Embracing Neuro-Inclusive Communication: The 4-D Model for a More Inclusive Workplace
Neurodivergent people make up one in five Americans. However, many emerging leaders report that their workplaces lack the communication skills needed to interact effectively in neurodiverse environments. Communication breakdowns in such settings can result in conflicts, lower morale, and exclusion.
To address this issue, I have developed a neuro-inclusive communication framework called "The 4-D Model of Neuro-Inclusive Communication." This model emphasizes four key elements: being direct, deliberate, descriptive, and diverse in communicating. I created this model because I have been advised in several workplaces to learn to communicate more neurotypically.
This "advice" is not helpful and only encourages neurodivergent leaders to hide their neurodivergent traits (masking), which can be mentally, emotionally, and socially exhausting. It's akin to advising women to "lean in"people of color to "code-switch" and LGBTQ+ people to "tone it down" at work. It is important for leaders to adopt an approach that encourages Neuro-inclusive communication, ensuring that neurodivergent leaders can succeed in the long term. By applying these elements to our communication, we can improve our understanding of others and create an environment where everyone can contribute their ideas and perspectives.
Be Direct: Communicate your message to the intended person. If you value a particular person's opinion in a group setting, tell them you want to hear from them.
Be Deliberate: Determine the purpose of your communication before sharing your message. If you're speaking aloud without expecting input, state that. If you're seeking validation or affirmation, say so. Offering processing time by asking a question before a meeting or allowing at least six seconds for processing time before receiving responses can reduce anxiety and improve engagement.
Be Descriptive: Provide as much context and information as possible to minimize mental and emotional guesswork. This not only saves time but also fosters greater accessibility, leading to more engagement from all people.
Be Diverse (in how you communicate): Offer various communication formats to encourage engagement and a diversity of ideas and contributions. In addition to verbal Q&A, consider incorporating tools like Jam Board or Whiteboard during virtual meetings. Designating roles like clarifiers or challengers can also help foster deeper engagement. You can even approach someone before a meeting or gathering and ask them to fulfill a specific role, for instance, "Hey Jami, I'm convinced X is a solid plan. Can you come prepared to the next meeting with counter ideas or clarifying questions?"
If you'd like support in creating Neuro-Inclusive cultures, I offer leadership development, training, workshops, and more. Get in touch to learn more.
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