BUSINESSES AND ORGANISATIONS

Vulnerably Talented

While everyone possesses distinct strengths and challenges, neurodivergent individuals often face more pronounced challenges that systems, not designed with them in mind, may overlook. Yet their strengths—such as creativity, problem-solving, and hyper-focus—can be equally exceptional. This blend of unique potential and unaddressed needs is what makes them "vulnerably talented." Here, we can draw powerful insights from neurodivergent athletes. These athletes, having faced and overcome their own obstacles, have developed self-awareness and tailored strategies to maximise their performance. The lessons they've learned in navigating their neurodivergent traits offer valuable guidance for businesses and organisations aiming to create environments that foster resilience, innovation, and success for neurodivergent employees.

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NEURODIVERSITY

“In school, I genuinely thought I was stupid. But through sport, I’ve learnt so much about my brain. Now, I see the strengths that come with my dyslexia and ADHD—and I’m even studying to become a management accountant!”

— Mikey Mottram, elite gravel cyclist

How can businesses learn from sports to better support and unlock neurodivergent talent?

In sport: The best coaches tailor training to individual strengths and challenges, recognising that neurodivergent athletes may excel in certain areas while needing extra support in others.

In business: Organisations can apply a similar approach by identifying the unique strengths of neurodivergent employees and providing personalised support. For example, someone with ADHD might excel in dynamic roles and benefit from flexible routines, while someone with autism might thrive with clear structures and processes.

In sport: Neurodivergent athletes often perform best with consistent routines and clear expectations. In training, these athletes benefit from step-by-step instructions and direct feedback.

In business: Clearly defined tasks and transparent communication can empower neurodivergent employees, reducing misunderstandings and increasing productivity. Businesses can adopt structured onboarding and training programmes, breaking down tasks and providing regular, specific feedback.

In sport: Rest and recovery is vital. These specified periods to prevent burnout, especially crucial for neurodivergent athletes who may experience sensory or cognitive overload.

In business: Encouraging regular breaks, mental health days, and flexible hours can help neurodivergent employees avoid burnout. Understanding individual needs for downtime or adjusting sensory environments, such as reducing noise or providing quiet workspaces, can make a significant difference.

"Step-by-step instructions help my neurodivergent athletes absorb information without feeling overwhelmed. I don’t see it as a deficit—it’s simply a different way of processing. Once they’ve got it, they can work wonders with that information. They’re some of my best players."

In sport: Athletes, coaches and support staff increasingly use tools and apps to track performance and enhance self-awareness. For neurodivergent athletes, technology is particularly helpful for managing routines and regulating focus.

In Business: Organisations can use similar tools to support neurodivergent employees in managing workloads and staying organised. For example, apps that set reminders, prioritise tasks, or allow employees to set work preferences can empower them to manage their responsibilities more effectively.

In sport: The most successful teams promote team inclusion and open dialogue about individual needs and preferences, fostering an environment where neurodivergent athletes feel accepted and included.

In business: By encouraging neurodiversity awareness among all employees, businesses can create a culture of inclusivity. Training programmes, open discussions, and feedback loops can build an inclusive atmosphere, where neurodivergent employees feel safe to communicate what they need to succeed.

In sport: Teams that recognise the value of diverse perspectives often benefit from fresh perspectives and creative problem-solving, as neurodivergent individuals often bring unique insights or approaches.

In business: Organisations that value neurodiversity can gain a competitive advantage through innovation. By promoting neurodivergent voices in brainstorming sessions, decision-making, and customer service roles, businesses can better serve diverse customer bases and stay agile in response to market changes.

In sport: Mentorship and peer support systems are utilised to help neurodivergent athletes to learn from those with similar experiences who can provide guidance and encouragement.

In business: Establishing mentorship programmes within the workplace, pairing neurodivergent employees with supportive mentors, can facilitate career growth and create a stronger sense of community. Similarly, creating peer-support networks can help neurodivergent customers feel more connected and understood by the business.

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