In episode 191, Coffey talks with Dr. Matt Zakreski about leveraging neurodivergent employees’ unique strengths.

They discuss the prevalence of neurodivergence in the workplace; the various types of neurodivergence beyond autism; the concept of masking and its impact on employees; how to avoid tokenism through universal design; strategies for clear communication with neurodivergent employees; the importance of creating appropriate incentives and accommodations; preparing neurotypical employees to work effectively with neurodivergent colleagues.

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About our Guest:

Matthew "Dr. Matt" Zakreski, PsyD is a professional speaker and clinical psychologist who specializes in working with neurodivergent (gifted, 2e, ADHD, Autism, Dyslexia, etc.) people. He has spoken nearly a thousand times all over the world about supporting neurodivergent people in all walks of life, from schools to college to the workplace. Dr. Matt specializes in taking knowledge of the brain, human behavior, and clinical psychology and making that accessible and practical for people to improve their lives. When it comes to working with organizations, Dr. Matt is an expert at helping everyone to grow in a meaningful, authentic way based on skills that stick with you well after he’s left the stage. Everyone deserves to have a better life; the more we know about ourselves and our brains, the better we can meet those goals. He is the co-founder of The Neurodiversity Collective, LLC and the author of the Neurodiversity Playbook: How Neurodivergent People Can Crack the Code of Living in a Neurotypical World.

Dr. Matt Zakreski can be reached at

http://www.drmattzakreski.com/

https://www.linkedin.com/in/matthew-zakreski-0a32358/

https://www.facebook.com/drmattzakreski

https://www.instagram.com/drmattzakreski

Purchase his book here: https://www.amazon.com/Neurodiversity-Playbook-Neurodivergent-People-Neurotypical/dp/195336036X

Book Dr. Matt for speaking, coaching, or consulting services here:

https://www.drmattzakreski.com/blank-3 

Dr. Matt's new podcast: https://podcasts.apple.com/us/podcast/nerding-out-on-neurodiversity/id1771917660

About Mike Coffey:

Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.

In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.

Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.

Imperative has been named a Best Places to Work, the Texas Association of Business’ small business of the year, and is accredited by the Professional Background Screening Association.

Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.

Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.

Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas’ 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.

Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.

Mike and his very patient wife of 28 years are empty nesters in Fort Worth.

Learning Objectives:

1. Implement universal design principles that support all employees while avoiding tokenism of neurodivergent workers
2. Develop clear communication practices that make implicit workplace expectations explicit
3. Create appropriate accommodations and incentives that align with neurodivergent employees' needs and preferences