Do your colleagues have underused superpowers?

Greta Thunberg first spoke about being diagnosed with an autism spectrum disorder nearly two years ago.

“I have Asperger’s,” the then 19-year-old climate campaigner revealed in a Twitter thread in August 2019, “and that means I’m sometimes a bit different from the norm. And – given the right circumstances – being different is a superpower.”

The “superpower” she was referring to has manifested itself in Greta’s resilience to the torrent of online abuse she experienced from her first months of fame. One psychological analysis said she “does not give in to bullies or what a popular stance may be among others – she does and says what she believes is right and does not mould herself into something based on social expectations.”

That word “superpower” resonated deeply and has stayed with me ever since. That’s because, like Greta and an estimated one in seven people in the UK, I am neurodivergent – and make no secret of it. 

Uncovering the value in neurodiversity

Neurodivergence means the brain functions, learns and processes information differently. It includes Attention Deficit Disorders (ADHD), Autism, Dyspraxia and, in my case, Dyslexia. And, just like Greta, I have found it to be more of a help than a hinderance. 

Dyslexia is a common learning difficulty and indicators in children often include challenges with reading, writing and spelling. In adults, poor short-term memory and difficulty processing complex instructions are common traits. Nevertheless, I’ve long believed that if you're dyslexic you can never truly fail. For us, the absence of success isn’t failure. In fact, it is simply a mechanism for feedback that helps us achieve success because we’re on learning journeys. This could be described as a growth mindset that allows us to operate outside our comfort zone – a mindset that I believe needs to be encouraged in all children so they don’t lose confidence because they’re worried about getting things wrong.

When you’re neurodivergent, you approach problems and challenges – often from an early age – knowing that you’re going to have to find creative ways around this hurdle. As a result, you learn differently, see the world differently and these things are very useful when you're an entrepreneur. It certainly hasn’t stopped me building a multi-million pound consultancy, employing over 30 employees.

The neurodivergent superheroes hidden among us

ADHD is another neurodivergent disorder that could be far more common than you think – and this brings me back to Greta.

In the time since her “superpower” tweet, I’ve become aware of several adults in my personal and business life who have been diagnosed. And again, it got me thinking about whether this is, in fact, a blessing. ADHD affects about 3-5% of children and 2% of adults so, if you work in a medium-sized or large business, the chances are actually quite high that you work with someone that may have this neurodiversity.

I would encourage every workplace to understand ADHD and understand how people with the disorder can be a real asset. In fact, ADHD is considered a disability in the UK and therefore an employer must make ‘reasonable adjustments’ to support employers that have disclosed that they have ADHD. 

So what might be the challenges faced by your colleague with ADHD, how would you recognise their situation and how can you make those adjustments?

They might find it difficult to concentrate – so it’s a good idea to ensure they have a quiet space to work, free from distractions. Ensure meetings are in dedicated rooms at fixed times, rather than ad-hoc at a desk. Time management could be an issue so an organised work buddy or manager who can help them plan their time is often a real gift. 

They might have poor recall so try to follow up any verbal instructions with written instructions, and do not expect employees to recall on demand a fine level of detail without the opportunity to prepare. In general, encourage a supportive team culture, in which it is easy to discuss our differences and how they can be valued.

Watch the superpowers emerge

If you mitigate against the challenges, that’s when you’ll see the superpowers hidden inside your neurodiverse colleagues surfacing. Hyper-focus is one, and this can be especially valuable in a technical role as it can give rise to both extreme concentration and improved performance. So if you want a project executed to near perfection, give it to someone with ADHD – but ensure they have the space to focus on it.

People with neurodivergent disorders are also typically highly creative and great problem solvers and sometimes possess high energy, which can be great when working as part of a team on projects. They often have above-average creativity and intelligence and can be an invaluable resource to any business, especially in roles where creative flair and being able to “think outside the box” are key skills.

If you encourage your colleagues to tell their managers about any neurodiversities they might be experiencing – and celebrate these superpowers – you will be taking important steps to improve your workplace and make life better for everyone there.

Another Greta quote I love is this: “I have learned you are never too small to make a difference.” I would just add that you are also never too different to make a difference – and these differences should be valued. 

Carlene Jackson is founder and CEO of Cloud9 Insight and is the lead board member for Diversity and Inclusion at the International Association of Microsoft Channel Partners.