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Adapting Feedforward for Neurodivergent Individuals in the Workplace


Why feedforward, you may ask? This is an intentional move towards greater inclusivity Introducing a new, more inclusive term demonstrates a deliberate effort to remake professional language in a more neuroinclusive way. It marks a departure from inadvertently exclusionary language norms that uses ableist language connotations like"feedback".

When giving feedforward in the workplace, it's crucial to tailor our approach to be neuroinclusive. Everyone processes and responds to feedforward differently.

We need to adjust our approach based on each person's unique needs and preferences. For some, direct feedforward works well, while others may benefit from more contextual or indirect approaches. Some may prefer it written, while others do better with verbal exchanges. This includes recognizing and valuing the diverse ways in which people perceive, communicate, and process information.

It's important to have open dialogues to understand how each individual best receives and integrates feedback. We should avoid making assumptions based on neurotypes or other characteristics. Instead, we can ask questions like:

  • What is the most constructive way for me to provide you with feedforward?

  • Would you prefer it in writing, verbally, or a combination?

  • Do you need time to process the feedforward before discussing it further?

  • Would visual aids or examples help you better understand the feedforward?

  • How often do you want to receive feedforward?

By taking the time to learn individual needs and adapting our style, we show respect for the diverse range of communication and processing styles present in the workplace. This creates psychological safety where everyone can grow and develop.

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