Leadership Mindset: Honoring Neurodiversity on Teams
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Talking this week about diversity in the sense of our awareness of how teams are interacting, specifically using the example of video calls and handling neurodiversity.
Not everyone wants and needs the same things while staying connected remotely. It's important for leaders and teams to ask each other, be aware, allow for differences, and set people up for success.
Does it HAVE to be a video call?
As teams adapt to working remotely, we have ushered in a new era of nonstop video calls. Leaders have to sharpen their awareness around if they are forcing people to participate in a way that is uncomfortable for them.
“Video calls put us all on display and expose us in a way that we aren’t used to, and for some people it’s exhausting.”
Video calls bring in a handful of new dynamics that don’t exist on regular phone calls or when talking face to face, including 1) being able to stare at your own face, 2) everyone else being able to stare at your face, and 3) also having to stare at everyone else’s face.
There’s the added element of a pressure to look attentive and interested while being aware that other people can see you at all times. We are now acutely aware that if we have the urge to yawn, or need to pour ourselves a cup of coffee, not only are we on camera for everyone to see, but we have to consider if whomever is speaking will think we’re bored or distracted or being rude.
Video calls put us all on display and expose us in a way that we aren’t used to, and for some people it’s exhausting. It puts us all on stage. If you have introverted people in your team, for example, they likely dread the experience of being put on stage in this way. Especially for extended periods of time, it can be draining and torturous for some people.
Ask what people need.
One way to honor that diversity of experience and neurodiversity on your team is to ask what people want or need and give them the option of having those calls be video-optional. Better yet, if there is nothing critical to discuss as an entire team, don’t have the call at all.
I think it's important right now as teams adapt to working remotely to not box everybody into the same way of participating and engaging. Especially as a leader, don’t make assumptions or force people into back-to-back-to-back video calls all day long. Ask people what they want.
Micromanage much?
“The people on your team are grown ass adults and they don’t need babysitting, they need leadership.”
Also, for leaders, if the reason you feel compelled to constantly be checking in by video with your people is to make sure they’re working, then your problem as a leader isn’t getting enough face time with your team, it’s that you are either a micromanager or have hired the wrong people. If you don’t trust that someone is doing their work then have a direct conversation with them. Otherwise, get out of their way and let them do their work. The people on your team are grown ass adults and they don’t need babysitting, they need leadership.
Some people may want more video calls and connection, others may not. Be aware of allowing options for people that aren't the same as you and everyone else. If the way you are requiring everyone to participate is dreadful or unhelpful for some of the members on your team it will hurt their engagement and morale and performance.
Extend some grace.
“What is important is that everyone has the support and environment that they need to be successful. Honor that and make space for each other.”
And for co-workers, don't give people a hard time because they're different than you. Extend some empathy and understanding to other people who have different wants or needs than you do, or who feel differently about video calls. It’s not important to the success of the entire team that we all conform to the same way of engaging.
What is important is that everyone has the support and environment that they need to be successful. Honor that, be adaptable, and make space for each other. When we show up for each other as a team in this way, everyone wins.
Featured resource
The UNLonley Project: Stuck at Home (together)
From the Foundation of Art & Healing:
“Based on a growing body of scientific research, we know creative activities help to reduce anxiety while promoting meaningful connections—even when we can’t be in the same room with each other. Our goal here is to offer a wide range of opportunities for engaging in creative expression, plus sharing and connecting with others. We’re glad you’re here!”
Our team’s favorite part of this initiative: The virtual film festival!
Want more?
This article was created by Galen Emanuele for the #culturedrop. Free leadership and team culture content centered on a new focus every month. Check out the rest of this month's content and subscribe to the Culture Drop at https://bit.ly/culturedrop
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