Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It)

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13 Aug

Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It

Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It

Thursday, August 13, 2026 (12:00 AM to 11:59 PM)
1 PDCs
Provider: Allatoona SHRM
Course Name: Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It)

Speaker: Lauren Dike
Program Type: Seminar/Workshop
Registration URL: https://allatoonashrm.wildapricot.org
Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It, Kennesaw, Georgia
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Decode the three most common neurodivergent performance patterns and distinguish between what managers currently see as a performance problem and what is actually driving it at a nervous system level. Articulate why manager nervous system capacity is the single highest-leverage variable in neurodivergent employee retention and psychological safety — and why no accommodation policy or awareness training reaches it. Connect nervous system capacity gaps to measurable organizational costs including regrettable attrition, manager effectiveness, and psychological safety scores. Apply a three-part organizational diagnostic and identify one concrete action at the manager, team, and environment level to implement immediately. Recognize how trauma, chronic stress, and adverse life experiences produce nervous system responses identical to neurodivergence — and explain why this expands the population HR leaders need to design for.

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Neurodivergent employees — who make up an estimated 15 to 20% of the workforce — experience depression and anxiety at rates two to four times higher than their neurotypical peers. They are significantly more likely to experience burnout and leave organizations that were not designed to support how their minds actually work. Yet 91% of benefits leaders say supporting neurodiverse needs is a priority and 83% admit they have no idea how. Rather than approaching neurodiversity as an accommodation challenge or a DEI initiative, this session introduces it as an opportunity to understand the individual operating systems within your organization. Neurodivergent employees are not a special population requiring special handling. They are the leading indicator of conditions affecting everyone — and the organizations that learn to read those signals will be the ones that move the needle on the outcomes that matter most. This session introduces a human-first organizational framework that helps HR leaders make a measurable dent in retention, psychological safety, and manager effectiveness — by addressing the nervous system capacity gaps that standard training, benefits, and engagement strategies were never designed to reach.

Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It
Your Neurodivergent Talent Is a Performance Edge (If Your Managers Can Meet It
2500 Cobb Place Ln NW
Kennesaw, GA 30144-7521

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