Example Talks
Unlocking Neurodivergent Brilliance In Your Teams
Neurodiverse teams outperform neuro-homogeneous teams.
This fact only rings true when teams are well equipped to harness the strengths of diverse cognitive styles and navigate around the challenges.
30% of neurodivergent individuals have a heightened ability to recognize patterns, which can be invaluable in data analysis or project management. Yet 51% of neurodivergent workers have quit or are willing to quit their job because they don’t feel supported by their employer.
Leaders who are not focused on a “typical” employee are figuring out how to harness neurodivergent brilliance, support those who may need a few adjustments to unlock that brilliance, and continue to attract talented employees.
This session will help your leaders, teams, and companies make the small shifts that result in outperformance in productivity, retention, and inclusion.
What's Your Brain Type
I’m not typical. Just like you. So what is neurotypical?
Myers-Briggs helped normalize different personality types. Terms like ADHD and Autism stigmatize different brain types. Yet disorders do not have to be disabling.
This session shares practical advice on how we shift away from a typical state on business to achieve outsized returns on productivity and retention. We address litigation, medical jargon, the business case, and a forward-looking framework.
Inclusive Leadership (without saying you are inclusive)
DEI is under attack.
Leaders have avoided speaking about navigating diversity, and that avoidance left a vacuum filled by DEI experts and lawyers.
“That’s the way it’s always been done” is no longer a viable excuse in this competitive environment.
HR and business leaders report that considering different cognitive styles creates inclusive work cultures. While neuroinclusion is not a comprehensive DEI approach, the conversations can shift mindsets around neurotypical privilege. Creating practices geared towards including one cognitive trait often has the unintended benefit of helping other marginalized employees feel included (much like how cutting sidewalk curbs for wheelchairs also helped those who pushed strollers and delivery carts.
This session will build on your leadership strengths thanks to tools inspired by neuroinclusion. Leveraging three key insights about brain types and diverse lived experiences, you should leave with a vision of how to increase your team’s capacity for collaboration and creativity, regardless of the DEI headwinds within your organization.