The heading can be perceived as provocative, but the purpose is to point out how different we are. This is reflected in how we relate to the goals and challenges of our private and professional life or on the football field.
Effective management is largely about insights into which situations employees are most effective? A challenge with management is that employees respond differently to this. What works for you may not be right for your colleagues or those who may report to you? Your personality plays a big part in what drives you.
In this post, we look at the importance of striking correctly with the message of different human types.
Redesigning Work for the Innovation Economy
Work design usually derives business needs from stable strategies and plans. Jobs are designed by determining the tasks a given job requires, translating these tasks into job descriptions and then placing individuals into stable organizational roles.
Like weeds in a green lawn, people who are “different”, whether behaviorally or neurologically, don’t always fit into standard job categories. A weed is a plant in an environment where it is not welcomed. If the plant is transferred to an environment where it is welcomed – it turns into an herb.
By helping companies transform their traditional recruiting and talent acquisition models, and training managers to welcome and embrace neurodiversity, Specialisterne embodies an emerging management principle — The Dandelion Principle — and offers an alternative way of thinking about human resources management.
Old Fashion Recruitment
Traditional recruitment agencies use different testing methods with slightly varying recruitment processes, but they still have many common features. The traditional approach is often “template-based”, in which companies seek, select and hire candidates who score well on checklists that are derived from job descriptions. Specialisterne utilizes a new “variance-widening” approach, in which companies actively hire individuals with differences – new abilities or qualities – and assess their skills carefully. The approach seeks to design jobs to maximize the potential for particular individuals to create value.
A challenge with many personality tests is that they can tell you a lot about the personality, but little about results. Specialisterne has developed an unusual interview process designed to support people on the autism spectrum to build and flourish in careers in which they can make the most of their particular skills. Read more about why hiring is broken and how skills-based tools can fix it, in this article from the World Economic Forum
How to match personality with motivational focus?
In conclusion, I would like to point out that all organizations need managers with both personalities mentioned in this heading. Good leadership here means ensuring that there is a match between work tasks and personality. To realize the benefits of neurodiversity, most companies would have to adjust their recruitment, selection, and career development policies to reflect a broader definition of talent.
There are so many people who have a normal or higher intelligence that is limited by our mental kind of perception of people who are different. By removing the divide Specialisterne is known as the front-runner in paving the way for innovative companies to benefit from diversity by including autistic people in competitive jobs. We call it the Autism Advantage.
“There’s not one way of doing things, and the sooner we recognize the potential of unique perspectives in a workplace, the better off we’ll all be.” (Bill Gamack, CEO EPIC Assist)