Core Argument - The presentation advocates for "flow first thinking," a methodology designed to align with neurodivergent minds, particularly those with ADHD, to enhance productivity and unlock individual potential [7][8] - The central problem isn't ADHD itself, but rather forcing neurodivergent individuals into systems that don't accommodate their unique cognitive styles [6][7] Scientific Basis - Research indicates that ADHD brains process dopamine differently, leading to both challenges in motivation and focus, as well as heightened creativity and hyperfocus [9] - A study in The Lancet Psychiatry revealed that up to 70% of adults with ADHD experience flow states regularly, compared to only 16% of the general population [9] - A 2019 study demonstrated that ADHD brains underperform not because they are scattered, but because they are understimulated, craving novelty, challenge, and speed [11][12] Practical Application: The FLOW Framework - The presentation introduces a simple framework called FLOW, with each step building upon the previous one: Find your spark times, Link the boring with the stimulating, Organize your overflow, and Work your week around your peaks [14] - Harvard Business Review found that people working during their peak hours are up to 20% more effective at creative and problem-solving tasks [15] - Context switching can cost up to 40% of productivity, highlighting the importance of streamlining communication with oneself [20] Case Study - A client named Tim, initially perceived as lazy and difficult, saved his company over $300,000 on a single project within a year by being allowed to work with his energy and utilize his flow [13] Call to Action - The presentation challenges the audience to spend the next 10 days tracking their energy levels to identify their "spark times" and patterns of focus [23]

At the moment, ADHD is considered something you either have or you don’t. This binary approach to diagnosis has two consequences https://t.co/lh2tKSPiTF ...

Did you know that sunflowers have a secret. On cloudy days when the sun is nowhere to be found, they don't keep staring at the sky. No, they actually turn toward each other and they pass light back and forth until the sun returns.Now, when I originally heard that, I thought, "What an amazing way to describe community and support." And we should be living that way. But somewhere along the way, I think we forgot. See, we keep getting sold this story that strength equals silence.You must disappear, working on ...

Core Argument - Neurodiversity, encompassing conditions like autism, ADHD, and dyslexia, represents cognitive variations that offer unique strengths and perspectives, not deficits [4][5] - Embracing neurodiversity unlocks innovation, empathy, and collective growth by challenging societal norms and redefining thriving [21] Strengths of Neurodivergent Individuals - Individuals with ADHD often generate numerous ideas, while autistic individuals excel in pattern recognition and problem-solving [5][6] - Dyslexic individuals demonstrate analytical and logical thinking, and those with OCD often perform well on language tasks [6] - People with Tourette's syndrome develop focus and adaptability, while those with dyscalculia display creativity and strategic thinking [7] - Individuals with dyspraxia are known for perseverance and problem-solving, and those with selective mutism possess observation and empathy skills [8][9] Challenges Faced by Neurodivergent Individuals - Neurodivergent individuals face daily challenges in environments designed for neurotypical people, such as sensory overload in stores or difficulty focusing in open offices [10][11][13] - Unexpected changes can cause distress, affecting confidence and social interactions [14] Creating Inclusive Environments - Providing quiet spaces, adjustable lighting, and alternative formats for instructions can reduce sensory overload and match different learning styles [15] - Alternative interview formats, flexible scheduling, and remote work options can help employees manage energy and focus [16] - Redefining productivity based on output rather than facetime and educating colleagues fosters empathy and reduces stigma [17] Benefits of Embracing Neurodiversity - Teams with neurodivergent members report greater creativity and problem-solving abilities [19] - Neurodivergent thinkers inspire transformative change across fields like technology and education [19] Key Lessons for Building an Inclusive Future - Celebrate differences as strengths, create environments accommodating diverse cognitive needs, and listen deeply to lived experiences [20]

At the moment, ADHD is considered something you either have or you don’t. This binary approach to diagnosis has two consequences https://t.co/0zARQnoi2z ...

[music] [applause] [applause] says, "Huh. [snorts] >> Imagine you're watching TV, but someone else has a remote controller. You started get invested in your favorite TV show and then click they change the channel again and again and again.That's exactly what having ADHD feels like. I ush feeling different but different didn't always mean bad. I was social, quick with it and adaptable.I made friends easily. But uh academically I succeeded without match efforts scoring high when I even could not concentrate i ...

The soaring cost of schooling children with conditions including autism and ADHD has driven borrowing by local authorities to record levels https://t.co/HhNbdsxvEv ...

Neurodiversity in Healthcare - The healthcare industry needs to shift its language, acceptance, and culture to empower neurodivergent clinicians [13] - The industry should create inclusive environments where neurodivergent individuals feel they belong [4][14] - The industry needs to move beyond the stigma and belief that conditions like autism or ADHD make individuals unfit to care for others [4][5] Accessibility and Inclusion - The industry should proactively create accessible environments without waiting for disclosure of disabilities [11] - Supervisors, managers, and colleagues should ask what people need to thrive and build teams that work for everyone by default [12] - When individuals disclose neurodiversity, their words should be accepted without judgment or disbelief [13] Interview and Workplace Practices - When inviting someone to an interview, the industry should provide clear expectations and ask about necessary adjustments [12] - The industry should avoid telling neurodivergent individuals that they don't "look" autistic or dyspraxic, as it invalidates their experience [13] - The industry should aim to create a system where neurodivergent healthcare professionals can show up fully, openly, and without shame [14]

[applause] Hey everybody. [clears throat] ADHD. Is it a disorder or is it a superpower? We'll start with you know what these three people have in common? We'll start with Richard Branson over there. Richard Branson had a rough childhood. His high school teachers considered him to be one of the dumbest kids in his high school. and Richard Branson dropped out. Secondary, we've got Tom Cruz. Tom Cruz went through 11 different school systems before he graduated high school and yet went on to be one of the bigge ...

We are living in the most brainforward era in human history. Just like technology is advancing exponentially, the same thing is happening with neuros scientists research on brain functioning and nervous system regulation. Yet our systems, education, workplaces, medicine are lagging behind.I'm going to take a step back for a minute. Have you ever noticed how it feels like everyone these days has some kind of diagnosis. ASD, ADHD, LDS, OCD, SPD, pick your acronym.And it's not just a feeling. In my work as a w ...