“Be curious, not judgmental” is a quote you may be familiar with thanks to Ted Lasso, the American fish out of water in Apple TV’s smash hit show. Project managers will do well to live by these words. As the workplace becomes more diverse and inclusive, it is important for managers to understand how to effectively work with neurodivergent team members. Neurodiversity refers to the wide range of natural variations in how human brains work. Neurodivergent individuals include those with ADHD, autism, dyslexia, and other conditions that affect cognitive function. These individuals have unique skills and perspectives that can contribute to the success of a project, however they may also require specific accommodations to reach their full potential.
Neurodivergent conditions, such as ADHD, autism, dyslexia, and others, are common in the population, with estimates suggesting that up to 1 in 5 people may have some form of neurodivergent condition. You most likely already work closely with neurodivergent team members, even if you don’t know it. You may even be neurodivergent yourself and simply have not received a formal diagnosis. This is exceedingly commonplace, especially among older generations. Despite their prevalence, many people with neurodivergent conditions face significant challenges in navigating a world that is often not designed to accommodate their needs. For example, traditional workplaces may require a high level of focus, attention to detail, and social interaction, which can be challenging for individuals with ADHD or autism.
As a result, many neurodivergent individuals must develop their own coping mechanisms and strategies to manage their conditions in a world that is not accommodating to them. This can include using assistive technologies, taking frequent breaks, creating a structured routine, or seeking out supportive environments that can better meet their needs. However, the burden of managing a neurodivergent condition should not fall solely on the individual. It is the responsibility of society to create more inclusive and accommodating environments that can support the needs of neurodivergent individuals.
In the workplace, this can involve providing accommodations such as flexible scheduling, noise-canceling headphones, or written instructions instead of verbal instructions. It can also involve fostering a culture of inclusion and diversity that recognizes the unique strengths and perspectives that neurodivergent individuals bring to the table. Overall, it is important to recognize and support the needs of neurodivergent individuals, both in the workplace and in society. By doing so, we can create a more inclusive and supportive world that values diversity and promotes the well-being of all individuals.
Understanding the Value of Neurodivergent Team Members
The first step in managing neurodivergent team members is to understand the unique skills and perspectives they bring to the table. Research has shown that neurodivergent individuals can have exceptional strengths in areas such as problem-solving, attention to detail, and creativity.
Neurodivergent team members can bring a unique set of skills, perspectives, and strengths to a project team. For example, individuals with ADHD often excel at multitasking, problem-solving, and thinking outside the box. Their ability to hyperfocus on tasks can also lead to highly efficient work.
Similarly, individuals on the autism spectrum may have exceptional attention to detail, pattern recognition, and analytical skills. They may also be highly skilled in areas such as mathematics, computer programming, and data analysis.
Neurodivergent individuals may also have a heightened sensitivity to sensory inputs or a deep interest in particular topics or fields, which can lead to a deep understanding and expertise in those areas. This can be valuable for projects that require specialized knowledge or niche skills. Furthermore, neurodivergent team members often approach problems and tasks in unique and creative ways. Their different perspectives and ways of thinking can lead to innovative solutions and insights that may not have been considered otherwise.
In a world that increasingly values diversity and inclusivity, having neurodivergent team members on a project team can be a significant asset. They can provide a fresh perspective, challenge assumptions, and contribute to a more comprehensive and effective solution. It is important for project managers to recognize and harness the unique strengths and contributions of neurodivergent team members. By doing so, they can create a more dynamic and effective team that can achieve great results.
Neurodivergent team members can provide valuable insights and contribute to better work product. By accommodating their unique needs, project managers can unlock their full potential and create a more diverse and effective team.
Providing Accommodations for Neurodivergent Team Members
Accommodations are adjustments made to the work environment or work process to help individuals with disabilities perform their job duties. For neurodivergent team members, accommodations can help them overcome challenges and maximize their productivity. Here are some examples of accommodations that can benefit neurodivergent team members:
- Flexible schedules: Allow team members to work during their most productive hours, which may be outside of typical 9-5 work hours.
