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Again this week, I thank you for being here! Today is a very important day for all leaders, change community professionals, and volunteers involved in the nonprofit Enterprise Agility World Conference. is the world’s largest event on science, organizational change, and Enterprise Agility. I’m excited to announce that we’re releasing the tickets with the first 250 at a special price!
This year, we’re hosting academics working on new theories and approaches to business change, and practitioners from around the world working on innovations in organizational change.
It’s an important conference for individuals who want to take their careers to the next level, to understand how the dynamics of exponential change work, and move beyond Agile and Business Agility. The industry needs it and we’re here to deliver the value professionals and businesses are missing.
That said, it’s important to have an event that lays the groundwork for leaders and change practitioners, regardless of their language, background, or neurodiversity. That’s why this year we’re offering live translations in 34 languages and an interactive opportunity for all to learn so that breakthroughs reach the world.
I’ve always believed that diversity and neurodiversity are critical in life and business, but also in conferences. As a hyperactive and dyslexic person, I was always told that I couldn’t learn a second language or that I’d have a hard time learning many other skills. For years I believed this, which limited my early career. Today we know that the brain is much more adaptable than we think and that it’s possible to overcome limiting beliefs. That’s why we offer not only translations in 34 languages, but also different experiences for everyone to get the most out of themselves during the event.
The #EAWC2022 will also give you the opportunity to meet with other academics, leaders and change practitioners in the networking spaces, participate and learn more about how you can move beyond Agile and Business Agility and build more flexible and resilient organizations.
I’d also point out that there’s no such thing as a Continuous learning organization unless you’re constantly attending conferences and other events to learn new theories and practices. This can be costly for organizations and people and is often difficult to plan for.
That’s also why we’re introducing the Neverending Learning Experience this year. Every two months, we’ll host smaller conferences on science, organizational change, and business agility that you can attend with your conference ticket and that will help you advance in your career.
I’m happy to announce that is sponsoring and hosting the conference and lowering the ticket price between $98 to $140, instead of the actual price of $450. I want to thank you for signing up for this newsletter and give you a discount code for your ticket so you can get it for $98 instead of $140.
Finally, I thank , Principal Director Digital Consultant at Accenture, physician, clinical neuroscientist, Harvard Business Review consultant, and best-selling author, for his contribution this week.
Companies across sectors worldwide have upped both their efforts and investments in the Diversity & Inclusion (D&I) space. These attempts however are more focused on embracing diversities in gender, cultural background, and ethnicity. While these are definitely important, it is also crucial to support and understand neurodiversity.
Neurodiversity is a scientific concept arising from brain imaging. It refers to variation in the human brain regarding sociability, learning, attention, mood, and other mental functions in a non-pathological sense for a Forbes article says Neurodiversity is the range of differences in individual brain function and behavioral traits, which is regarded as part of normal variation in the human population.
This includes individuals with autism, ADHD, dyslexia, etc.
Research shows that organizations that employ neurodiverse individuals have a competitive advantage. These employees come with valuable skills and organizations stand to benefit from their diverse ways of thinking and operating.
Gartner reveals that neurodivergent candidates are wired to think out of the box and gifted in skills that are essential for digital success. For example, people with ADHD have exceptional focus and problem-solving abilities. Similarly, autistic people are meticulous and have higher analytical thinking.
In order to help these individuals harness their full potential, each one of us has a role to play. Here are 3 ways in which you can support your neuro-diverse colleagues:
1. Maintain structure and routine
If you are working with a neuro-diverse colleague, coming up with a routine and setting a structure is important. Ensure you take time out to plan the day in advance and avoid last-minute surprises. For employees with Asperger’s or ADHD for example sudden changes may cause a lot of stress. Be flexible to their needs so that they can maintain a healthy work-life balance. An organized and harmonious way of operating is sure to reflect in their productivity.
2. Workspace accommodations
Many neurodivergent individuals struggle with sensory overload. Working in an ‘open’ office set up with a lot of people around can be detrimental both to their productivity and their mental health. Providing the option of a quiet place with minimal distractions may be a good idea to help them thrive. Facilities like noise canceling devices can be a blessing for some autistic employees. As a colleague, you could offer your support by not interrupting them when they are in the middle of a task.
3. Giving them time out
Considering their special needs, a break from continuous work could actually help them work better when they get back. Whether it be for a check-up or simply for spending time alone or with family being considerate of their needs would go a long way. Be a good listener and allow him or her to share their thoughts. Offering a non-judgmental space to your colleague so that they can share how they feel would help to build rapport, lead to a fruitful collaboration and result in outstanding deliverables.
While dedicated efforts are still required, the seeds are definitely being sown. Some organizations have started to relook at their hiring practices and amend their policies keeping in mind the neuro-diverse work population.
Let’s hope that in the near future every organization is truly diverse and looks at neurodiverse employees as a welcome addition to their teams. Organizations that are taking the steps now are sure to reap benefits in the future and proudly march ahead of their competitors!
The Arrow Diversity Model isn’t only the first framework that connects neurodiversity to exponentially changing markets, but also innovative concepts that allow you to understand how to better leverage your human capital and capabilities.
We’ve launched a website for the Arrow Diversity Model where you can get free training, and choose between 5 different languages! This isn’t only a help for change agents to gain new skills and capabilities, but also a bet to improve the organization worldwide.
Are you ready to take your career to the next level? We’ll continue our Enterprise Agility Foundations and EA Strategic Leadership Training around the world in August. Join the leading institution providing leaders, managers, and change consultants with new opportunities to grow their careers. Talk to one of our Certified Partners now and start moving in a new direction.
From Enterprise Agility University, we hope you found our scientific newsletter useful, and we’ll see you next week.