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Hello Followers! At the end of last year, I announced that Operate Well’s new focus would be to support the neurodivergent worker experience, providing both one-on-one coaching and organizational consulting for neuroinclusion. I’m still full steam ahead with these changes, and am excited to share about these changes:
“The Case for Neuroinclusive Operations" series examines where organizational systems often fail and why building neuroinclusive operations is a foundational place to start. A single word can quietly determine the direction of an organization’s inclusion efforts. In her article, “Why we should stop saying underrepresented,” N. Chloé Nwangwu
Question for leaders: Are you A. Asking individuals to adapt to systems as they are (process, tech, role hierarchy)? B. Considering and adopting individuals’ feedback about what in the system needs to change? C. Combining A and B? In the organizations I’ve known, the answer is always C. I
Oftentimes, behavioral “norms” in the workplace, how we talk, dress, and act, can feel like an act. A recent New York Times article highlighted the phenomenon of “masking,” a tendency for individuals to hide natural behaviors in order to fit in, often stemming from pressure to conform or past negative
