Hi, I’m Nicola from The People Mentor. In today’s podcast, I want to discuss how to support neurodiverse employees with challenging conversations in the workplace.
As a manager or colleague, it’s essential to understand that neurodiverse individuals, such as those with ADHD, autism, dyslexia, or other neurological differences, who may face unique challenges when it comes to navigating difficult conversations at work.
These challenges can range from difficulty processing information quickly to trouble with working memory to struggling to interpret social cues and nonverbal communication.
Creating an inclusive and supportive work environment that accommodates the diverse needs of neurodiverse employees is crucial for creating open communication, collaboration, and personal growth.
In my years of experience in management and with my neurodiverse daughters and grandchildren, I’ve learned that small changes and accommodations can make a significant difference in helping neurodiverse individuals feel more comfortable and confident when engaging in challenging conversations.
In this podcast, I’ll share practical tips and strategies for supporting neurodiverse employees, such as providing clear expectations and agendas, offering accommodations like noise-cancelling headphones or written summaries, and promoting a culture of empathy and understanding.
We’ll also explore some real-life scenarios and how to approach them with sensitivity and respect.
Whether you’re a manager looking to create a more inclusive workplace or a colleague wanting to support your neurodiverse peers better, this podcast will provide valuable insights and actionable steps to make a positive impact.
As a manager, it’s crucial to encourage all team members to take the time to understand and accommodate the needs of their neurodiverse colleagues.
Creating Understanding in the Workplace
This means building a culture of empathy, open communication, and continuous learning.
Encourage your team to educate themselves about different neurodiverse conditions, ask questions respectfully, and be open to adapting their communication and collaboration styles to support their peers better.
One way to promote this understanding is by providing regular training and resources on neurodiversity in the workplace.
This can include workshops, webinars, or even just sharing articles and videos that help team members learn more about the challenges and strengths of their neurodiverse colleagues.
By regularly discussing and learning about neurodiversity, you can help create a more informed and supportive team environment.
Another key point for managers is to lead by example.
Model the kind of inclusive behaviour and communication that you want to see from your team.
This means being patient, actively listening, and showing empathy and understanding when interacting with neurodiverse employees.
If you consistently demonstrate these inclusive practices, your team members are more likely to follow suit and create a more supportive work environment for everyone.
So, let’s explore how we can work together to create a workplace that embraces and empowers neurodiverse individuals to navigate challenging conversations with confidence and success.
Now, before we dive into the practical tips and strategies, I want to take a moment to discuss the various neurodiverse traits and conditions that you may encounter in the workplace.
Understanding the unique challenges and strengths associated with each of these can help you better support your neurodiverse colleagues and create a more inclusive environment.
The Different NeuroDiverse Traits and Conditions
First, let’s talk about ADHD and dyslexia.
Individuals with ADHD may struggle with impulsivity, difficulty focusing, or challenges with working memory during conversations.
Those with dyslexia may have trouble processing information quickly or feel anxious about reading or writing tasks.
To help them engage more effectively, it’s important to provide clear, concise information and allow extra processing time.
Next, we have autism.
Colleagues with autism may have difficulty interpreting social cues, understanding implied meanings, or adapting to unexpected changes in conversation topics.
They may also have a direct communication style that others could misinterpret.
To support them, be clear and direct in your communication, avoid figurative language, and provide advance notice of meeting agendas when possible.
Other neurodiverse traits and conditions you may encounter include dyspraxia, which can impact motor coordination and organisation; dyscalculia, affecting mathematical reasoning;
Tourette Syndrome, characterised by involuntary movements or vocalisations; OCD, leading to intrusive thoughts and repetitive behaviours; sensory processing disorder, impacting how the brain processes sensory information; and synaesthesia, a unique blending of senses that can lead to creative problem-solving skills.
It’s essential to remember that each neurodiverse individual is unique, with their own set of strengths and challenges.
By taking the time to understand and accommodate their needs, you can help create a workplace where everyone feels valued, supported, and empowered to contribute their best.
Practical Examples of How to Support a NeuroDiverse Person.
Let’s look at some practical examples of how you can support your neurodiverse colleagues during challenging conversations.
As someone who has managed diverse teams for many years, I’ve learned that small accommodations and a little empathy can go a long way in creating a more inclusive and supportive work environment.
Let’s start with a scenario involving an employee with autism.
Imagine you need to discuss a performance issue with them.
In this case, it’s crucial to be direct and specific and avoid using abstract language that could be misinterpreted.
You might say something like, “I noticed that you struggled to meet the deadline for the latest project. Let’s discuss what challenges you faced and how we can work together to ensure future projects are completed on time.”
By being clear and focusing on the specific issue, you can help your colleague better understand the situation and work towards a solution.
Now, let’s consider an employee with ADHD who needs to have a difficult conversation with a client.
To help them prepare, you can suggest creating a written agenda or bullet points outlining the key topics to discuss.
This can help them stay focused and organised during the conversation.
You might also recommend taking short breaks to help maintain concentration and manage any feelings of overwhelm.
Remember, it’s all about finding strategies that work best for the individual and showing your support.
Another example could be an employee with dyslexia who becomes emotional during a challenging conversation with a colleague.
If they need a moment to collect themselves, encourage them to step out of the room, take a few deep breaths, or grab a glass of water.
Reassure them that taking a break is okay and that you’re there to support them.
When they’re ready to continue the conversation, help them focus on the facts and the desired outcome rather than dwelling on the emotions.
You can say, “I understand this is a difficult topic, but let’s focus on finding a solution that works for everyone involved.”
Remember, every neurodiverse individual is different, and what works for one person may not work for another.
The key is to be open, flexible, and willing to try different approaches.
