If you’re an employer who claims to be inclusive, you need to learn to support employees with executive disfunction
It’s honestly not that complicated
Something a little different today, but I thought I’d loop in my Substack friends.
I am an individual with a mental health disability, which, as a result, has lead to executive disfunction.
I’m also an award-winning writer, a kind, creative and collaborative colleague, and an innovator who has written difficult crisis messaging, secured optimal media placement for organizations, built advocacy campaigns from the ground up and managed communications campaigns for multi-million dollar projects.
Executive disfunction is a symptom of neurodivergence, mental health disorders like anxiety, and brain disorders and injuries like MS. It makes certain activities, like time management and multi-tasking, difficult. But it’s also very manageable for most people with simple assistive technologies and strategies.
My skills and talents have led me to excel at some workplaces, while my executive disfunction has “released” me from others. So what was the difference between the workplaces where I was able to make huge strides towards their communications goals...and those where I wasn’t?
They played to their employees strengths: In workplaces where I excelled, the employer made an effort to understand their employees strengths and weaknesses, and made role assignments accordingly. They used personality assessments like the Kolby (my personal favourite for workplaces) to understand employee working styles, and how team members could best work together. I was able to bring my creativity and passion to the forefront of these jobs.
They listened and then accommodated: Employers that listen to their employees with disabilities, and then make changes to help them succeed, shouldn’t be as rare as they are. I am forever grateful to my employers who truly listened to me when I shared my struggles with mental health, and what I needed from them to continue performing well. Accommodations are most often simple solutions, so employees, don’t be afraid to ask for them.
Clear communications on expectations and deadlines: Ambiguous expectations and a lack of communication are frustrating for any employee. But for someone with executive disfunction, they can be devastating. Particularly in the age of remote work, where people are less likely to clarify details in person or on a video call, so much is left to interpretation. For me, this has led to a breakdown of the clarity I needed to be successful at a task, particularly when clients or supervisors declined to hop on a call, preferring to go back and forth through email. Employees are not mind readers. Make your expectations and deadlines clear through calls AND written instructions. Again, this should be common sense, but in my experience, it is often neglected in favour of convenience.
Basic kindness goes such a long way towards fostering a high-performing and supportive work environment. When employers listen, accommodate and celebrate their employees with mental health disabilities, everyone wins.
All that being said, if you know of a kind and inclusive workplace that needs some stellar communications support, I’m your woman.
Be kind today.