The question of whether organizational neurodiversity represents a strong competitive advantage really isn’t a question any more.
Nor should it be. Increasing capability by shifting toward greater access to, and broader application of an expanded range of human intelligence in balanced integration just kinda says “powerful potential”, doesn’t it?
To be clear, I’m talking about neurodivergence in the broader sense, which would include all people who “differ in mental or neurological function from what is considered typical or normal”. There are many. Characteristics vary and some capabilities are truly extraordinary.
Balanced Neurodiversity means contextually balanced, on one level, according to the general needs of the organization, and at another level, contextually according to the tasks at hand. Design the team around the challenge/opportunity.
For some organizations, neurodiversity is already becoming a competitive necessity. This trend will continue, and based on real experience, I can tell you that the benefits are far more impactful and far-reaching than most people yet realize.
So for many, whether and when aren’t the questions. It’s going to be all about the “how”, with eventual whole-organization balanced integration being the ultimate goal.
Gord Sherwood 