Transforming Perspectives: Lessons from Parenting Neurodiverse Children

Having kids with ADHD and dyslexia has completely changed how I understand neurodiversity. Before this journey, I held many incorrect assumptions about what it meant to be neurodiverse. For example, when I first heard about ADHD, I immediately thought it meant someone would constantly struggle to pay attention. However, living and learning with my children has shown me a much richer and more nuanced reality.

My children have taught me that ADHD is not just about inattentiveness. It is about bursts of incredible focus and creativity, often on things they are passionate about. They have shown me that their minds work in unique ways, capable of seeing solutions and connections that others might miss. People often have a misunderstanding of dyslexia, thinking it is just about reversing letters. This different way of processing information brings creativity, problem-solving skills, and the ability to think spatially and tell stories.

Through my children, I have learned to appreciate and celebrate the diversity of thought and the incredible potential that comes with it. They have taught me patience, adaptability, and the importance of creating an environment where everyone’s strengths are recognized and valued. I appreciated neurodiversity more after realizing how it shaped my children’s unique perspectives. It improved my parenting and advocacy for neurodiversity in all areas of life.

The Strengths of Neurodivergent Individuals

Often, I told my kids how it would be great to have them on my project teams. How could I use their strengths on my team to help us look at things differently. We should view disabilities as strengths. People with neurodiversity contribute their own set of unique strengths to any project.

• People who are neurodivergent, especially those with autism, are highly observant and detail oriented. This can be invaluable in Agile processes that require thorough testing and quality assurance.
• ADHD and dyslexia can often be accompanied by strong problem-solving skills and the ability to think outside the box. In Agile environments, where innovative solutions are encouraged, this creativity plays a crucial role.
• People with ADHD sometimes experience hyper-focus, where they can be super productive and get a lot done quickly. This can be a major asset in agile sprints.
• Those with dyslexia or autism are often excellent at finding patterns and connections, making them perfect for coding and debugging.
• Neurodivergent individuals are great at systematic thinking, which is important for agile’s approach.

My daughter after she graduated was in an interview and mentioned to the interviewer that she had ADHD & Dyslexia. I often wonder if the interviewer was getting ready for my daughter to request the accommodations she needed at work. Instead, she discussed the strengths that her ADHD & Dyslexia would bring to the team. She gave the interview real-world examples of problems the team was facing and how the strength above would lend itself to her helping to solve them. The company hired her for those strengths. They valued her for her creative problem-solving skills and ability to hyper-focus, which would aid them in solving specific problems.

Integrating Neurodiversity into Agile Teams

We should recognize the special abilities of people who think differently and find ways to use those abilities effectively. I focused on agile methodologies because it already provides useful strategies and supports. To harness the strengths of neurodivergent individuals within Agile teams, consider the following strategies:

• Offer flexible working conditions, including the option to work remotely and choose flexible work hours. Being flexible can help neurodivergent individuals navigate challenges and leverage their strengths. Many companies embrace flexible working conditions because of employees in different time zones or with different office setups.
• Communicate clearly and concisely and share information in different ways to make sure everyone knows what they need to do. This approach can help reduce misunderstandings and ensure that all team members are on the same page, regardless of their communication preferences. Everyone on the team benefits from diverse learning and communication strategies.
• Create a welcoming culture that celebrates diversity and supports employees with different neurological abilities. This can include providing noise-canceling headphones or quiet workspaces for those who may be sensitive to sensory inputs, as well as creating an atmosphere where all team members feel valued and understood. This is understood today by everyone in the workforce, not just those with neurodiversity. Having spaces for individuals to escape the team and noise, to have quiet thinking time, is vital for the success of any endeavor.
• Regular feedback is crucial for neurodivergent team members to adapt, grow, and be recognized for their contributions. It is important to establish a system for continuous improvement. Regular feedback also helps individuals stay focused and make progress in their work. Daily standups help neurodiverse individuals stay on track by providing regular check-ins.
• Role flexibility is important for team members to excel in their strengths and interests. Neurodivergent individuals may have certain areas of expertise and struggle in others. By allowing them to focus on their strengths, productivity and job satisfaction can increase. As a program manager, I practice this philosophy. I observe my teammates and ask them about their preferences and challenges. In one team, we didn’t focus on titles but on people’s abilities and interests. I had a team member who excelled in budgeting and forecasting. When I discovered that she enjoyed it the most, I had her focus on that. Because of this role flexibility, the projects she helped me with always stayed within 5% of their original budget.

Real-World Success Stories

Many organizations have already seen the benefits of integrating neurodiversity into their Agile teams, with remarkable outcomes. Here are some inspiring examples:

• SAP launched the Autism at Work program in 2013. It aims to employ individuals on the autism spectrum, recognizing their unique abilities like attention to detail and pattern recognition. The program has led to innovation and productivity gains within the company. Neurodivergent employees have been vital in software testing and quality assurance, where their attention to detail is valuable. SAP reports that teams with neurodiverse members often find problems and solutions faster, improving efficiency and effectiveness.
• Microsoft has a Neurodiversity Hiring Program that focuses on individuals with autism. They have a unique interview process to reduce anxiety and allow candidates to showcase their skills effectively. Neurodivergent employees hired through this program have excelled in roles such as software development and cybersecurity. For instance, an employee with autism showed exceptional skills in threat detection, identifying cybersecurity risks that others had missed. This has been crucial for Microsoft’s Agile teams, who need to quickly identify and respond to security threats.
• Ernst & Young (EY) has created Neurodiverse Centers of Excellence (NCoE) to utilize the skills of neurodivergent individuals in fields like data analytics and cybersecurity. These centers have shown increased innovation and efficiency. A neurodivergent employee came up with a new data analysis method that made financial audits faster and more accurate. EY incorporated this innovation into their Agile framework, improving their ability to provide high-quality services to clients quickly.
• Hewlett Packard Enterprise (HPE) has introduced the Dandelion Program. This program aims to provide career opportunities for individuals with autism. It focuses on roles in cybersecurity, software testing, and data analytics. Participants in the program have unique problem-solving skills and great attention to detail. They have made important breakthroughs, such as identifying and fixing a complex security vulnerability in HPE’s systems. This demonstrates their ability to contribute effectively to Agile projects that need fast and efficient solutions.

Embracing neurodiversity has real-world benefits. It enriches the workplace and boosts productivity, innovation, and problem-solving. When neurodivergent individuals are integrated into Agile teams, organizations unlock untapped potential. This leads to success, fosters inclusivity, and promotes continuous improvement.

Conclusion

Embracing neurodiversity in Agile methodology aligns with inclusivity and adaptability. It unlocks the potential of diverse minds and fosters innovation, productivity, and harmony in the workplace. By recognizing and leveraging the strengths of neurodivergent individuals, organizations enhance their Agile processes and contribute to a more inclusive society. Integrating neurodiversity into Agile teams is not just a strategic advantage, but a necessity for businesses looking to thrive in a rapidly changing world.

If you are interested in learning more about learning more about people with disabilities and their experiences with navigating the world. Take a look at our Understanding Accessibility: Learning from People with Disabilities.

Michael Harshbarger is an experienced project manager and accessibility consultant. He is passionate about helping businesses create inclusive digital experiences. With over ten years of experience in project management and accessibility, Michael established AccessibilityFirst Solutions LLC. Michael believes in promoting accessibility as a core business value. He thinks that inclusive design benefits not only those with disabilities but also enhances the user experience for everyone. Michael holds a Master’s degree in Project Management. He has successfully implemented accessibility programs for Fortune 100 companies. In his free time, Michael enjoys exploring the outdoors with his family and playing tabletop role-playing games.