Use Strengths Without Romanticizing Them

The move: Talk about neurodivergent strengths while still accounting for support needs. Doyle describes neurodiversity at work through spiky profiles: strengths and challenges can coexist inside one person, shaped by work context. Inclusion fails when teams flatten a person into either deficit or superpower. The professional move is to ask about task fit, supports, energy cost, and preferred identity language. A strength is only useful when the person can use it under conditions that do not overload them. This preserves agency and avoids assigning invisible labor to the person who is already managing the most adaptation. The discipline is to…

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