How to manage Wise Squirrels

I wish I had known I had ADHD when I worked for employers. I wish my colleagues, managers, and management knew about neurodiversity and understood the challenges we Wise Squirrels experience. Living in the past and wishing things were different can lead to negative thoughts. Instead, I want to celebrate who we are and how our brains operate differently than our neurotypical co-workers.

Managing neurodiverse teams requires an inclusive and understanding approach; this is why I include this in The Root Down ADHD presentation for companies. Here are some strategies for neurotypical managers to manage the Wise Squirrels on your team effectively.

Twelve Tips to Leading ADHDers at Work

1. Educate Yourself:

   • Learn about different neurodivergent conditions, such as autism, ADHD, dyslexia, and others. Understand the strengths and challenges associated with each condition. The purpose of Wise Squirrels is to teach us about ADHD specifically; I’m glad you are here reading this now. Well done!

2. Create a Supportive Environment:

   • Foster a workplace culture that values and celebrates neurodiversity. Emphasize the importance of diverse perspectives and contributions. Companies often wave DEI flags for publicity, but to truly support your people, creating an inclusive environment is key. In a LinkedIn study, companies with a DEI team were 22% more likely to be seen as “an industry-leading company with high-caliber talent” and 12% more likely to be seen as an “inclusive workplace for people of diverse backgrounds.”

3. Communication Styles:

   • Recognize and accommodate different communication styles. Some team members may prefer written communication over verbal, or vice versa. Be flexible and open to various forms of communication. Start by asking each team member for their preferences regardless of whether they are neurodiverse or neurotypical.

4. Provide Clear Instructions:

   • Offer clear and concise instructions. Neurodivergent individuals may benefit from specific and detailed guidance to understand expectations and tasks.

5. Flexible Work Arrangements:

   • Be open to flexible work arrangements that cater to individual needs. Some neurodivergent individuals may benefit from adjusted work hours, remote work options, or specific environmental conditions.

6. Accommodations and Resources:

   • Work with HR to provide necessary accommodations and resources, such as assistive technologies, quiet workspaces, or specific tools that can enhance productivity like noise-canceling headphones. If you decide to purchase Soundcore’s Space Q45 headphones or earbuds a commission will be given to Wise Squirrels. Thank you for your support.

7. Sensory Considerations:

   • Be mindful of sensory sensitivities. Create a workspace that minimizes distractions and noise, and be open to discussions about lighting, temperature, and other environmental factors.

8. Feedback and Recognition:

   • Provide constructive feedback in a supportive manner. Recognize and acknowledge the unique strengths and contributions of each team member. Tailor recognition methods to individual preferences. According to LinkedIn’s study, 39% of employees report that they don’t feel appreciated at work, 75% of employees believe that feedback is valuable.

9. Promote Inclusivity:

   • Foster an inclusive team culture where all members feel valued and respected. Encourage team members to share their experiences and perspectives to enhance understanding.

10. Training for the Entire Team:

    • Conduct training sessions for the entire team to raise awareness about neurodiversity. Encourage open discussions and address any misconceptions or biases that may exist. The Root Down can be delivered virtually or in person for a lunch and learn program or for your company retreat.

11. Regular Check-Ins:

    • Schedule regular one-on-one check-ins to discuss progress, challenges, and any adjustments that may be needed. Maintain open lines of communication to address concerns and provide support.

12. Promote Neurodiverse Leadership:

    • Encourage and support neurodivergent individuals in leadership roles. This can serve as a powerful example and contribute to a more inclusive workplace culture.

By implementing these strategies, neurotypical managers can create an environment that fosters the success and well-being of neurodiverse team members. Remember that each person is unique, so it's crucial to approach each situation with flexibility, empathy, and a willingness to learn.