Neurodiversity: The Next Frontier (Agile People Sweden)

1,674 views

Published on

We already know that diverse teams are more creative and deliver better results. We’ve seen this play out in repeated studies and real life. Sadly many organisations lag behind in adequately representing the population in terms of diversity, but those that are making strides are also outperforming the competition. But what about less visible diversity? The topic of neurodiversity is increasingly on our minds (if you’ll excuse the pun). How do we create work environments and cultures that embrace the full spectrum of neurodiversity and enable all our colleagues to perform at their best?

Published in: Leadership & Management
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
1,674
On SlideShare
0
From Embeds
0
Number of Embeds
1,409
Actions
Shares
0
Downloads
3
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • Great, now I’m drowning in questions to ask myself all the time! Thanks Meri!!
  • Neurodiversity: The Next Frontier (Agile People Sweden)

    1. 1. Meri Williams, ChromeRose @Geek_Manager NEURODIVERSITY: THE NEXT FRONTIER Agile People Sweden October 2016
    2. 2. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
    3. 3. Meri Williams, ChromeRose @Geek_Manager
    4. 4. Meri Williams, ChromeRose @Geek_Manager
    5. 5. Meri Williams, ChromeRose @Geek_Manager
    6. 6. Meri Williams, ChromeRose @Geek_Manager Diversity is a Spectrum Active hatred & discrimination (*isms) Micro aggressions Indifference Active inclusion Tolerance
    7. 7. Meri Williams, ChromeRose @Geek_Manager “A micro-aggression is telling young boys that they are very smart, and telling young girls that they are very pretty. ” - Faruk Ates @kurafire
    8. 8. Meri Williams, ChromeRose @Geek_Manager ISN’T A FULLY INCLUSIVE ENVIRONMENT BETTER? PROTIP: Helps Everyone!
    9. 9. Meri Williams, ChromeRose @Geek_Manager BUT WHAT DOES THAT INCLUSION MEAN IN TERMS OF MANAGING & LEADING PEOPLE?
    10. 10. Meri Williams, ChromeRose @Geek_Manager As much as 40% better Much energy is spent if you have to hide your private life, or pretend to be something you’re not
    11. 11. Meri Williams, ChromeRose @Geek_Manager
    12. 12. Meri Williams, ChromeRose @Geek_Manager Neurodiversity “Neurodiversity is an approach to learning and disability that suggests that diverse neurological conditions appear as a result of normal variations of the human genome. The neurodiversity movement frames autism, bipolarity and other neurotypes as a natural human variation rather than a pathology or disorder, and its advocates reject the idea that neurological differences need to be (or can be) cured, as they believe them to be authentic forms of human diversity, self expression, and being” https://en.wikipedia.org/wiki/Neurodiversity
    13. 13. Meri Williams, ChromeRose @Geek_Manager https://www.youtube.com/embed/6xUEg2WxGqQ
    14. 14. Meri Williams, ChromeRose @Geek_Manager WE TALK ABOUT HIDDEN DISABILITIES
    15. 15. Meri Williams, ChromeRose @Geek_Manager WHAT ABOUT HIDDEN ABILITIES?
    16. 16. Meri Williams, ChromeRose @Geek_Manager WE JUST NEED A SHIFT IN PERSPECTIVE
    17. 17. Meri Williams, ChromeRose @Geek_Manager
    18. 18. Meri Williams, ChromeRose @Geek_Manager EVERY PERSON IS CAPABLE OF VIRTUOSITY
    19. 19. Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain questions positively
    20. 20. Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance 1. Do I know what is expected of me at work? 2. Do I have the materials & equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last 7 days, have I received recognition or praise for good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who cares about my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel like my work is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last 6 months, have I talked with someone about my development? 12. At work, have I had opportunities to learn and grow?
    21. 21. Meri Williams, ChromeRose @Geek_Manager
    22. 22. Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
