Share My Lesson’s Post

Have you heard of Rejection Sensitive Dysphoria (RSD)? If not, it’s time to become familiar with this condition, especially if you work with neurodivergent individuals. RSD is closely linked with ADHD and other neurodivergent conditions, and it’s more than just a heightened sensitivity to rejection. It’s a condition that can deeply impact individuals’ emotional well-being and workplace experiences. Understanding RSD is essential for managers and employers to create an inclusive, supportive environment and adhere to the Equality Act 2010. While RSD isn’t listed in the DSM-5 (the primary diagnostic manual for mental health professionals, published in 2013), it’s gaining recognition, and research is continuously evolving. It’s believed that RSD could soon be formally recognised in the 6th edition of the DSM, potentially reshaping workplace practices and policies around mental health and neurodiversity. Therefore, it could have wider implications in the near future. How do you approach neurodiversity and RSD in your business? #Neurodiversity #ADHD #RSD #InclusiveLeadership #WorkplaceCulture

One common struggle for schools and communities implementing CVI strategies is defining how and where resources should be deployed to create safer learning environments for students. Today at 1PM ET learn how schools can utilize the vast amounts of data they collect to help prioritize how to deploy CVI resources: https://lnkd.in/ea3DBTWv

Neurodivergency individuals in academic and corporate settings are more common than realised in a resident societies. Many that face criticism may well create masks to hide their feelings and expressions and shield themselves from negative experiences. On the other hand, neurodivergent workers have the ability to see from a different perspective, make conclusions when it could be deemed not possible to find, or have insights that is helpful to the team effort. The task in some cases is balancing expectations with clear and informative directions.

[DISCUSSION] - as a meeting subject with no context "Can I have a word?" ---- A leader was supporting a manager that wanted to put someone on a performance review for poor output and being slow. This was how they introduced the topic to the leader. In two mins, it told me a lot about what was probably happening in that dynamic. We have to support people to get the best out of them. 'Can I have a word?' and meetings that just say discussion, without context, could give anyone anxiety. If you have someone who is neurodivergent, they are likely to have anxiety and/or rejection sensitivity dysphoria. To mitigate this: - Give agendas and information in advance - When writing agenda items, write it as a question if possible - Tell people what they need to prep - Be clear about the rules / objectives - Check for understanding - Set deadlines - Set internal deadlines to check in on progress - Suggest automation for note taking, summarising information, checking drafts for spelling and grammar If you can support your people with organising, time management and mitigating overwhelm and anxiety you will help them tap into the creativity, hyper focus, problem solving and their other unique talents. Also: Regular Reminder that inclusive practices are better for most people. So make these your daily practice! Alex Partridge creates great videos which illustrate common ADHD experiences.

Please watch and repost to spread knowledge of neurodiversity and support the journey toward more equitable workplaces and society. 👇🏽 This video from Alex Partridge of ADHD Chatter Podcast provides a clear, open, and articulate explanation of Rejection Sensitivity Dysphoria (RSD)—an experience familiar to many with ADHD. Feel free to leave any questions or thoughts below. 💬 #Neurodiversity #ADHDAwareness #RejectionSensitivityDysphoria #InclusiveWorkplace #EquityAndInclusion #MentalHealthAwareness #CompassionateLeadership #WorkplaceInclusion #UnderstandingADHD

Please please watch this. RSD is something that is seen in neurospicy people and is important thing to be aware of if you need to give a member of staff you manage a piece of critical feedback. Please always start with a positive when giving critical feedback, this will help get them into a positive mindset. Focus on their strengths. When talking about the feedback, take the emotion out of it and be specific. Use any visual evidence you may have as well as data. Ask the person if they are ok to continue or if they need time to process what has been said. Sometimes a neurospicy person may need extra time to absorb what has been said. By asking the person for permission to continue, you are giving them some control over the situation. Ask questions, such as what was their perspective of what happened or what their process steps were which led up to the potential error or situation. What was their opinion of the situation etc. You can also use the sandwich approach when giving critical feedback, such as: “You’ve produced over 300 reports this month, you have a data accuracy of 93%, which may not be hitting our target of 95% but is an increase on last month when you had an accuracy level of 89%. That’s a brilliant increase. Why don’t we look at what changes you’ve made in the last month and see how we can use what you have put in place to bring you up that remaining 2%?”

Sharing as this is so important to understand the impact of RSD. Stay tuned as we will share our top-tips to building Psychologically Safe Workplaces. #Neurodivergentemployees #Psychsafeworkplaces #Neurodivergentawarenesstraining

Here's a short summer read for anyone sitting their NPQ summative assessment in September: how to apply the new EEF implementation guidance to your submission. https://lnkd.in/eUQ7wcbJ

Those you who work with me will know that I try to always include an agenda, or at least an objective, when I set up a meeting. (I will also ask for more details if you send me an invite and it is not clear what the reason is.) And this is why….. RSD or Rejection Sensitivity Dysphoria….. Did you know there are people you work with, who you might already describe as “too sensitive”, who PHYSICALLY experience rejection or negative feedback (whether actual or “just” perceived)? And yes Alex Partridge describes it clearly - it really can feel like someone is twisting a dagger in their chest - leaving them with all sorts of feelings - weak, short of breath, angry, wishing to hide, depressed, etc What steps are you taking to be more inclusive and reduce the occurrence of this? #Inclusion #NeuroInclusion #Accessibility #Leadership

😱 'quick word please', the single most terrifying words I ever receive in my email. For those of us with RSD, often as a result of neurodivergence and/or trauma, they add a layer of physical pain and mental torment that is hard to describe. 🙏 Please include a subject; it's a small change that shows huge consideration for others. It needn't be an essay. 'quick word please - it's about [topic]' is enough to alleviate the bulk of the pain. Just knowing what this mysterious 'word' is about will help a lot 🕵♀️ #RSD #ADHD #neurodiversity #workplacewellbeing