In my recent work on a leadership development plan for a company, I’ve had the opportunity to engage deeply with senior managers using a combination of tools to provide a comprehensive view of their strengths and areas for growth. Each senior leader receives a personalized report based on a series of assessments: a 360° assessment from staff and peers, a CliftonStrengths assessment to review their strengths in known environments, and a Cognitive Process Profile (CPP) from Cognadev to uncover their thinking strategies in the face of unfamiliar situations. This information is then synthesized into a tailored development plan to support their growth as leaders, aligning with the organization’s overall objectives.
However, my training as a person-centered approach therapist, combined with experience in trauma work and ongoing research into neurodiversity, has opened my eyes to a crucial observation: a notable proportion of these leaders are likely neurodiverse, whether they are aware of it or not. While my role is not to diagnose, I make hypotheses based on observable behaviors and responses. By adapting their development plans to account for possible neurodiverse traits, I’ve seen these individuals resonate with approaches that speak to their unique needs—approaches they have not encountered before.
Let’s delve into the assessments I use and explore how unrecognized neurodiversity in the workplace can impact both individuals and organizations.
What Are These Assessments?
- 360° Assessment: This tool gathers feedback from an individual’s peers, subordinates, and supervisors to provide a holistic view of their performance, behavior, and impact on the team. It reveals blind spots and offers valuable insights into how they are perceived by others.
- CliftonStrengths Assessment: Developed by Gallup, this assessment identifies an individual’s top strengths in familiar environments. It focuses on leveraging existing talents to enhance performance, aiming to build on what people naturally do best.
- Cognitive Process Profile (CPP): Created by Cognadev, this assessment explores an individual’s cognitive strategies when facing novel, complex situations. It reveals how leaders approach problem-solving, decision-making, and adaptability in uncertain environments.
The Impact of Unrecognized Neurodiversity in the Workplace
While the mission of leadership development is to nurture growth and effectiveness, failing to recognize neurodiversity can have significant consequences:
- Employee Well-being: Neurodivergent employees may face challenges in environments not tailored to their needs, leading to stress and burnout. A report by the Chartered Institute of Personnel and Development (CIPD) highlights that a lack of employer attention to neurodiversity adversely affects employee well-being and performance (CIPD Report).
- Performance and Retention: Without appropriate accommodations, neurodivergent individuals might struggle to perform optimally, potentially leading to higher turnover rates. The CIPD report also notes that neglecting neuroinclusion can negatively impact employee retention.
- Organizational Culture: A workplace that does not recognize neurodiversity may inadvertently foster an exclusive culture, hindering diversity and inclusion efforts. This can affect team dynamics and overall organizational morale.
Why is Neurodiversity Often Unrecognized?
- Lack of Awareness: Many organizations may not fully understand neurodiversity or recognize its prevalence. Estimates suggest that between 10% and 20% of the global population is neurodivergent, yet this diversity often goes unnoticed (Deloitte). Often, the neurodivers employé is unaware or only partially aware of their neurodiversity and can’t actually pinpoint any specific needs.
- Stigma and Disclosure: Neurodivergent individuals might hesitate to disclose their conditions due to fear of discrimination or misunderstanding, leading to unmet needs in the workplace. A study published in the Journal of Management & Organization discusses the challenges neurodivergent individuals face in employment, including stigma and lack of support (Cambridge Journal).
Benefits of Recognizing and Supporting Neurodiversity
By acknowledging and supporting neurodivergent employees, organizations can unlock substantial benefits:
- Enhanced Innovation: Neurodivergent individuals often bring unique perspectives and problem-solving skills. Embracing neurodiversity can lead to increased creativity and innovation within teams. The World Economic Forum emphasizes that neurodivergent individuals contribute valuable skills like analytical and creative thinking (World Economic Forum).
- Improved Employee Engagement: Providing appropriate accommodations can boost job satisfaction and loyalty among neurodivergent employees, leading to better retention rates. A strengths-based approach to neurodiversity in the workplace can enhance employee engagement and performance (Positive Psychology).
- Broader Talent Pool: By fostering a neuroinclusive environment, organizations can attract a wider range of talent, tapping into skills and abilities that might otherwise be overlooked. Understanding and supporting neurodivergent employees can help organizations leverage their unique strengths (McKinsey).
Conclusion
Integrating insights on neurodiversity into the leadership development plans for this company has proven transformative. By recognizing the diverse cognitive profiles of these leaders and adapting their development plans accordingly, this organization can not only support these individuals’ growth but also enhance the overall organizational performance. The potential of neurodivergent leaders, when understood and nurtured, can be a powerful catalyst for growth and innovation.
Feel free to share your thoughts or experiences on how recognizing neurodiversity has impacted your workplace. Let’s continue the conversation!
Through Yinsight, I support companies, their managers and teams in their development with a view to achieving tangible performance that respects people. Creating strategy, working on collective values, aligning teams, managing complexity and interpersonal dynamics, and providing individual and collective support for transformation are at the heart of my work.