Cultivating Team Positivity

I am still learning about neurodiversity and its benefits for workplaces. Are you? Organisations often champion diversity and celebrate its power to boost creativity, sharpen decision-making and enrich workplace culture. Yet neurodiversity remains an afterthought in many inclusivity efforts and frequently overlooked or misunderstood. Neurodiversity is the concept that neurological differences such as autism, ADHD, dyslexia and others are natural variations of the human brain. In a world where adaptability and innovation underpin business resilience, valuing neurodiversity in the workplace is no longer just the right thing to do but the smart thing to do. The true value lies in the distinct perspectives and skills neurodiverse individuals bring to their roles. For example, the meticulous attention to detail often exhibited by individuals with autism has proven invaluable in fields like data analysis and cybersecurity. Those with ADHD frequently demonstrate dynamic energy and creative problem-solving, thriving in fast-paced environments that demand quick thinking and adaptability. Dyslexic individuals often excel in big-picture thinking, identifying patterns and connections others might miss. Yet the potential of neurodiverse employees remains underutilised, stifled by workplace systems that cling to a one-size-fits-all approach including rigid hiring practices. Conventional interviews, with their focus on social cues, rapid responses and standardised communication styles, often disadvantage neurodiverse candidates. Someone who struggles with eye contact or small talk might be seen as disengaged or unqualified. Replacing traditional interviews with work trials or task-based assessments might level the playing field. Even after neurodiverse employees are hired, workplaces often fail to meet their needs. Open-plan offices, filled with constant noise and visual distractions, can be overwhelming for those sensitive to sensory input. Rigid schedules and expectations around socialising can add unnecessary stress for individuals who thrive on routine or prefer to work independently. Simple accommodations such as providing noise-cancelling headphones, creating quiet workspaces or offering remote work options can significantly improve their ability to succeed. Likewise, offering flexibility in communication – such as written instead of verbal updates – can enable neurodiverse employees to perform at their best. Misunderstandings and stigma around neurodiversity often lead to exclusion, whether intentional or not. Neurodiverse employees might be unfairly labelled as “difficult” or “not a team player” simply because their needs or communication styles differ from conventional norms. Ultimately, embracing neurodiversity requires a fundamental shift in mindset. Accommodations should not be seen as special treatment or added costs but as investments in a diverse and dynamic workforce.  #workplace #work #hr #leadership

Every team I’ve worked with or advised wants accountability. No surprise—it’s key to high performance. The challenge is that accountability is hard to achieve. One big reason is that too many teams and leaders treat it as a binary switch—you either have it, or you don’t. That’s a mistake. Accountability exists on a spectrum. And if we want people to own problems, solve them, and inspire others, we need to help them climb the Accountability Ladder. Bruce Gordon, former President and CEO of the NAACP, first described the “Accountability Ladder” as an eight-rung progression—shifting from a victim mentality (unaccountable) to an empowered mindset (accountable). The lower four rungs represent victim behaviors—things happen to you. (1) Denial – Pretending there is no problem and ignoring it. (2) Blaming Others – Recognizing the issue but shifting responsibility to someone else. (3) Excuses – Avoiding responsibility by citing confusion or incompetence. (4) Wait & Hope – Knowing there’s a problem but choosing not to act. The top four rungs represent accountable behaviors—things happen because of you. (5) Acknowledge Reality – Letting go of magical thinking and being realistic about circumstances. (6) Own It – Taking responsibility and honoring commitments. (7) Find Solutions – Actively seeking solutions, even if not directly in control. (8) Implement Solutions – Taking action and ensuring follow-through. The real shift happens when accountability stops being a demand and starts being a shared mindset. Watch Bruce Gordon explain it here. (video from https://lnkd.in/eu_4gZQ4) #accountability #collaboration #teams #highPerformance #leadership #learning #solutions

