Coaching High Functioning Autism: Tech Executives in Silicon Valley by Ai Sakura (Aimee)
Over the past decade, there has been notable progress in promoting Diversity, Equity, and Inclusion (DEI) within corporate environments. These efforts have focused on various aspects of diversity, such as ethnicity, gender, sexual orientation, age, and disability. Yet, it's equally crucial to embrace diversity in how people process information—a concept known as cognitive (neuro)diversity. As a neurodiversity coach, my aim is to advocate for greater inclusivity and support for individuals on the Autism Spectrum in the workplace.
To start, creating an inclusive workplace for neurodivergent individuals can bring significant organizational advantages. Neurodivergent individuals often possess creativity, innovative thinking, and unique problem-solving skills. Recognized figures like Albert Einstein, Bill Gates, Nikola Tesla, and Steve Jobs, who were on the Autism Spectrum, exemplify these strengths. Despite these benefits, there's still a lack of understanding, awareness, acceptance, and support for those on the spectrum. What can we do to increase awareness and foster an environment that nurtures their growth and success?
My Personal Journey
Before delving into the previous question, allow me to begin by sharing my personal journey and how I became a passionate advocate for neurodiversity.
My venture into the world of neurodiversity coaching, particularly focusing on providing support to individuals with high-functioning autism, was definitely influenced by my family's history. Over the course of several generations, my family has exhibited a range of neurodiverse characteristics. What added an interesting twist to this revelation was the realization that none of my family members had ever received formal diagnoses; they were entirely unaware of their placement on the autism spectrum. Some of them even expressed sentiments like, "I thought everyone wore a mask" or "No wonder people's reactions always puzzled me." When I asked them if knowing that they process information differently would have been helpful in their life journey, they responded with a resounding "yes."
Not too long ago, while immersing myself in the study of the brain as part of my coaching practice, I stumbled upon a revelation within my own family. It dawned on me that by understanding diverse cognitive and sensory processing, what I once thought of as mere differences in personality would become much clearer.
This new insight served as a moment of awakening for me, igniting a sense of purpose to raise awareness about neurodivergent traits. I made the decision to specialize in coaching high-functioning autism executives, helping them excel in their professional spheres.
The Importance
According to the Centers for Disease Control and Prevention (CDC), it is estimated that approximately 5,437,988 adults in the United States, accounting for 2.2% of the adult population, live with Autism Spectrum Disorder (ASD). Notably, California is among the states with one of the highest prevalence rates of ASD. As the number of individuals diagnosed with ASD continues to rise, it becomes increasingly imperative to proactively design and cultivate work environments that are not only inclusive but also accommodating and supportive of neurodiverse individuals.
Strengths of ASD in the Workplace
Individuals with Autism Spectrum Disorder (ASD) possess a range of unique strengths and abilities that can make a significant impact on companies, especially in tech hubs like Silicon Valley. One notable strength is their exceptional attention to detail, a quality highly prized in the tech industry. Their ability to focus on specific tasks with precision can contribute to the development of high-quality products and services.
Moreover, individuals with ASD often exhibit distinctive problem-solving skills, particularly in analytical and data-driven tasks. In the fast-paced and innovative environment, these unique perspectives can lead to creative solutions to complex challenges, accelerating progress and innovation within tech companies.
Additionally, the specialized knowledge and profound expertise that individuals with ASD often cultivate in specific areas of interest render them invaluable as subject matter experts (SMEs). In numerous corporate contexts, there is a consistent demand for niche expertise, and these individuals can assume pivotal roles in offering valuable insights and guidance within these specialized domains.
Now, let's revisit the initial question: What steps can we take to raise awareness and cultivate an environment that supports the development and achievement of individuals with ASD?
Designing ASD-Friendly Work Environment
Creating an ASD-friendly work environment has profound benefits in organizations and society. Here's a guide for companies in building an inclusive environment:
Raise Awareness
Individuals with ASD can face significant challenges when navigating social relationships due to their distinct cognitive processing style, which tends to prioritize logical reasoning over understanding emotions. In fact, one client poignantly described his experience by saying he often feels like he's an outsider on Earth. He perceives himself as an observer in a world where emotions are a puzzle, and people's reactions remain a mystery to him. These social difficulties is a main source of frustration for ASD individuals.
