Teams. Feel free to contact me whatever neurodiversity you recognise yourself in. I see the person, not the ‘label’.
Request your free session here.
By the way, did you know that employers often have a budget for employees that can be used for personal coaching and programmes such as Rest and Balance at Work?
Are you done with the lack of control and overview when changes occur at work? And that often present fatigue and lack of energy? Could you use some help with this? Or can I help you talk to your manager?
Request your free session here.