Accountability is one of the most important—and often overlooked—skills in leadership. It’s not about micromanaging or policing your team. It’s about setting people up for success. How? 🤷♀️ Through the three C's of clear expectations, challenging conversations and consistent follow-through. While we all want to believe people will naturally follow through on what they commit to, that doesn’t always happen. And when it doesn’t, too many leaders let it slide. But brushing these moments under the carpet doesn’t help anyone, all it does is erode accountability over time. So, what DO you do?? 1️⃣ Be crystal clear about expectations. Ambiguity is the enemy of accountability. If people don’t know exactly what’s expected of them, how can they deliver? Take the time to clarify actions and responsibilities WITH them, not for them. 2️⃣ Document commitments in 1:1 check-ins. Writing the actions down is REALLY important. It ensures nothing gets lost and sets a reference point for everyone involved. 3️⃣ Explain the 'why.' People are much more likely to follow through if they understand why their actions matter. How does their work contribute to the bigger picture? What’s at stake if it’s not done effectively and efficiently? 4️⃣ Anticipate and address barriers. Ask if there are any obstacles standing in the way of getting the job done. When you help remove these barriers, you’re building trust and giving people every chance to succeed. 5️⃣ Follow up at the agreed time. Don’t leave it to chance—check in when you said you would. Ideally, your team members will update you before you even have to ask. But if they don’t, don’t skip the scheduled follow-up. 6️⃣ Acknowledge effort or address gaps. If the action was completed, recognize the effort. If it wasn’t, outline the expectations for the role and provide specific feedback on what needs to improve. Be transparent about the implications of not meeting role requirements over time, ensuring the person understands both the consequences and the support available to help them succeed. (A lot of people need help to develop the skills to have this conversation!!) 7️⃣ Plan the next steps. Whether the task was completed or not, always end by agreeing on the next steps and setting clear timelines. If you need a lean/leadership coach to work on these areas and help increase accountability right across your organization, then get in touch! It's one of my specialties... 😉 _____________________________________________________ I'm Catherine- a Lean Business and Leadership Coach. I take a practical hands-on approach to helping teams and individuals achieve better results with less stress. Follow me for insights on lean, leadership and more.

Today I am off to the House of Lords ( https://lnkd.in/eTSUGdxi) to give evidence relating to the review of the Autism Act 2009 and present some of the work from the Academic Panel set up earlier this year. https://lnkd.in/eAjMKSHr We are busy collating this evidence at present and identifying the gaps in knowledge and research. Some of the papers we are reviewing are highlighting the following.... Flexible Working: A Critical Lever for Equity in Employment There is precarity and underemployment.... Neurodivergent people are: 2× more likely to be in precarious roles 10× more likely to be in temporary employment More likely to experience underemployment and lower job tenure Not significantly different in pay—when roles are equivalent *What can we learn from this? Structural Barriers: These disparities persist despite legal protection under the Equality Act (2010). Traditional recruitment and working models remain exclusionary by design. The Flexibility Gap :Flexible and homeworking practices are less accessible to neurodivergent employees—despite these adjustments being disproportionately beneficial to them. Not a one size solution though! 🏢 Implications for Employers 🔧 Rethink “Reasonable Adjustments” :Proactively offer universal flexible working practices (e.g., flexitime, compressed hours, remote options) to reduce stigma around disclosure. Don’t wait for formal disclosure—design inclusively from the start as many ND people remain concerned about disclosing - this has actually increased/not decreased in the past few year. 📍 Design for belonging for all : Enable non-stigmatising adjustments like asynchronous communication, sensory-friendly environments, and variable schedules.Integrate feedback from neurodivergent staff to evaluate and evolve practices. Listening to ERGs can make a difference. 📈 Invest in retention :Underemployment and low tenure indicate a lack of sustainable employment models. Hiring is expensive! Support career progression through mentoring, clear promotion pathways, and job-crafting. Transition planning and preparation from education to employment is important. 🧭 What can employers start to do now... HR Leaders: Audit current flexible working access and uptake across neurodivergent staff. Line Managers: Normalise flexible arrangements in teams. Promote without requiring formal diagnoses. Exec Teams: Embed neuroinclusive design in workplace strategy—not as an add-on, but as a productivity enabler. This is a change in mind set! Source: Branicki et al. (2024) – Factors shaping the employment outcomes of neurodivergent and neurotypical people- https://lnkd.in/eYYVEnWR)

