Originall published on LinkedIn
As a child, I distinctly remember heading to the “LD trailer” at school. I was disruptive and forgetful, and at best average academically. As I grew, I began to understand that I had difficulty concentrating, and the world saw me as difficult to teach. Even with a diagnosis of ADHD, I had a narrow view of myself, and I didn’t always attribute my talents (creativity, high intellectualization) to my condition. This is one factor that drove down my self-esteem for years because I was convinced there was something wrong with me. I believed I was not smart, whatever the heck that meant.
What I understand now is that I was not stupid or lazy or forgetful, I was just wired differently and education systems weren’t equipped to handle it. As an adult, I have learned to ask for what I need to perform at my best: quiet spaces and days to work remotely, partnering with other external processors, and (my favorite) using technology to help me keep track of tasks, goals, and meetings. Through the work of advocating for my authentic self, I have transformed what has once been labeled a liability into my greatest asset.
As a woman with ADHD who has navigated the complexities of life despite difficulties, I have witnessed firsthand the transformative power of embracing neurodivergent talents in life, especially in the modern workplace. The history of work in America has evolved significantly, and with it, our understanding of diverse cognitive abilities has grown, leading to a more inclusive and innovative culture that benefits greatly from different thinkers.
I have experienced the benefits of embracing different ways of thinking firsthand. As a leader with this condition, my hyperfocus enables me to dive deep into projects and relationships, uncovering insights that others overlook. My ability to think outside the box sparks creativity within my team and encourages diverse perspectives. By being vulnerable with my own cognitive differences, my team feels safe to stretch out and express their own ideas more freely. I feel at home amongst other divergent thinkers, and I am grateful for the grounding of more traditional and practical thinkers. After all, dreamers and doers must work together to get things done (Modern Family, anyone?).
To fully leverage the benefits of neurodivergent leadership, organizations must foster a high-trust environment that accommodates diverse cognitive abilities. Educating employees about neurodiversity and its strengths is crucial in combating misconceptions and building empathy. Offering reasonable accommodations, such as flexible work hours and quiet workspaces, demonstrates an organization’s commitment to supporting its neurodivergent employees.
I am a testament to the power of embracing neurodivergent talents in the workplace and in life. My journey of personal growth, coupled with the evolving American work landscape, has taught me that diversity in thought is a catalyst for innovation and progress. By recognizing and celebrating the strengths of neurodivergent individuals, we can build a more inclusive, compassionate, and successful society where everyone’s unique talents are valued and nurtured.
