How does your organization support different ways of thinking and working?

This is a really interesting topic, and it’s not something I’ve consciously paused to reflect on before.

For me, being neurodivergent shows up in two main ways.

First, I’m very attuned to change and patterns — things like facial expressions, body language, and behavioural shifts. I tend to read these as feedback, often before anything is said out loud.

Second, I have a strong urge to overexplain. I want to provide full context and depth when I’m training a team, because understanding the why matters deeply to me. The real challenge is finding the right balance: offering enough introduction and framing without overwhelming people or losing them before we get into the subject itself.

One thing I’ve learned about the “typical” brain — and I mean this with complete respect — is that many people are comfortable focusing on one thing at a time - whilst mine is like a branch consistently breaking into smaller and smaller branches. While I often need the underlying reasoning to feel grounded, most people are happy to talk through the topic at a surface level and then move straight into action.

I’ve come to see my neurodivergence as a genuine superpower. My curiosity and thirst for knowledge might lead me to spend three months diving deeply into a subject that ultimately becomes a 30-minute presentation for my team — and I honestly love that process. That depth allows me to distil complexity into something clear, intentional and useful for others.