    23. 23. Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE • Does the mission/purpose of my company make me feel like my work is important? AUTONOMY • Do I know what is expected of me at work? • At work, do my opinions seem to count? INCLUSION: • In the last 7 days, have I received recognition or praise for good work? • Does my supervisor, or someone at work, seem to care about me as a person? • Do I have a best friend at work? MASTERY • Do I have the materials & equipment I need to do my work right? • At work, do I have the opportunity to do what I do best every day? • Is there someone at work who cares about my development? • Are my co-workers committed to doing quality work? • In the last 6 months, have I talked with someone about my development? • At work, have I had opportunities to learn and grow?
    24. 24. Meri Williams, ChromeRose @Geek_Manager “DO I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY?”
    25. 25. Meri Williams, ChromeRose @Geek_Manager WE NEED TO STOP LEVELLING PEOPLE OUT TO EQUAL CONSISTENT MEDIOCRITY AND INSTEAD FOCUS ON GETTING THE MOST OUT OF DIFFERENCE
    26. 26. Meri Williams, ChromeRose @Geek_Manager WE ARE NOT INTERCHANGEABLE RESOURCE UNITS
    27. 27. Meri Williams, ChromeRose @Geek_Manager WE ARE COLOURS … OR FLAVOURS WE ARE BETTER IN COMPLEMENT, IN CONCERT WITH EACH OTHER
    28. 28. Meri Williams, ChromeRose @Geek_Manager
    29. 29. Meri Williams, ChromeRose @Geek_Manager WHAT IF WE THINK OF PEOPLE AND ROLES AS A MATTER OF CASTING?
    30. 30. Meri Williams, ChromeRose @Geek_Manager HOW DO WE ASSEMBLE A GREAT TEAM WITH COMPLEMENTARY ABILITIES?
    31. 31. Meri Williams, ChromeRose @Geek_Manager
    32. 32. Meri Williams, ChromeRose @Geek_Manager FIRST, WE CREATE SPACE FOR THEM TO BE AWESOME
    33. 33. Meri Williams, ChromeRose @Geek_Manager EVERY PERSON IS CAPABLE OF VIRTUOSITY
    34. 34. Meri Williams, ChromeRose @Geek_Manager SPACE TO BE AWESOME = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) + INCLUSION (Do I BELONG HERE?) - ANY NEGATIVE FACTORS THAT DETRACT
    35. 35. Meri Williams, ChromeRose @Geek_Manager Craft Inclusive Environments 1. Am I EXPECTED here? 2. Am I RESPECTED here? 3. Can I BE MYSELF and BE SUCCESSFUL here?
    36. 36. Meri Williams, ChromeRose @Geek_Manager Am I EXPECTED? • Be prepared • Educate yourself & others • Adjust your recruitment & interview process • Craft roles that embrace some of those hidden abilities • Look for the missing skill that might bring unique value • Enable pairing / team-ups
    37. 37. Meri Williams, ChromeRose @Geek_Manager
    38. 38. Meri Williams, ChromeRose @Geek_Manager Am I EXPECTED? • Think about environments • Understand how many office environments are particularly difficult for folks with different abilities • Enable respite (we provide prayer rooms; how different is this?)
    39. 39. Meri Williams, ChromeRose @Geek_Manager Am I RESPECTED? • Are my superpowers valuable here? • Do I get to focus on the things I am brilliant at? • Do people understand and respect difference? • Do we value diversity, rather than just tolerate it?
    40. 40. Meri Williams, ChromeRose @Geek_Manager Am I RESPECTED? • Educate the team • Invest in people understanding better and not dismissing difference • Find ways to appreciate all kinds of contributions
    41. 41. Meri Williams, ChromeRose @Geek_Manager Can I BE MYSELF and BE SUCCESSFUL? • Does this culture reward people like me? • Do I have to change who I am to succeed here? • How much energy do I have to spend pretending? • Does my manager care about me? Will they adapt when they can?
    42. 42. Meri Williams, ChromeRose @Geek_Manager ENERGY SPENT HIDING IS WASTED ENERGY INVESTED IN FINDING MIDDLE GROUND LESS SO
    43. 43. Meri Williams, ChromeRose @Geek_Manager Some Adjustments I Made As a Manager of Aspies (YMMV) • Side-by-side 1:1s (for folks who struggle with eye contact) • Offering to give feedback by text / email / Slack to allow extra processing time • Split 1:1s (talk … break ... talk) • Acting as a “translation layer”
    44. 44. Meri Williams, ChromeRose @Geek_Manager IN GENERAL, CHALLENGE THE MERE EXISTENCE OF “NORMAL” DON’T ACCEPT A DEFAULT
    45. 45. Meri Williams, ChromeRose @Geek_Manager WHEN WE SAY “THIS IS NORMAL” WE ARE AUTOMATICALLY “OTHERING”
    46. 46. Meri Williams, ChromeRose @Geek_Manager
    47. 47. Meri Williams, ChromeRose @Geek_Manager EMBRACE HIDDEN ABILITIES CRAFT INCLUSIVE ENVIRONMENTS
    48. 48. Meri Williams, ChromeRose @Geek_Manager Craft Inclusive Environments 1. Am I EXPECTED here? 2. Am I RESPECTED here? 3. Can I BE MYSELF and BE SUCCESSFUL here?
    49. 49. Meri Williams, ChromeRose @Geek_Manager GO! SHAPE/MAKE SPACE BE AWESOME BE INCLUSIVE And thank you for participating  Need help? meri@chromerose.co.uk
    50. 50. Meri Williams, ChromeRose @Geek_Manager
    51. 51. Meri Williams, ChromeRose @Geek_Manager

    ×