The power of spiky profiles in the workplace

In an increasingly diverse labour market, neurodiversity is gaining importance. Employees with neurodivergent neurotypes, such as ADHD, autism, dyslexia, etc., often have what are called ‘spiky’ profiles: they excel in specific skills while facing more challenges in other areas. Companies that harness these particular skills will be well-positioned for success in the future.

What are spiky profiles?

Neurodivergent individuals often show significant peaks in specific skills like pattern recognition, creative thinking, or strategic analysis. At the same time, they may face challenges with aspects such as time management, working memory, or routine tasks. This uneven distribution of skills makes their profiles ‘spiky’. Source: Neurodiversity at Work: A Biopsychosocial Model and the Impact on Working Adults by Nancy Doyle.

The uniqueness of spiky profiles

Each neurodivergent individual has a unique profile. This means that the assumption that all people with, for example, autism have the same skills or challenges is a prejudice that is not true. It is crucial to discover what makes each person unique and how these unique abilities can add value to your team or company (cultural add).

The benefits of leveraging spiky profiles

Focusing on the strengths of neurodivergent employees can lead to innovation, increased productivity, and (neurodivergent) employee and customer satisfaction. By utilising their unique perspectives and skills, companies can improve their work processes and create a richer corporate culture.

Strength-based management: focus on strengths

Strength-based management emphasises the importance of recognising and leveraging each employee’s unique talents. It is neither realistic nor productive to expect neurodivergent employees to overcome their challenges to function like their neurotypical colleagues. The same is true in reverse—neurotypical employees will become demotivated if expected to excel in the same skills as their neurodivergent colleagues. Instead, as an employer or manager, you should acknowledge that everyone’s skills are different and that these differences can strengthen the team as a whole.

Therefore, identify the unique strengths and talents of each employee. Please give them opportunities to further specialise in these skills or utilise them optimally in the workplace. This may mean assigning tasks, allowing training that aligns well with their capabilities, or adjusting roles to enable them to excel truly. Thus, they can deploy their full potential in their job. And provide them regular, consistent, and constructive feedback so that they can continue to develop their unique skills.

Strength-based cross-functional teams

By assembling a team in which members complement each other’s strengths, you create an environment where each team member can excel. This leads to a higher degree of satisfaction, resilience, and productivity within the team. It is also essential to ensure good psychological safety within the team and the company.

Conclusion

Focusing on the unique strengths of neurodivergent employees is not only an ethical choice but also a strategic move that can enhance innovation, productivity, and satisfaction within a company. With this approach, organisations can not only build a more robust and diverse workforce but also foster an inclusive culture that celebrates the unique contributions of every individual.

So, start leveraging the strengths of your neurodiverse team today. Looking for guidance on this? Don’t hesitate to reach out to us.