Tag Archive for: Technology

neurodivergent traits are strengths

What are neurodivergent traits? – How do we retain and empower them?

So what are neurodivergent traits?

Based on statistics from the British Dyslexia Association (BDA) it is estimated that at least 15% of the working population have some neurodivergent traits. Neurodivergent traits are those associated with conditions like dyslexia, ADHD, ASC along with medically diagnosed and acquired conditions like PTSD and migraines. These traits are likely to appear in different combinations in each individual. This is supported by research carried out by Professor Amanda Kirby that shows it is more common for individuals to have co-occurring traits from several different neurodivergent conditions, rather than traits just associated with one.

As we consider these traits, I believe it is essential we take a strengths-based approach looking to understand what the individual is great at, while at the same time helping them to understand the things they find difficult and how to mitigate the impact of these on their effectiveness.

These neurodivergent traits include (this is not an exhaustive list):

Neurodivergent traits (strengths)

Creative, imaginative, energised, solution finders, emotionally intelligent, persistent, inquisitive and have fresh eyes.

Neurodivergent traits (difficulties)

Short-term memory, anxiety, fear, disguise and sensory overload. Screening diagnosis and understanding of these various traits and conditions are improving rapidly, though there is still much more to do.

How these traits impact an individual’s working environment and their effectiveness at work is unique to them. I work with a wide range of individuals across several different sectors. Though their stories are all different the recurring theme is that they have hit difficulties at some point in their working life that has caused them to reach out for support. Some of these individuals have been recently diagnosed, while others have known about their traits since primary school. The challenge is not just to know that you have these traits but how these traits affect an individual’s effectiveness in the workplace.

Some of the ways that common neurodivergent traits impact individuals’ effectiveness in the workplace include:

Memory and concentration

Working in environments where a lot of information is shared orally can be extremely challenging for individuals who have poor short-term memory.

A way to think about this is like a bookshelf. The average person (if they exist), can typically hold around 7 to 9 books on a bookshelf. However, someone who has difficulties with their short-term memory is likely to be only able to hold one to three books on the bookshelf. The implications of this are when a new book is added the first book is pushed off and the individual is forced into a situation of grabbing the book that has fallen, often disrupting the rest of the shelf.

If the culture of the organisation means that this is just the way things are done it can be incredibly challenging for these individuals to keep and recall information.

There are ways to help individuals through coaching and technology that allow them to support their short-term memory. This can enable them to work effectively within their organisation.

Organisational skills

In a workplace being organised and understanding what is going on is an essential skill, especially when collaborating with others. If however your sense of time and your ability to follow processes is challenging, then this can make life very difficult. We often assume that having a calendar allows us to be organised, but what we take for granted is that there are a whole bunch of skills around making that calendar work for us. These include building in time to do post and pre-meeting work, accounting for travel and building in buffers to deal with unexpected situations.

Not being able to organise effectively can be very debilitating but through co-building processes, the individual’s situation can be improved dramatically.

Time management

Having a sense of time and being able to estimate time effectively are again essential skills within our current workplaces. If you are unable to do this effectively it can detract from your credibility in the workplace. For some individuals, this could just be that they have no sense of time, while for others they may be overwhelmed by the sensory inputs from their environment.

There are various solutions to this difficulty, including the use of alarms and wearable technology. It is important to work with the individual to understand their unique working environment and how time management affects them.

Wellbeing

Some individuals feel that they are unable to share or not aware of their neurodivergent traits and as a result, try and mask them. This can often mean that they spend far more time working on tasks than their colleagues. This type of behaviour can generate a considerable amount of anxiety, especially when coupled with change. This is because the individual may well be barely hanging in there when they need to reconsider changing all their strategies.

Spending time assessing an individual to help them understand their traits and how these impact their work is invaluable. It can help them flourish and become their true self at work. This should focus on amplifying their strengths and building strategies to help mitigate their difficulties.

Don’t underestimate the power that these changes can have

Christopher Reeve the actor who played Superman, paralysed in a horse-riding accident in 1995 – put it like this.

“When the first Superman movie came out, I was frequently asked, ‘what is a hero?’ I remember the glib response I repeated so many times. The answer was that a hero is someone who commits the courageous action without considering the consequences – the soldier who crawls out of the foxhole to drag an injured buddy to safety. Now my definition is completely different. I think a hero is an ordinary individual who finds strength to persevere and endure in spite of overwhelming obstacles.”

