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Embracing Diverse Thinkers: Strategies for Inclusive and Effective Collaboration

I had an experience within the last year that made me reflect on how I approach 1:1 coaching calls with clients. I have been working with Kaitlyn, a successful ISO Consultant, since 2019. During a discussion about Kaitlyn’s next steps to gain more clients and traction in the industry, I felt I came on a bit strong, thinking she was just trying to ‘hide’ behind trivial tasks rather than taking direct action.

After the call, I reflected on our interaction and realized I hadn't considered Kaitlyn's neurodivergence and the specific needs she has to manage her pathway. I felt I had been inconsiderate and recognized I could have handled it better. Whether we are neurodivergent or neurotypical we all have different needs and styles to move forward and as a consultant, auditor and ISO professional, we need to identify these early on with our clients (and ourselves) so that we can modify our own behaviour to get the best and the most out of the working relationship.

Kaitlyn often describes herself as "a neurodivergent consultant working in a neurotypical world," and it is this experience that inspired me to write this newsletter and invite Kaitlyn as my guest on the accompanying podcast in a couple of weeks.

The Competitive Edge

In the HBR article Neurodiversity as a Competitive Advantage writes that everyone is to some extent differently abled (an expression favored by many neurodiverse people), because we are all born different and raised differently. Our ways of thinking result from both our inherent “machinery” and the experiences that have “programmed” us.

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Diverse Thinkers Collaboration Model

Now, I certainly do not claim to be an expert in this, so this is why Kaitlyn helped me to put this information together to demonstrate the pros, cons and tips for working with diverse thinkers.

Pros

Diverse Perspectives:

• Diverse thinkers often think differently, which can bring fresh, innovative approaches to problem-solving and compliance strategies.

Attention to Detail:

• Many diverse thinkers, particularly those with conditions like autism or ADHD, may have exceptional attention to detail, which is crucial for the meticulous nature of ISO compliance.

Strong Analytical Skills:

• Diverse thinking consultants may excel in analytical thinking and data analysis, helping to identify patterns and insights that might be missed by others.

Persistence and Dedication:

• They may demonstrate high levels of perseverance and commitment to their work, often going above and beyond to ensure tasks are completed thoroughly.

Honesty and Direct Communication:

• Diverse thinkers often communicate in a straightforward manner, which can lead to clear and honest discussions about compliance and areas for improvement.

Cons

Communication Styles:

• Different communication preferences or styles may require some adjustments and understanding from both parties to ensure effective collaboration.

Sensory Sensitivities:

• Some neurodivergent individuals may have sensory sensitivities (e.g., to noise, light) that could affect their working environment or how they participate in certain activities.

Need for Structured Environment:

• They may thrive best in structured environments with clear routines and expectations. Any changes or lack of clarity could be challenging.

Social Interactions:

• Social nuances or office politics might be less intuitive for some neurodivergent consultants, potentially leading to misunderstandings.

Potential for Overwhelm:

• High-pressure situations or environments with a lot of stimuli could be overwhelming for some neurodivergent individuals, potentially affecting their performance.

Tips for Working Together

• Foster Open Communication: Regular check-ins and clear, direct communication can help address any issues and ensure everyone is on the same page.
• Create a Supportive Environment: Make accommodations as needed, such as providing a quiet workspace or allowing flexible work hours.
• Leverage Strengths: Assign tasks that play to the consultant’s strengths, such as detailed analysis or creative problem-solving.
• Promote Understanding: Educate the team about neurodiversity to foster a more inclusive and supportive work environment
• Encourage Flexibility and Adaptability: Be open to adjusting work processes and expectations to better suit the diverse needs of the team.

Your Next Steps:

1. Conduct a Team Assessment: Evaluate the current team to identify diverse thinking styles, strengths, and areas for improvement. Use surveys or assessments to understand individual preferences and needs.
2. Implement Inclusive Practices: Develop and integrate inclusive policies and practices in your workplace. This can include providing training on neurodiversity, creating supportive environments, and establishing flexible work arrangements.
3. Foster a Culture of Continual Learning: Encourage ongoing education and open dialogue about diversity and inclusion. Host workshops, invite guest speakers, and promote resources that help team members understand and appreciate different perspectives.

By taking these steps, we can create a more inclusive, innovative, and productive work environment that leverages the unique strengths of every team member.

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