Full Show Notes: https://sociallyausome.com/post/did-anyone-ask-how-she-works-best-adhd-workplace-ep-214
I once spoke with a manager after she let someone go.
She walked me through everything. The missed deadlines. The late arrivals. The blank stare in meetings. She had done everything by the book. Documented. Coached. Warned.
I asked her one question.
"Did anyone ever ask her how she works best?"
She went quiet.
That employee wasn't difficult. She was unaccommodated. Nobody knew she had ADHD. Nobody asked. And the entire system she was handed was built for a brain she doesn't have.
This episode answers the question a licensed clinical social worker left in my comments: "What helps managers create enough trust for that conversation before performance is already affected?"
In this episode:
- Why neurodivergent employees don't disclose what they need - and it is not withholding
- The invisible adaptation job ADHD employees perform every day that nobody hired them to do
- Why psychological safety is built in the moment after a small ask - not in a policy
- 3 behaviors that create trust before the crisis hits
The most expensive conversation in business is the one nobody had six months earlier.
Book Alyece to speak at your organization:
https://sociallyausome.com/alyece_speaking
FLOW-First Thinking - the book:
https://sociallyausome.com/books/flow-first-thinking
Miss Episode 213? That's where this series started.
https://sociallyausome.com/post/adhd-workplace-5-things-managers-get-wrong-ep-213/
Tag @socially.ausome on Instagram with a screenshot of you listening.
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Make it simple. Make it social. Make it Ausome.
