Honesty

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I attended a cybersecurity conference and there were sessions about zero trust, securing generative AI, and emerging threats. And then there was a very atypical keynote session called âUnderstanding and Managing Neurodivergent Staffâ (presented by @Rick Doten). It was one of those âyou donât know what you donât knowâ presentations.

I learned that there is a wide spectrum of neurodiversity, and ADHD, autism, and dyslexia are a few of the conditions. Generally speaking, neurodivergent individuals interpret, experience, and socialize with the world differently. They typically approach problem-solving and critical thinking in innovative ways producing creative insights and solutions. You may know neurodivergent individuals and not realize that they are neurodiverse. Or individuals may be undiagnosed and not realize that they are neurodiverse.

Neurodivergent Skill Sets

If everyone thinks differently anyway, how do you know if someone may be neurodivergent? Some examples of the skill set neurodivergent individuals may have are:

High level of attention to detail â noticing errors and inconsistencies that others might overlook;
Strong analytical and problem solving â being able to problem solve quickly with creative solutions without any previous knowledge or experience (aka fluid reasoning);
Strong pattern recognition â tasks involving pattern analysis and drawing inferences;
Determination and persistence in overcoming challenges;
Hyperfocus on specific tasks â completing tasks with resolute attention;
Creative thinking and innovation â coming up with fresh perspectives and out-of-the-box solutions; and
Honesty and ethical behavior.

Neurodivergent individuals arenât limited to these skill sets. Their abilities will vary based on their interests and strengths. As part of their personal development, find out whatâs important to them. You should be encouraging and having open conversations with each team member anyway.

Individuals with these skill sets are a great fit for jobs that require meticulous work or breaking down complex problems and systematically analyzing them. Depending on their interests and strengths, some roles and careers that could be a great fit are accountants, administrative assistants, graphic designers, librarians, or pharmacists.

Neurodivergent individuals have a deep passion for specialized knowledge and have a natural aptitude for technical skills such as math, programming, and scientific research. This means they may naturally gravitate towards the IT and security fields. Some roles and careers that could be a great fit are statisticians, data analysts, IT support specialists, quality assurance testers, and ethical hackers (Red Team).

Leveraging Neurodiversity Superpowers

Pause the next time you look at a job description (JD) either as a job seeker or as a hiring manager. A person may not be an obvious choice superficially but may be an excellent fit and a superstar! Some common job description skill sets that may align with the strengths of neurodivergent individuals are:

JD Skill Set & Strength Descriptors

Attention to Detail â Meticulous, precision, accuracy, thoroughness
Analytical Thinking â Analytical skills, problem-solving, data analysis
Pattern Recognition â Identify trends, discern details detecting subtle patterns
Persistence â Persistence, resilience, dedication
Creativity â Creative problem solvers, innovators
Honesty and Integrity â Confidentiality, customer service

Compare the job description with the specific skills and interests of the individuals. Hopefully, your application process allows individuals to highlight their relevant skills and experiences during the application and interview processes.

If you have the right role for the right person, neurodiversity could be an advantage. Offer reasonable accommodations to enable neurodivergent individuals to thrive. This could include flexibility in work hours/environment, a quiet/sensory-friendly workplace, communication preferences for expectations, as well as structured feedback.

For example, neurodivergent individuals may range from non-communicative to overly communicative. There are several tools and technologies (such as noise-canceling headphones, fidget toys, and task/time management apps) to facilitate communication, organization, and well-being for both personal and work life. If you demonstrate an inclusive work environment, research shows that neurodivergent employees may have lower turnover rates, which can reduce recruitment and training costs for the organization.

Having a diverse team with diverse perspectives makes the team stronger. Each person, whether neurodiverse or not, is unique and brings something different to the table. Appreciate those different perspectives and encourage and be supportive of each person.

For more information on understanding that neurodiversity is a superpower, follow me on LinkedIn!

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Quest For Top Talent And The Neurodiversity …

As a leader, you face unique challenges in the workplace. A common scenario you might have to navigate as an executive or manager is sharing difficult news with employees. How can you effectively communicate the difficult news while staying positive and helping your employees look to the future?

We recently asked our leading executives for their tips on how to share difficult news with employees.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist

Sharing difficult news with employees is never easy, but it's important to do it in a way that is honest, compassionate, and transparent. Here are some ideas on how to do it:

Prepare yourself. Please be prepared! Before you share the news, take some time to think about what you're going to say and how you're going to say it. Be clear and concise and avoid using jargon or technical language that your employees might not understand.
Be honest, be clear. Don't sugarcoat the news or try to make it seem like something it's not. Be honest about the situation and what it means for your employees. It is key to create a "frequently asked questions" list to ensure that there is consistency and clarity.
Be compassionate and empathetic. Remember that your employees are people with families and bills to pay. Be sensitive to their feelings and offer your support during this difficult time. Try and put yourself in their shoes and the complexity of the situation they're going through.
Be transparent. Share as much information as you can about the situation, even if it's not all good news. The more information your employees have, the better they'll be able to cope with the situation. When you can't answer a question because its confidential nature requires it, call it like it is: "This is confidential and, therefore, I'm not able to disclose at this time."
Be open to questions. After you've shared the news, be prepared to answer your employees' questions. Be honest and direct, and don't try to avoid their questions.
Be available for support. After you've shared the news, let your employees know that you're available to support them. This could mean offering them time off, providing them with resources, or simply being there to listen.
Take care of yourself. It is also important to take care of yourself in order to be in the best shape to take care of others.