“He thought aggression = leadership. He was wrong.” The country head walked into the room like a storm. Voice loud, footsteps heavy, eyes sharp enough to cut. In meetings, he snapped at juniors. “That’s a stupid idea.” “Don’t waste my time.” “Just do what I say.” Every word landed like a whip crack. At first, people obeyed out of fear. But slowly, the air in the office grew heavy—silence in corridors, fake nods in meetings, ideas swallowed before they were spoken. I still remember one meeting. A young manager, clutching her notepad with sweaty palms, tried to contribute: “Sir, what if we—” Before she could finish, he cut her off: “Not useful. Next.” Her face flushed. She sank back into her chair. And with her, ten other unspoken ideas disappeared from the room. Later, in a one-on-one, he told me proudly: “See, I run a tight ship. They know who’s in charge.” That was his vulnerability—he mistook fear for respect, and aggression for authority. I had to hold up the mirror. 👉 “Fear creates compliance. But it kills creativity. You don’t have a tight ship—you have a sinking one.” We started training him in assertive communication—firm, but respectful. • Replacing “That’s stupid” with “Help me understand your logic.” • Practicing listening without interruption. • Learning to challenge ideas without crushing people. At first, he resisted. “This feels too soft,” he said. But slowly, he began to notice the shift. Weeks later, in another meeting, the same young manager spoke up again. This time, he leaned in and said: “Go on. Tell me more.” The room felt different. Shoulders relaxed. Pens moved again. Ideas started flowing. And at the end of the quarter, when his team hit record numbers, he admitted: “I thought respect came from fear. I was wrong. Respect comes from trust.” 🌟 Lesson: Aggression silences. Assertiveness empowers. Fear creates short-term compliance. Respect creates long-term results. Great leaders don’t intimidate their teams. They inspire them. #ExecutivePresence #LeadershipDevelopment #CommunicationSkills #SoftSkills #Assertiveness #Fortune500 #BusinessGrowth #TeamCulture #Leadership

Think your workplace is inclusive? Subtle habits may be saying otherwise.... Discover how to move from ‘minimizing differences’ to fully embracing them. 📌Minimizing Problem #1: Silences differences Tip: Encourage open dialogue by creating structured opportunities for people to share their unique perspectives. Establishing listening sessions or rotating discussion leaders can ensure everyone has a voice. Promote psychological safety so that individuals feel comfortable speaking up. 📌Minimizing Problem #2: Assumes similarities Tip: Avoid blanket assumptions by actively speaking to understand individual backgrounds and perspectives. Use tools like cultural intelligence assessments to highlight differences within the team. Encourage team members to share personal insights, fostering a culture of curiosity rather than assumption. 📌Minimizing Problem #3: Encourages assimilation in overt or covert ways Tip: Shift the focus from “fitting in” to “belonging” by celebrating diverse contributions and encouraging unique approaches to problem-solving. Help develop and promote policies that allow flexibility, such as alternative communication styles and methods, dress codes, or cultural observances, to demonstrate that differences are respected, reflected, valued, and expected. 🫂Many of us, even those who consider ourselves progressive, may find ourselves in the “minimization” stage. This stage values fairness but often falls short on true inclusivity by overlooking cultural differences and encouraging assimilation. To genuinely embrace diversity, we must move beyond minimization. It's about more than just accepting differences—it's about adapting and evolving our practices to respect and leverage these differences. Intercultural competence is a journey, not a destination, and it’s essential to stay connected with others along the way. Let's commit to continuous learning and improving our ability to interact effectively across cultures. Comment ‘LEVEL UP’ if this resonates with you!

We all know people who can disagree in a way that has others listen, consider their perspective, and feel respected. We also all know people who disagree and blow up the room -- and their relationships. (I am usually coaching a few of those folks at any given time.) In my latest Psychology Today article, I explore how to become what I call a "respectful rebel"-- someone who knows how to voice dissent constructively, leading to successful outcomes and contributing to healthy relationships.. Here are five practices with examples of what to say (and what not to say): 1. Ground feedback in shared purpose Say: "Because I care about the client experience, I'm concerned about..." Not: "This approach completely ignores what our clients need." 2. Time your dissent wisely Say: "Before we finalize this decision, can I offer a different perspective?" Not: "I knew this wouldn't work." 3. Ask instead of attack Say: "How do you see this impacting our frontline team?" Not: "This will overwhelm our staff and they'll all quit." 4. Mind your tone Say: "I see it differently and would like to share my thinking" Not: "That approach makes no sense and won't work here." 5. Check your motive Ask yourself: "Am I speaking up to contribute—or to be right?" The difference between helpful disagreement and harmful pushback often comes down to intention, delivery, and timing. How do you know if you're a Respectful Rebel or a Rude one? Watch what happens after you speak. If people engage with your ideas, ask questions, and the conversation deepens, you're doing it right. If people get defensive, go silent, or the energy drains from the room, it's time to recalibrate. Link to article in the comments.