- Clear communication: Provide clear and concise instructions, avoid ambiguous language, and allow extra time for processing information.
- Structured work environment: Establish routines and clear procedures to help team members stay organized and focused.
- Noise-cancelling headphones: Provide noise-cancelling headphones to help team members block out distracting noises.
- Breaks: Allow for regular breaks to help team members recharge and refocus.
It is important to work with neurodivergent team members to identify accommodations that will be most helpful for them. Reasonable accommodations are not luxuries or a reward for a job well done, but a basic standard of care that managers should provide for all employees. By providing these accommodations, you can create a more inclusive work environment that allows everyone to reach their full potential.
Including Neurodivergent Team Members in Accommodation Strategy
To achieve buy-in for the benefits provided by neurodivergent team members, it is important to include them in the overall strategy for accommodation. By involving them in the process, they can provide insights into what accommodations are most helpful for them and how they can be implemented in a way that is most effective.
It is also important to communicate the benefits of a diverse team to all team members. By highlighting the unique strengths and perspectives that each team member brings to the project, you can create a culture that values diversity and inclusivity. This can lead to greater collaboration, creativity, and innovation.
Additionally, providing training and resources for all team members on neurodiversity and accommodation strategies can help create a more supportive and understanding work environment. This can also help reduce stigma and misconceptions about neurodivergent individuals.
Managing Other Team Member’s Expectations
Managing neurodivergent team members can sometimes lead to challenges with managing other team member’s expectations. It is important to communicate with all team members about the accommodations being provided and why they are necessary. This can help avoid resentment or misunderstandings.
It is also important to emphasize the value that neurodivergent team members bring to the team. By highlighting their strengths and contributions, other team members may be more understanding of the accommodations being provided.
Sometimes a manager is unable to disclose the team member’s neurodivergent condition to the larger team due to privacy concerns. In such cases, it is important for the manager to communicate with all team members about the accommodations being provided without disclosing the specific condition or individual involved.
The manager should focus on explaining the reason for the accommodation, emphasizing the importance of creating an inclusive and supportive work environment, and highlighting the benefits of having a diverse team. This can help avoid misunderstandings or resentment from other team members.
Working with neurodivergent team members to identify ways to integrate their strengths and contributions into the project and communicate these to the team is essential for any project manager. This can help other team members understand and appreciate the value that the neurodivergent team member brings to the project.
Overall, it is important for the manager to maintain confidentiality while also promoting understanding and inclusion among the team. This can help create a more supportive work environment where all team members can thrive.
Conclusion
Managing neurodivergent team members on projects requires understanding, accommodation, and inclusion. By recognizing the unique skills and perspectives that neurodivergent individuals bring to the team and providing accommodations to maximize their potential, project managers can create a more diverse and effective team. It is also important to manage other team member’s expectations and include neurodivergent team members in the overall strategy for accommodation. By doing so, you can create a more supportive work environment that values diversity and inclusivity. As we move towards a more global and interconnected world, the ability to work effectively with individuals from diverse backgrounds and perspectives is becoming increasingly important.
In project management, this means creating a team that is inclusive, supportive, and capable of leveraging the unique strengths and skills of all team members. By recognizing the value that neurodivergent team members can bring to a project, and providing accommodations that support their needs, project managers can create a more effective team that can achieve great results.
Moreover, by embracing inclusion, project managers can foster a culture that promotes innovation, creativity, and collaboration. This can lead to more comprehensive and effective solutions that address the needs of a broader range of stakeholders.
As we continue to navigate the challenges of a rapidly changing world, the ability to work effectively with diverse teams will become an increasingly important skill for project managers. By recognizing and accommodating for the unique needs and perspectives of neurodivergent team members, project managers can create a more inclusive and effective team that can meet the challenges of the future.
