If you’re a newspaper reader, chances are you’ll have noticed an increase in articles addressing neurodivergence in recent years. The articles are following the data: autism diagnoses rose 787% between 1998 and 2018, and diagnoses of ADHD in adults have increased 20-fold in the last two decades.

The rise in diagnoses of neurodiversity is thought to reflect both increased awareness and improved diagnostic criteria. To borrow an analogy from Kat Brown, author of the bestselling ADHD memoir “It’s Not A Bloody Trend”, there are not necessarily more neurodivergent people now, in the same way that there wasn’t a sudden surge in the number of left-handed people in the 70s and 80s. Neurodivergent people have long existed – it’s just that society is no longer forcing them to learn to write with their dominant hand tied behind their backs.

For adults being diagnosed as neurodiverse, the relief can be palpable. One contributor to this piece from ADDitude magazine described their reaction to being diagnosed as “pure, unadulterated relief. Finally I could seek help to accomplish my goals. It didn’t come down to the elusive need for me to ‘try harder’”. Another observed, “I’m not lazy, insufficient, or as incapable as I have repeatedly been told. There’s a reason and I can do something about it.” The left-handers can finally stop using right-handed scissors, then blaming themselves for not being able to cut properly.

Better awareness of neurodivergence also presents a significant opportunity for professional services firms to better engage with their clients – whether they have traits associated with neurodiversity or not. The ability to anticipate, recognise and accommodate the needs of neurodiverse people can significantly enhance engagement with those individuals; but it is also a reminder of the importance of considering and tailoring different styles to different people whatever their circumstances.

A teacher friend recently told me how, on his first day of staff training for the new term, the head gathered all the teachers into the assembly hall, told them to turn off their phones and laptops, then talked at them for three hours without a break. Afterwards, the head approached my friend to ask for feedback – and was surprised when the response was less than positive. My friend teaches a number of students with ADHD and reflected that while he himself had found the experience painful, his students (or, indeed, any teachers in the audience with ADHD) would have considered it borderline torturous. He was aghast that a professional educator would approach a room full of diverse interests, skill-sets, and learning styles, in such a broad-brush way. And yet, to quote the head when given (a slightly watered down version of) this feedback, “that’s how I’ve always started the new term”.

In professional development, we see all too often a reliance on ‘tried and tested’ techniques, usually favoured by those delivering ‘tried and tested’ materials. Over-dependence on either is a trap, and one to be avoided. Just as we must stay on top of the most recent and relevant developments in professional services, so too must we constantly evaluate our delivery methods.

In coaching, awareness of neurodiversity allows tutors to tailor their approaches to different learning styles. By carefully considering the appropriate approach, tutors can enhance engagement, improve learning outcomes, and foster a more inclusive and collegiate environment.

In communications, a nuanced understanding of neurodiversity can enhance interactions with clients, colleagues and stakeholders alike. Accommodating different communication needs can be as simple as recognising that one client might benefit from written materials to refer back to, while another will struggle with data-dense slides – yet the cumulative impact of making these small adjustments can be enormously significant.

Irrespective of neurodiversity, our work has repeatedly shown that clear, structured, and tailored communication can help embed learning, improve understanding, and facilitate better collaborations. Adding neurodiversity to that conversation is a rational and easy next step that will benefit everyone.

Author: Harriet Johnson