We recently welcomed Dr Hayley Lewis for a session on Communication for Leaders. With over 25 years’ experience as a Chartered Occupational Psychologist and lecturer in organisational psychology, Hayley shared practical insights on how leaders can communicate more effectively, build trust, and adapt their style to different audiences.
As part of our TIG community, NeuroConnect, a topic that stood out was how leaders can support and empower neurodivergent colleagues. This is because inclusive communication is essential to creating an environment where all employees feel valued, understood, and able to contribute their unique strengths.
Key takeaways from the session
Dr Hayley shared seven principles for giving performance feedback to neurodivergent individuals:
- Build rapport as a baseline
- Time feedback carefully
- Be specific and link feedback directly to the job or task
- Provide continuous feedback, not just during formal reviews
- Sequence mixed feedback so it’s constructive
- Set realistic goals with a clear action plan
- Match the pace of feedback to the individual’s needs
She also highlighted the importance of psychological safety – creating an environment where employees feel able to share personal experiences, challenge upwards, and bring forward unconventional ideas without fear of judgement.
“The session with Dr Hayley Lewis was a really powerful reminder in how deliberate, considerate management can make all the difference to every team member, but especially to neurodivergent team members” – Rachael Hays, Definia’s Transformation Director and our NeuroConnect Lead.
About TIG Communities and NeuroConnect
NeuroConnect is one of The IN Group’s communities – networks built to support, empower, and advocate for underrepresented groups. Explore our communities here.
Our mission with Neuroconnect is to:
- Empower neurodivergent individuals
- Educate HR and talent professionals
- Reshape hiring practices to unlock the full potential of neurodiversity in the workplace
Historically, many millennials felt the need to hide or mask neurodivergent traits to fit into traditional workplace norms. But today, Gen Z is openly embracing their neurodivergent identities, even including them on CVs and job applications.
NeuroConnect was founded to create a safe space for neurodivergent individuals to share stories, ideas, and experiences, encouraging connection, mutual support, and empowerment. The community also works to improve hiring practices, ensuring they’re inclusive, equitable, and supportive.
Join the conversation
Effective communication is not one-size-fits-all. By adapting how we listen, give feedback, and support our teams, leaders can unlock the unique strengths of neurodivergent employees – and build truly inclusive workplaces.
Follow NeuroConnect on LinkedIn to stay part of the conversation.
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