07 Feb What neurodiversity can teach Change Managers

Image description: Natalie is on the left-hand side; she is fair-haired and has her hair half up. She wears pale pink glasses and a blue top with rainbow stripes, she is smiling. Amanda is on the right-hand side and is also smiling. She wears dark glasses, a black top and light pink earrings.

It’s interesting how connections are made. Amanda Riley and I noticed each other through the change management community and a shared interest in neuroinclusive practices. With a combined 45+ years of Change experience, we have a lot to talk about!

Amanda is an ADHDer. She received a late medical diagnosis about 18 months after her daughter was diagnosed. Amanda’s son was diagnosed 3 years after her. (Note: seeking a medical or ‘formal’ diagnosis is a personal choice and people may opt to self-identify).
 
Amanda describes her family as ‘loud and happy’ (3 out of four are ADHDers). Amanda chose to seek a clinical diagnosis and now utilises the ‘aha’ moments about her neurotype in the work she delivers for clients. Amanda understands so much more about herself after her diagnosis and gives herself permission to explore her purpose and values with a fresh perspective.

Change Management roles are human centred by design. It’s our job to prioritise human responses, find ways for two-way engagement and help employees adopt new ways of working. Despite this, neuroinclusive practices have not been at the forefront of Change communities of practice. It stands to reason that a deeper understanding of the unique way that human brains are wired to process, communicate and learn, can only help us do our jobs better.

Both of us are motivated to bring inclusive practices into the way we deliver change programs and educate those around us to do the same.
 

When it comes to work, Amanda recognises when she is most productive – her ‘hard work’. She also recognises when she needs to give herself a break to avoid burnout. There are days where she can ‘smash out 2 days of work in 2 hours’ and other days when she needs to take things slower. Flexibility in how, when and where she works remains key to her success.

Amanda works with what she has rather than change who she is – she embraces her strengths.

Change programs can be intense, complex and emotionally charged. Amanda approaches her work with honesty and transparency, discussing her needs upfront with clients to ensure she is set up for success.
 

Interested in how you can implement neuroinclusive change practices? Get in contact www.inc-change.com.

#ChangeManagement #Neuroinclusion #Neurodiversity #Neurodivergence #WorkplaceInclusion