🙃 It’s 2pm on Tuesday. You’re halfway through a team meeting, and Ben is still talking. He’s gone into so much detail, you’ve already zoned out twice and wondered when he’s going to stop. Meanwhile, Tim’s jumping in with quick, sharp comments, and Anna? She hasn’t said a word. Now you’re left wondering — did anyone actually leave this meeting on the same page? What was that? (Sound familiar?) Here’s where things went wrong: communication styles clashed. 👉 This is why learning how to adapt to different communication styles is essential for any team. It’s not just about talking more or louder—it’s about making sure your message lands, no matter who’s in the room. At Learna, we’ve developed microlearning content with experts to help you bridge these communication gaps. For those using Learna, here are a few of my top picks if this scenario felt all too real: 🧠 𝗛𝗼𝘄 𝘁𝗼 𝗴𝗲𝘁 𝗮𝗹𝗼𝗻𝗴 𝘄𝗶𝘁𝗵 𝗮𝗻𝘆𝗼𝗻𝗲 – the essential guide to adapting your communication style (using DISC as your guide), by Sarah Mazur 🎯 𝗚𝗲𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 – creating a space where everyone feels safe to play their part and contribute, by Lucy Allen ⚡ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗶𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘁𝘀 𝗮𝘁 𝘄𝗼𝗿𝗸 – how to balance the energy in the room without losing anyone, by Leigh Morrison 🎧 𝗚𝗲𝘁 𝗽𝗿𝗲𝘀𝗲𝗻𝘁 𝗮𝗻𝗱 𝗹𝗶𝘀𝘁𝗲𝗻 𝗱𝗲𝗲𝗽𝗹𝘆 – use presence and reflective practice to know what's really going on, by Joe Hart The best teams don’t just talk — they listen and adapt to connect with others. 🧠 What ideas have you seen on learning how to work with different communication styles? #peopleskills #learnforwork with Learna

You don't have to be harsh to hold others accountable. You can make expectations clear and also guide with empathy. Follow these steps: 1. Be the Example Model the excellence you expect. Lead by doing. 2. Set a Clear Vision Define success. Ensure everyone's on the same page. 3. Use Constructive Feedback Offer it often. Be supportive and non-judgmental. It's fuel for their growth. 4. Check-In, Not Just Up Regular touchpoints keep everyone aligned. And keep stress levels in check. 5. Empower Your Team Let them own their tasks. Be their guide, not their shadow. 6. Tackle Challenges Together When issues arise, address them head-on. But always focus on solutions. 7. Celebrate the Wins Show you see and value their efforts. It's the best kind of motivation. That's accountability with a heart. ➟ High expectations ➟ Genuine support ➟ Together, you succeed Be a leader that combines empathy with expectations. Find this valuable? Repost to share with others ♻️. And follow Nihar Chhaya, MBA, MCC for more. P.S. Want a high-res PDF of this infographic? Try my free newsletter: https://lnkd.in/gGCNyeGj

"Communication works for those who work at it" Just the other day my older daughter was teasing my younger one( which happens occasionally as a friendly siblings banter)😄 But immediately my younger one snapped and told my older one to stop teasing her as she doesn't like it.🥺 My older one said with a glint of shock in her tone , "When I am ok with others teasing me, when I can take it sportingly why can't you take it in the same way?"🤷♀️ My little one just blurted out," Both of us are different, if you are ok with it, doesn't mean I'll be ok with it too" Just got me thinking of something I usually share in my communication skills session 🤔. Since childhood we've been told to treat others the way you want to be treated. Fair enough, if you want to be respected treat others with respect too. This is the "Golden Rule of Communication"-Treat others the way you want to be treated. But today, I would like to go a step further. If I like to watch horror movies, should I expect you to watch it too? If I like Coffee, should I serve coffee to you too? No right,  I will have to respect you likes, your wishes and not impose my likes on you. ✨Here comes the "Platinum Rule of Communication"- Treat others the way THEY want to be treated .✨ Platinum rule says that instead of focusing on yourself, focus on the other person. Instead of thinking that they would also like to be treated the way you want to be treated, ask them their likes/ wishes and then treat them accordingly. How do we do that: ✅Try to ask questions and understand them ✅Empathize with people around you to comprehend their needs and wants ✅Don't assume that if you like doing things a certain way then probably that's the right way to do it. ✅Try to understand the other person's perspective/ thought process ✅Be open to feedback on your communication/working/ leadership style. Based on the above, make an effort to understand the other person's wants and likes and treat them the way they want to be treated. Let's shift our perspective from Me to YOU. This will go a long way in building long lasting and happy relationships. What are your thoughts on this? **************************************** If you are looking to hone your communication skills,   DM me right away for a 1:1 free discovery call. Let's connect 💫☺️ #communication #rulesofcommunication #respect #respectforpeople #perspective #empathy #communicationskills