Aimed at: Priority Leaders, Sector-Wide Transformation Projects, and Teams
Neurodiversity has become a popular term that in simple terms, describes a variety of differences in how each of us functions individually. This includes the behaviours we demonstrate to others in our actions, and the underlying personality traits that are in charge of work and life patterns.
We think of Neurodiversity (whether or not someone identifies themselves as ‘Neurodiverse’, whether they have some knowledge on the subject or whether they are new to it as a concept) as an umbrella term, including conditions such as Attention Deficit Hyperactivity, Autism Spectrum Disorder, Dyscalculia, Dysgraphia, Dyspraxia, Dyslexia and Tourette’s Syndrome among others.
You may be wondering how neurodiversity relates to you? Everyone communicates and processes the world differently and a team’s ability to relay thoughts and problem solve together is what makes or breaks team interaction. Maybe you have realised that well-intentioned initiatives don’t always have the impact you desire?
Maybe you have become more aware of the depth of Mental Health issues post pandemic? And the many issues in teams? (75% of Cross-Functional teams are Dysfunctional)
You may be at the point where you recognise that something significant needs to change, to put your organisation onto a healthier and more sustainable way of functioning?
At Ei World we believe that a comprehensive approach is needed to tackle systemically the problems in organisations today.
Imagine a working context where everyone can be at their best.
A culture which enables diversity, inclusion and equity to be the natural way of operating. Everyone is supported to be at their best, including line managers who are aware and confident in having the right conversations in the workplace to understand difference and enable true dialogue that results in everyone being able to bring their full selves to deliver outstanding work.
Emotions trigger reactions to difference – no-one is neutral in the face of difference and under neurodiverse conditions situations and problem solving become even more difficult to navigate. Rare is the person who can be non-reactive in the face of differences. Neurodiverse people can react differently from neuro typical people in times of excitement, interest and anger. Unfortunately differences in other people can trigger strong emotions in us including irritation, stimulating, annoyance, frustration and fear.
We know that Emotional Intelligence is hugely important. Years of research has shown that Emotional Intelligence is a critical factor that enables us to deal with differences, the ability to understand and influence one’s own emotions and the emotions of others. This ability separates exceptional leaders and managers from the rest. It has been named as a critical skill for the future, irreplaceable by Artificial Intelligence (AI).
We also know that Emotional Resilience and the ability of individuals to make the right choices to cope with stress and pressure is learnable. This starts with a process of understanding your own inner landscape which determines your responses to the emotional context of life and work.
How we manage behaviour, socially interact and make important decisions is all heavily influenced by what happens in teams. Research shows that having the right norms in a team, will lead to psychological safety, a strong team identity and constructive dialogue. Together, these help to increase the level of belonging. When this does not occur, we have problems in the workplace including mental health issues, high absence rates, fatigue, burnout and underperformance in teams.
Neurodiverse people range from those who cannot live and work independently, to those who reach the highest ranks of organisations. When someone shares that they are neurodivergent, those around them don’t typically know what it means, what effect it has on them and how they should shift accordingly. Many times, neurodivergent people themselves are not fully aware of the effect their condition has on their ability to perform at work. Setting up a safe environment for discourse to happen, enables neurodiverse people to clarify and ask what they need from others and their peers to act with understanding and empathy. Understanding can help reduce friction in the workplace.
Ei World has developed a clear pathway beginning with understanding your own functioning in your inner emotional world, working on mental health strategies, then bringing that understanding into the heart of a team. By upskilling line managers and HR professionals in this systemic approach, this can be implemented widely across any organisation.
ALL STAFF & LINE MANAGERS
Mental Health – Addressed by “Emotional First Aid”
Structured Learning on topics that affect mental health.
Cultivate relevant everyday strategies. Listen to and understanding collective issues in mental health.