Introduction to Managing Neurodivergents
summary
Manager training shifts from one-size-fits-all to concrete practices: define direct, literal, kind communication, include “neurodivergent encouraged” and list remote/flexible benefits in job postings, and set literal 30/60/90 expectations. Offer onboarding scripts and worked examples (resource: neurodivergentworking.com) and a half‑day curriculum on hiring, communication, empathy (cognitive vs affective) and productivity. Practical tools include break tasks into very small pieces (use “goblin tools”), body doubling/co‑working, and self‑imposed earlier deadlines; no diagnosis or disclosure required.
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chapters (9)
- 0:00Introduction
- 1:04Why this topic matters
- 6:41Neurodivergence foundations
- 18:55Inclusive hiring and onboarding
- 26:00Team communication principles
- 36:25Feedback: directness vs kindness
- 40:19Empathy differences
- 48:03Executive function support
- 55:53Key takeaways and Q&A
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