Raising neurodiversity awareness holds significant benefits for both non-ASD and ASD individuals. For non-ASD individuals, increased awareness and neurodiversity training fosters deeper understanding, awareness, empathy, and a productive workplace culture that leverages different cognitive strengths and perspectives. Coaching, workshops, and training sessions dedicated to ASD help enhance their strengths, awareness, and promote learning new techniques that foster better collaboration and support for neurodivergent colleagues. It also enhances overall workplace morale and creativity. On the other hand, for individuals with ASD, such awareness initiatives reduce stigma and create a more accepting environment. They feel more comfortable disclosing their neurodivergent status, leading to tailored accommodations that improve job performance and job satisfaction. In the broader context, heightened neurodiversity awareness ultimately contributes to a more equitable and productive workforce, benefiting organizations and society as a whole.
Accommodation Planning
Within a workplace, individuals with ASD often possess specific sensory preferences. These inclinations may encompass a preference for a quieter workspace, a desire to work remotely, hesitancy about participating in team-building events, or a preference for a warmer, less air-conditioned environment. These preferences can significantly influence their comfort and productivity at work. However, without an understanding of these sensory distinctions, companies might mistakenly perceive these preferences as problems rather than recognizing the importance of accommodating and supporting individuals with ASD in cultivating a conducive work environment.
Companies can take the initial step by collaborating closely with ASD consultants or coaches to make necessary adjustments to the physical workspace, thereby catering to sensory sensitivities. This may entail the creation of tranquil spaces, provision of noise-canceling headphones, or modifications to lighting conditions to reduce sensory overload.
Offer Neurodiversity (ASD) Coaching:
In the context of high-functioning autism, both therapy and coaching can serve as invaluable resources for individuals.
Traditional therapy can be instrumental in enabling early diagnosis, fostering awareness, and helping individuals acquire essential skills. From my own observations, early diagnosis can extend its benefits to close family members by enhancing their understanding of the condition and their ability to provide support. It helps guide everyone toward a focus on strengths rather than weaknesses, creating an environment that cultivates support and understanding.
Coaching complements therapy with its holistic, strengths-based approach. It places a strong emphasis on identifying and nurturing an individual's areas of excellence by exploring their passion and interests. This approach creates an environment that encourages individuals to concentrate on and further develop their strengths. Together, therapy and coaching can form a powerful support system for individuals with high functioning autism to thrive and flourish.
With the diversity of coaching approaches available, this means that it can be challenging for the sponsor to know whom to hire to work with their staff. Most coaches, like myself, have been trained to work with the neurotypical population who are mentally fit. Because of my interests that is shaped by my personal journal, I’ve taken my coaching practice further to specialise and adjust as well as adapt to working with professionals whose norm is living and working with their ASD in their focused attention of work. The key then for companies who hire specifically for neurodiversity is to hire coaches that are familiar and experienced with ASD and workplace performance and leadership challenges. Individuals with ASD have unique needs and face distinctive challenges, including diverse ways of processing information. It's important to recognize that neurodiverse individuals may not always wish to repeatedly explain themselves. This makes finding a coach who already understands their traits and can work with them on their terms very important; meeting them where they are. Particularly in the realm of sensory support, specialized coaching plays a pivotal role in helping individuals with ASD create environments that are sensory-friendly.
For companies, it's imperative to establish dedicated coaching programs or support networks within the organization. This will support and build upon the efforts as coaches collaborate closely with their clients to pinpoint their sensory challenges with a designed space that minimize sensory overload and increases performance and results. The changes may not be as dramatic, with the simplest civil conditions being practical solutions like adjusting lighting, managing noise levels, and arranging seating to suit individual preferences. Through these simple adjustments along with specialized coaches, this can more quickly and effectively cater to these specific requirements: offer tailored guidance, unwavering support, and create an extension of that sense of belonging to the company culture as support is finely attuned to their neurodiverse characteristics.
I started the blog with this key question, “What can we do to increase awareness and foster an environment that nurtures their growth and success?” I hope this blog has provided valuable insights and guidance to enrich your coaching engagements
Connect with Ai Sakura (Aimee) via Linkedin
Ai Sakura (Aimee)
Aimee is a firm believer in the transformative potential of coaching. She has received training from prominent positive psychologists such as Jeffrey Auerbach, Barbara Fredrickson, and Robert Emmons. Aimee also holds a seat on the Coaching and Talent Development Board in Silicon Valley. She is a certified PCC coach with a corporate venture capital background and brings strong business acumen and coaching presence to her clients.
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