Sharing difficult news with employees is never easy, but it's important to do it in a way that is honest, compassionate, and transparent. By following these tips, you can help your employees cope with the news and move forward in a positive way.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Michael Willis, Sports Business Operations Executive

Serious leader shares difficult news with employees at work

As a leader, I would plan a course of action fitting the newsâs nature. Knowing that I need to have a difficult conversation with my team, I would collect as much information as possible to be a resource.

1. Arrange an urgent meeting.

As the news is known to management, getting out a statement or starting an immediate conversation is a way to deal with the situation head-on.

2. The meeting will be face to face.

To convey difficult news, the team needs to see my face and feel my empathy visually. The team might also need the support of each other.

3. Tell the truth.

Be as transparent as possible. In delivering bad news, give as much information as you can.

Please keep in mind that sometimes bad news comes from the top. And, at certain times, management will withhold information to a need-to-know basis.

4. Allow time for reactions.

Once the news has been delivered, take any questions that might be raised. This is my time to show empathy and understanding to the team. Offer any professional services that might be available.

5. A look to the future.

Briefly discuss a new path forward considering the impact of the bad news. This is a time to heal and move toward the future.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Leader shares difficult news with employees during a work meeting

Sharing difficult news with employees can be challenging, but it's important to do so thoughtfully and sensitively to ensure that employees feel supported during this time. When itâs time to deliver the difficult news to employees, follow these steps to ensure you're prepared and confident:

Prepare for the conversation: Before communicating the news, take some time to prepare yourself. This might involve practicing what you want to say, thinking through potential questions or concerns employees might have, and ensuring you have all the necessary information.
Choose the right time and place: Make sure you choose an appropriate time and place to share the news. Ideally, you'll want to choose a quiet and private location where employees can feel comfortable expressing their feelings and asking questions.
Be transparent and honest: It's important to be transparent and honest when sharing difficult news with employees. Explain the situation as clearly and objectively as possible, and avoid withholding any important details that might affect their understanding of the situation.
Show empathy: Show empathy and compassion towards employees who are affected by the news. Acknowledge their feelings and concerns, and let them know that you are there to support them.
Provide resources: Provide employees with the resources and support they may need during this time. This could include access to counseling services or other support resources.
Follow up: Following up with employees after sharing difficult news is important. It shows that you care and are committed to supporting them through this challenging time.

Overall, sharing difficult news with employees requires sensitivity and empathy. By taking the time to prepare yourself, choosing the right time and place, being transparent and honest, showing empathy, providing resources, and following up, you can help employees feel supported and cared for during this time.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you share difficult news with employees? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Share Difficult News …

Many employers now use behavioral-based interview questions to learn more about a candidateâs past experience as a predictor of future performance. These behavioral interview questions are usually the "tough" interview questions that interviewers use as a method of determining whether or not a candidate is a good fit for the open position.

While you canât predict every question you will be asked during the interview process, itâs a good idea to familiarize yourself with some of the more common tough interview questions.

1. What's Your Biggest Weakness?

Thereâs really no easy answer to this tough interview question, but it helps to be honest with the interviewer. No one is perfect and if weâre truthful, there are certain things that we can all improve. Try not to provide too much damaging information like an inability to arrive at work on time or at all. This is definitely a loaded question, so tread lightly, but perhaps mention an area that you are working to improve.

2. How Do You Handle Stress?

Interviewers are generally looking for an answer that indicates you can handle multiple priorities and projects at the same time. An answer stating that stress is a natural part of life and you feel equipped to handle the challenges of the job and balance them with the rest of your life may be just the answer that earns you the job.

3. Tell Me About A Time You Made A Bad/Wrong Decision

Woman gets asked a tough question in a job interview

The interviewer is probably not as concerned with the actual decision, but rather how you handled the situation and the outcome. This question is asking about your problem-solving skills and ability to fix an issue.

4. Questions About Honesty, Loyalty, And Good Judgment

Employers want to hire ethical people with integrity, so donât feel like youâve been thrown a curve ball if an interviewer asks you a tough interview question about whether or not youâve ever lied or been faced with a moral dilemma. As is the case in most situations, honesty is the best policy in answering these questions.

5. Tell Me About Yourself

Hiring manager asks a job candidate a question during a virtual job interview

This seemingly easy interview question is harder than it may seem for many candidates. Itâs easy to ace this one if you have a prepared and practiced âelevator speechâ that includes a few highlights from your career history. This is an opportunity to emphasize your best career accomplishments, so take advantage of this question if you are asked during the interview.

6. Questions About Former Bosses And Co-Workers

Man answers a question during a job interview

Sometimes an interviewer will ask a question about what you didnât like about a former supervisor or colleague. These questions are asked to gauge how well you work with others, so be diplomatic in your answer and donât throw anyone under the bus with negativity.

Another great way to prepare for tough interview questions is to ask your friends about the most bizarre and off-the-wall questions they have been asked. You may be surprised at the type of responses you receive!

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This article was originally published at an earlier date.

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