In today's diverse workplace environments, the quick labeling of an team member as "toxic" can sometimes overshadow deeper, more nuanced interpretations of their behavior. Particularly in the context of neurodivergence, what might be perceived as problematic or disruptive traits could actually be manifestations of an individual's neurological makeup. It is crucial, therefore, that veterinary businesses approach such situations with an understanding of neurodiversity to ensure a fair and inclusive work culture. Let's stop jumping to toxicity before all factors are consider. While neurodivergence isn't the only factor, it is the one I will focus on here.
Understanding Neurodivergence
Neurodivergence includes a range of conditions such as autism, ADHD, dyslexia, and others, which means that individuals' brains function, learn, and process information differently from what is typically expected. These differences can affect communication, social interactions, behavior, and emotional regulation. For instance, a neurodivergent individual might have difficulty maintaining eye contact, might interrupt others during conversations not out of rudeness but due to challenges in processing verbal cues, or might react more emotionally to situations that others find manageable.
The Mislabeling of Neurodivergent Behaviors as Toxic
The term "toxic" is often used to describe individuals whose actions are perceived as harmful to the morale or functioning of the team. However, this label can be misapplied to neurodivergent team members whose behaviors may be misunderstood. For example:
Direct Communication: Some neurodivergent individuals may have a blunt or overly honest manner of communication, which can be perceived as aggressive or insensitive. I personally have been through this just last year with a leader in a clinic who labeled me aggressive and in front of the entire team; do we see the irony here?
Need for Routine: Resistance to sudden changes in the workplace or a preference for high levels of consistency might be viewed as inflexibility or uncooperativeness.
Sensory Sensitivities: Overreactions to seemingly normal office environments—like bright lighting, loud noises, strong oders—can be misinterpreted as being dramatic or disruptive.
Steps Towards Neuroinclusive Assessments
Educate and Train: Providing education and training on neurodiversity can help leaders and the team understand and recognize the differences in how neurodivergent individuals may perceive and interact with the world. This knowledge can foster patience and lead to more effective communication strategies.
Individual Assessments: Before labeling behaviors as toxic, it's important for leaders to consider individual circumstances, including possible neurodivergent traits. One-on-one discussions can help clarify the reasons behind certain behaviors. Let's look at the human in all of this.
Adapt Management Techniques: Managers can adapt their styles to better suit the needs of neurodivergent team members. This might include providing clear, written instructions, or allowing for more frequent breaks for those who might feel overwhelmed by the multitude of sensory stimuli.
Implement Inclusive Policies: Workplace policies should allow for accessibility for neurodivergent team members, such as creating quiet spaces, allowing the use of noise-canceling headphones, providing checklist and visual aids, etc.
Feedback Systems: Constructive feedback mechanisms that are compassionate and tailored to individual learning and processing styles can help the team member to understand and adjust their behaviors without feeling marginalized. Neurodivergents have grown up their most of the entire life hearing more negative feedback than their neurotypical counterparts.
Conclusion
Labeling a team member as toxic without considering the full scope of their behavior and its origins can not only harm an individual's career but also detract from the team's morale and cohesion. By adopting a neuroinclusive approach, veterinary businesses can better understand behaviors that deviate from the norm and provide support where necessary, rather than rushing to judgment. This approach ensures that all employees are valued for their unique contributions and that the workplace is truly inclusive, fostering a healthier, more productive work environment for everyone.
(Originally posted on Linkedin)
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