Enormous thanks for your kind words and encouragement during the series. It's always helpful to read your thoughts and feedback on what's resonating and what you'd like to read more about.

As we head into the summer holidays, I’m slowing the pace a bit to allow for more ice cream, day trips, and family time. But if you're looking for neuroinclusive expertise and gain insights into what I'm seeing that's working well, my calendar remains open - you can book a call using my Contact page.

Now, let’s get to the good stuff! The highlights from the Be Neuroinclusive series to date.... aaaand introducing: the complementary Be Neuroinclusive podcast - available on Apple Podcasts, Spotify and Google Podcasts. 🥳🥳🥳

Is the feedback sandwich your preferred way of delivering feedback?

But are your colleagues resistant to your constructive criticism?

And do you dread those conversations?

Don't worry - I've got stacks of research, neuroscience, and tips in this month's article:

👉 It's time to put the feedback sandwich in the bin! 🥪

We'll dive into why some people are more sensitive to negative feedback.

Plus, there are practical tips for delivering feedback that is both constructive and considerate of different learning styles and communication preferences.

Whether you're a manager, employee, or team member, this article will provide insights and strategies for improving communication and sharing feedback in a neuroinclusive way.

Social masking and stress can be a significant challenge for many.

In this latest article in the Be Neuroinclusive series, we'll delve into the symptoms of stress and mental load, emotional disconnect, and introduce the concept of ADHD tax.

I'll share practical tips on identifying masking, reducing stress and overwhelm, and improving emotional granularity. Trust me, as someone who struggled with identifying emotions for the best part of 37 years, I know firsthand how life-changing these tools can be!

Join me on this journey of self-discovery and explore ways reduce stress and promote self-case.

Online meetings can be tough for neurotypes who experience sensory overload and social anxiety. That's why it's absolutely crucial for leaders to be aware of the potential negative impact they can have on all attendees and take proactive steps to create a more inclusive and accommodating environment.

And when we consider that neurodiversity means 15-20% of the world think, learn and respond differently than most, neuroinclusive meetings will, quite simply, become more effective. So, here are some quick and simple actions you can put in place with your teams to create more neuroinclusive online meetings.

Have you ever found yourself having long breaks away from the desk instead of the 10 minutes you intended, impulsively wanting to scroll social media, or becoming hyperfocused with something you don’t tire of rather than what you should be doing? That’s the dopamine loop at work, and it can be really tricky to counteract. and actually get stuff done. Read on for anti-procrastination strategies for busy brains that actually work (and still give a dopamine hit)

You need to make sure you have a great mix of skills in your leadership team to benefit from diverse thinking and to see this as a huge opportunity. Having neurodiversity gives you creative thinkers, big thinkers, deep thinkers, and reflective thinkers. It provides expert analysts and people who challenge the status quo by querying current processes and methodologies, and those who spot future problems well in advance.

Creating a psychologically safe workplace is crucial for all employees, but it's especially important for neurodivergent employees. To create a safe environment, employers should prioritize clear communication, provide accommodations, and actively listen to feedback. It's also important to foster a culture of respect and understanding, recognising the unique strengths and perspectives of all employees. Encouraging open dialogue and providing resources for mental health support can also promote psychological safety. By creating a welcoming and supportive workplace for neurodivergent employees, employers can help ensure that all employees can thrive and reach their full potential.

The 2023 permacrisis has created a challenging environment for all workers, but it's especially important to support neurodivergent employees during this time. Providing clear communication, flexibility, and accommodations can help alleviate stress and anxiety. Regular check-ins and recognition of individual strengths can also boost morale. As the world continues to navigate this crisis, employers must prioritize the well-being and inclusion of all employees, including those who are neurodivergent. By doing so, organisations can foster a more supportive and resilient workforce for the future.

Neurodiversity is the concept that neurological differences should be recognised and valued as any other human variation. This includes labels such as autism, ADHD, and dyslexia. It's important to understand that neurodiversity is not a disorder, but rather a natural variation in the human brain. By embracing neurodiversity in the workplace, employers can tap into the unique strengths and perspectives of neurodivergent employees. This can lead to more innovative thinking, problem-solving, and creativity, ultimately contributing to a more diverse and inclusive workplace culture. By embracing neurodiversity, employers can create a more welcoming and supportive workplace for all employees, promoting inclusion and equality for everyone.