Encouraging Diverse Communication Styles

Neurodivergent folks have our own, functional, and valid way of communicating. But for too long, we’ve carried the full burden of “translating” in order to be understood by the neuromajority. Too much of the time, cross-neurotype communication leaves both sides feeling misunderstood or frustrated. The key to successful cross-neurotype communication is recognizing and respecting that there are two very different ways of connecting happening here at the same time. And, perhaps more importantly, understanding that one style of communication isn’t better than the other. Alleviating stressful cross-neurotype communication starts with… Ask, Don’t Assume: If someone’s responses seem different than expected, ask for clarity instead of assuming intent. Remember, clarifying questions are not about power dynamics, but an effort to understand. Embrace Different Communication Styles: Some people need extra processing time, while others may be more direct. Value the unique approaches each person brings. Offer Options for Communication: Some feel more comfortable writing, while others prefer speaking. Allowing options, like email and live conversation, creates modes for everyone. Keep It Specific: Avoid indirect language, which can be confusing. Be clear about expectations and intentions to reduce misunderstandings. Add as much context as possible. Cross-neurotype communication takes patience, respect, and a genuine willingness to meet each other halfway. It takes actionable effort to create shared spaces where everyone feels heard and understood. Hi, I’m Becca! I was late-identified as Autistic at 36, and since then I’ve been dedicating my life to research and advocacy that focus on improving the quality of life of Autistic adults. Follow me and check out my website BeccaLoryHector.comfor resources and more! Document description: all pages have a navy blue background with some details in yellow. Part of the text from above is spread throughout the pages in white bold font. #AutisticAdults #Autistic #Neurodiversity #neurodivergent #neuroinclusion

"Communication skills required" - it’s on every job description. But what does it mean? Is it about being articulate? Confident? Enthusiastic? Or something deeper? Let’s break it down. 🗣️VERBAL COMMUNICATION – Can the person articulate ideas clearly, concisely, and confidently while maintaining relevance and engagement in responses? 🙌NON-VERBAL COMMUNICATION - Posture, gestures, eye contact, and active listening complement verbal communication to convey confidence and attentiveness. 🔍CONTENT QUALITY - The substance of what is communicated, including the relevance, depth, and logical organisation of ideas. 💪MOTIVATION AND ENGAGEMENT - The enthusiasm, passion, and responsiveness a candidate demonstrates during the interaction, reflecting their genuine interest. 🖼️FRAMING CHALLENGES AND REALISM - The ability to address challenges constructively, maintaining a balanced perspective that is optimistic yet realistic. 🤝INTERPERSONAL COMMUNICATION - The skill of connecting with others through empathy and collaboration in discussions. 🔧ADAPTABILITY - The capacity to adjust communication style and tone based on the audience and adapt smoothly to unexpected shifts in conversation. However, communication isn’t one-size-fits-all. Sure - clarity, conciseness, and engagement are important, but so is recognising how NEURODIVERSITY and CULTURAL DIFFERENCES shape communication styles. Some of the most brilliant minds in history weren’t polished speakers. A neurodiverse candidate might avoid eye contact but deliver game-changing insights. Breaking down communication skills into actionable categories while staying open to diverse communication styles ensures that hiring managers assess candidates effectively, inclusively, and with an eye toward the bigger picture - driving impact in ways that work for the individual and the organisation. #talentacquisition #hr #communicationskills #neurodiversity

Celebrating Neurodiversity week is over but the work to create more a neuroinclusive society has not. 10 ways to improve communication in neuroinclusive workplaces Creating psychologically safe spaces for everyone starts with how we communicate. Here's a reminder: 1️⃣ Be clear and concise 2️⃣ Avoid jargon and idioms and acronyms 3️⃣ Share agendas and actions in advance - be clear what roles people will have if they need to prepare 4️⃣ Have multiple formats of information where possible (written, visual, verbal) 5️⃣ Allow processing time 6️⃣ Check understanding—don’t assume 7️⃣ Respect different communication preferences and consider your own 8️⃣ Use plain fonts and clear layouts 9️⃣ Encourage questions without judgment - problem solve together 🔟 Recognise non-verbal communication may vary across cultures, countries, and neurodiverse ways of communicating. Neuroinclusive communication benefits everyone #Neurodiversity #Inclusion #WorkplaceWellbeing #Neuroinclusion #Communication #Equity

💡Leveraging Learning Styles! Understanding how we learn best is a game-changer for both personal and professional development. But as leaders and individuals striving for growth, it’s equally important to recognize that others may learn differently. Tailoring communication, training, and collaboration based on diverse learning styles can enhance team performance, engagement, and innovation. For me, reading is my primary way of learning. I stay updated on new trends by diving into industry reports, LinkedIn posts, and insightful articles. I also observe what’s happening around me—how businesses evolve, how leaders communicate, and how small shifts in the market create new opportunities. This combination of reading and keen observation helps me connect dots, generate ideas, and adapt to change. However, I’ve realized that not everyone processes information the same way. Some people thrive through visual learning (charts, videos, infographics), while others grasp concepts best through auditory learning (discussions, podcasts). Kinesthetic learners prefer hands-on experience and real-world application. As a leader, recognizing these differences has helped me communicate more effectively, whether it’s presenting ideas visually, having open discussions, or encouraging hands-on learning experiences. A real-world example When working on a strategy project, I found that while I preferred reading reports and analyzing trends, my colleague, a visual learner, created a mind map that made our ideas clearer. Another teammate, an auditory learner, synthesized everything through discussions. By embracing these different styles, we built a stronger, well-rounded strategy. What’s your learning style, and how has it shaped your journey? #learningstyle #leadership #team

Are your star communicators being left unheard in meetings? You might be managing a team of Textroverts. They’re sharp, articulate, and bold—on Slack, email, or Notion. But in live meetings? Quiet. Hesitant. Sometimes invisible. Recognizing these different communication styles isn't just a nice-to-have; it's a leadership must. Textroverts aren’t disengaged. They just shine in a different medium. If your people managers or HR team aren’t equipped to work with that, you’re losing out on impact, ideas, and innovation. Here’s how to bring them in without calling them out: ✅ Prioritize writing-first communication ✅ Redefine what ‘active participation’ looks like ✅ Design inclusive meetings that allow for both talking and typing ✅Spotting your team’s Textroverts is just the start—engaging with them is a different game. ✅Managing Textoverts sometimes can feel draining. It’s like walking on eggshells—especially when clarity gets lost in translation. The risk? Fatigue, friction, or worse—grievances that spill into public spaces. Set clear norms. Create safe check-ins. And don’t shy away from real conversations—even if they start in DMs. #Textroverts #LeadWithEmpathy #PeopleFirst #LeadershipDevelopment #DigitalCommunication #InclusiveWorkplace #CommunicationStyles #ManagementSkills #WorkplaceCulture #FacetoFaceCommunication