By showing empathy, providing accommodations, and maintaining open lines of communication, you can create a work environment where neurodiverse employees feel supported and empowered to confidently navigate even the most challenging conversations.
For someone with dyspraxia who may struggle with organisation and processing information, it’s helpful to break down complex topics into smaller, more manageable parts.
If you’re discussing a new project with them, try saying something like, “Let’s take this step by step. First, we’ll focus on the research phase, then we’ll move on to planning and execution. We can create a timeline with specific milestones to help keep us on track.” By providing a clear structure and breaking things down, you can help your colleague feel more in control and less overwhelmed.
Employees with dyscalculia may feel anxious or unsure when discussing topics involving numbers or financial data.
If you need to review a budget with them, be patient and offer to explain the figures in different ways.
You can say, “I know these numbers can be tricky, so let’s review them together. We can use visual aids like graphs or charts to help make the data more accessible. And if you have any questions, please don’t hesitate to ask.”
By being understanding and providing alternative ways to process the information, you can help reduce their stress and make the conversation more productive.
For colleagues with Tourette Syndrome, who may experience involuntary movements or vocalisations during conversations, it’s essential to remain patient and focused on the content of the discussion.
If a tic interrupts the conversation’s flow, pause and give them a moment, then continue as usual.
You can show your support by saying something like, “I appreciate you sharing your thoughts on this matter. Let’s keep exploring these ideas together.”
Maintaining a respectful and inclusive attitude can help your colleague feel more comfortable and engaged in the conversation.
Lastly, let’s consider an employee with sensory processing disorder who may become overwhelmed by too much sensory input during a meeting.
To accommodate their needs, you can offer to hold the meeting in a quieter space with fewer distractions.
You might say, “I know large meetings can sometimes feel overwhelming. Why don’t we find a smaller room to talk more comfortably? And if at any point you need a break, just let me know.”
By being proactive and offering accommodations, you can create a more inclusive and supportive environment for your colleagues.
As a Neurodiverse Individual Approaching Difficult Conversations
Navigating difficult conversations can feel daunting as a neurodiverse individual, but with the right strategies and preparation, you can confidently approach these challenges.
Here are ten tips to help you successfully manage a difficult conversation:
- Prepare ahead of time: Write down your thoughts, concerns, and the main points you want to address. A clear outline can help you stay focused and organised during the conversation.
- Choose the right time and place: Select a time when you’re both available and not rushed. Opt for a quiet, private location where you feel comfortable and free from distractions.
- Use clear and direct language: Be specific about the issue at hand and avoid using metaphorical language or sarcasm that could be misinterpreted. Stick to the facts and express your thoughts and feelings clearly.
- Practice active listening: Give the other person your full attention and try understanding their perspective. Ask clarifying questions and paraphrase their main points to ensure you understand them correctly.
- Take breaks if needed: If you feel overwhelmed or anxious during the conversation, don’t hesitate to ask for a short break. Take a few deep breaths, step outside for some fresh air, or take a moment to gather your thoughts.
- Use visual aids: If visual aids help you explain your points more clearly, consider using diagrams, flowcharts, or written bullet points. This can help you stay on track and make your message more accessible.
- Be open to finding solutions together: Approach the conversation with a problem-solving mindset. Instead of focusing on placing blame, work together to identify potential solutions that address your concerns.
- Advocate for your needs: Don’t be afraid to communicate your needs or request accommodations to help you engage in the conversation more effectively. This could include asking for extra processing time, written summaries, or a quiet meeting space.
- Manage your emotions: It’s normal to feel emotional during a difficult conversation, but try to stay calm and composed. If you feel upset, take a few deep breaths and remember to focus on the issue rather than personal attacks.
- Follow up after the conversation: Send a brief email summarising the main points discussed and any action items or next steps. This helps ensure that you’re both on the same page and provides a written conversation record for future reference.
Remember, having a difficult conversation is a skill that takes practice.
Be patient with yourself and celebrate the small victories along the way.
By being prepared, advocating for your needs, and approaching the conversation with empathy and a problem-solving mindset, you can navigate these challenges with greater ease and confidence.
As we wrap up today’s podcast, I want to remind you that navigating difficult conversations as a neurodiverse individual is a journey, and it’s okay to ask for help along the way.
Remember, you’re not alone in facing these challenges, and resources and support are available to help you build your confidence and communication skills.
How to Work With Me…
That’s why I’m excited to offer my “Conversation Catalyst” mentoring program, designed to help neurodiverse individuals master the art of difficult conversations.
This programme includes three one-on-one mentoring sessions with me. In these sessions, we’ll develop personalised strategies and techniques to help you approach challenging discussions with greater ease and effectiveness.
We’ll cover everything from preparing for the conversation, managing your emotions, and following up afterwards to ensure a positive outcome. By the end of our sessions, you’ll have a toolkit of practical skills and a newfound confidence in your ability to handle even the most challenging conversations.
If you’re ready to improve your communication skills and transform your approach to difficult conversations, I invite you to sign up for the Conversation Catalyst mentoring programme today.
Just message me to get started.
I look forward to working with you and helping you unlock your potential as a confident, effective communicator.
Thank you for joining me today. Remember, with the right strategies and support, you can navigate any difficult conversation with grace, empathy, and success. Until next time, this is Nicola from The People Mentor, signing off.
Remember, the goal is to create open, honest, and respectful communication with your neurodiverse colleagues.
By taking the time to understand their unique needs and offering accommodations and support, you can help create a workplace where everyone feels valued and empowered to contribute their best, even in the face of challenging conversations.
Well, that’s it for today. This is the People Mentor signing off. Thank you for listening.