Unfortunately, overwhelming obstacles are present for many individuals with neurodivergent traits and if we do not change this then our organisations will be poorer for it with implications including:

  • Non-compliance under the equality act 2010.
  • Attrition of staff who can add value to our organisations.
  • Loss of competitive advantage and innovation.

To this point, we have discussed supporting the individual. It is important that changes to support the individual are not sticking plasters, but instead part of an organisational wide environmental support.

The road to success

This journey starts with raising awareness of neurodiversity and specifically neurodivergent traits. This mustn’t be a sheep dip approach, yes neurodiversity training is good, but it needs to be supported by mentoring and coaching for managers and leaders of neurodivergent staff.

This then needs to be supported with high-quality processes that are easy to understand and are embedded across the organisations, (not buried at the bottom of some old filing cabinet).

For example:

  • It should be obvious where to seek support.
  • It should be clear how you will be treated.
  • It should be clear what you can expect to happen and when.

Is there an opportunity to be assessed by a professional who can look at your strengths and difficulties and then be given tailored help and support to amplify your strengths and manage your difficulties?

If you have met one person with neurodivergent traits, you have met one person as we are all uniquely different.

Article originally published on FE News

Technology agnostic TT

Is being technology agnostic important?

A few years ago, I wanted an Audi TT (225bhp for those that care), it is a beautiful car, fast, agile and the envy of my mates. Being six feet 1 inch tall with long legs means that I ended up sitting virtually in the back seat. Turning a four-seater car into a two-seater car was less than ideal.

This story has resonated with me a lot especially as I look at the area of solving difficulties related to neurodiversity, (find out what neurodiversity is here), with technological solutions.

Technology-agnosticism is about saying there is ‘no one size fits all for a particular problem. That is not to say that a particular solution cannot solve a problem for many different people, it just will not solve it in the same way.

Think about it

It is the difference between an adjustable spanner and a standard spanner. One of them adapts to lots of assorted sizes of bolts with a greater margin for error and the other one fits one size of bolt perfectly but lacks flexibility. The question you always need to ask yourself is, do you even need that flexibility or is it okay to just do one thing perfectly well?

Many technologies, platforms and software products try and do everything for us, meaning they can end up not doing anything particularly well, so we need to make bigger compromises. It is easy to be bamboozled with a multitude of tools and promises that these tools can deliver, but if we lose sight of the problem that we are trying to solve, the danger is we end up with a solution to a problem that does not even exist.

Or to put it another way, a screwdriver to fix nails in the wall!

This becomes clear when you speak to individuals about the processes they perform and instead of describing what they do they reference the tools they use and how those tools perform the task. On its own, this is not an issue but where it becomes a problem is when the limitations of those tools start defining the process and its boundaries.

Here are some things to think about.

Being technology agnostic when things stop working

Take a pause and reflect on what has stopped working. Do not just switch to another app or another piece of technology before you have asked this question as you may well find that something more fundamental has changed, either with the environment or the processes you are using.

For example, I like to-do lists and I use a product called Todoist.com. It has worked very well for me. Unfortunately, when I started blogging, this platform just did not work for me anymore, so I had to go back and look at what the problem was, and it was to do with the amount of information I wanted to collect within my to-do list. So, I went back to the drawing board to map out what I wanted to achieve and then I was able to select a new software solution that helped me solve the problem, in this case Trello.

Invisible inefficiencies

Adapting a process that we use to fit the software tools with which we are lumbered. Are we keeping process components that really should be obsolete because the software demands them? I believe that if you look at your processes through a set of technology-agnostic glasses, you will find improvements and make changes that will simplify things!

Collaborating with a client who had used MS Outlook successfully to manage their diary, and who was now finding it did not give them the flexibility they needed to annotate, it caused a huge amount of anxiety about appointments. The other issue was the client felt they were not in control of their diary. In this instance, the client moved back to a paper-based solution. Now I realise for many reasons this is suboptimal in lots of organisations, but for this client, they were able to increase their effectiveness by not being stressed about their diary.

Revolutionising your processes

When evaluating what you are doing or why you are doing it, being technology-agnostic allows you to look beyond the constraints of the platforms and software that you are using. It allows you to imagine all the possibilities you might like to carry out, giving you scope to dream big and not have them thwarted by inappropriate tools.

Creating opportunity by being technology agnostic

When the shackles of, “it’s always been done this way” are broken all sorts of possibilities appear. This is also likely to enable you to move forward and to recognise your potential in terms of what you can achieve and how you are going to achieve it. Inappropriate tools that cause you to carry out actions and use time inefficiently reduce your effectiveness at work. Re-evaluating the tools you use creates an incredible opportunity to do things differently and to be more effective in your workplace.

If you would like to explore how to be more technology-agnostic in making decisions around assistive technology, then please get in contact.

dyslexia

How well does your workplace fit you if you have dyslexia?

Let me introduce you to Sarah, she has recently finished university and started working for a large retail bank in the UK as an Account Manager. She is responsible for developing clients for the bank by introducing them to the bank’s products and helping them understand how these products can make their businesses work better. Sarah’s role involves a large quantity of writing proposals in addition to producing other written materials.

Sarah was diagnosed with dyslexia at school and as a result, had some help so that she could study effectively and pass her qualifications. This help continued through university but since leaving university she has been able to cope without any help.

Unfortunately, in Sarah’s current role things started to get a little bit difficult as she is struggling with spelling and punctuation, in addition to remembering all the tasks and actions that she is given by her boss and team daily. Fortunately, when these issues were flagged to Sarah’s HR department, they immediately recognised it would be appropriate to ask Sarah what was going on. As a result, Sarah shared some of the tasks that she was finding difficult so the company initiated a Workplace Needs Assessment.

A Workplace Needs Assessment

An assessment that should be carried out by a qualified Workplace Needs Assessor who looks at an individual’s workplace, role, job description and tasks. Then working with the individual to make suggestions called Reasonable Adjustments.

Reasonable Adjustments

These are adjustments that can be made in the workplace to help people who have difficulties completing their everyday tasks. As an employer there is an obligation to provide these if you know, or could be expected to know, an employee or job applicant has a disability.

For Sarah to have this assessment, she did not need to have a formal diagnosis, she just needed to recognise that something was not working for her in her workplace. This assessment helped Sarah understand some of the difficulties she was facing. It also helped her understand some of the strengths that she offered to her workplace.

A vital part of the Workplace Needs Assessment is to amplify strengths and manage the difficulties of the individual.

Sarah’s employer had a legal responsibility under the Equality Act 2010 as Sarah is a neurodivergent individual who has a substantial and long-term condition that is covered under the act because of the following wording:

You are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.

This is important as Sarah’s Workplace Needs Assessment suggested a large range of different technologies along with some workplace coaching. In Sarah’s case however, several of the pieces of technology that were suggested did not work with the systems used by her employer. This resulted in a large amount of stress and anxiety for Sarah as she felt it was her responsibility to make IT work. Sarah’s manager tried to support her in this implementation but unfortunately was unable to make any headway in a reasonable time. In Sarah’s situation, the stress and anxiety got to a point where she was unable to continue working and had a prolonged period signed off sick from work.

I would like to make it clear Sarah’s is not an isolated case, implementation of help can cause even more stress and anxiety sometimes making the issues an individual faces far worse.

This unfortunate situation illustrates the need for a joined-up approach to reasonable adjustments within the workplace. It is vital when technology solutions are suggested that they work with the existing organisation IT infrastructure and policies. In Sarah’s particular case this situation could have been remedied very easily by having an IT representative involved in the process to ensure the technology suggested would work with the existing infrastructure. This is unfortunately overlooked in many situations causing a large amount of stress and anxiety for the individuals involved who are asking for help.

The final component is awareness within the organisation of the impact change has on individuals with neurodivergent conditions. What is often not recognised is that any change can be stressful and anxiety-inducing. To help alleviate some of this it’s really important that everyone within the organisation has an appreciation of what neurodiversity is and how it can impact their colleagues.

Some ways to help avoid this situation include:

  1. Creating a list of approved applications that IT are happy with will work within the organisation’s infrastructure and fit within the organisation’s policies.
  2. Making sure supervisors/managers are spoken to as part of the assessment process.
  3. Having a dedicated IT contact who can support the implementation of assistive technology.
  4. Ensuring that all members of the organisation have attended neurodiversity awareness training and are aware of who to speak for support.

If you would like to know more about Workplace Needs Assessments and how to implement them effectively within your organisation, please get in contact.