In a recent episode of Everyday People, Extraordinary Performance, we had the pleasure of speaking with Marie Harvey, an Advanced Psychology Practitioner at NHS Grampian. With a deep background in psychology and a passion for understanding human behaviour, Marie shared valuable insights into how leaders can support neurodiverse individuals in the workplace, retain talent, and foster a positive work culture.
A significant portion of our discussion revolved around the often-overlooked strengths that neurodiverse individuals bring to teams. Marie highlighted how many successful entrepreneurs and leaders, such as Richard Branson, have harnessed conditions like ADHD and dyslexia to their advantage. She explained how these conditions can foster creative problem-solving, innovation, and unique perspectives, all of which are vital in high-performing teams.
"Some of the best CEOs and entrepreneurs in the world have got ADHD or autism, sometimes both, and dyslexia as well," Marie noted during the podcast. She used the analogy of an iceberg, suggesting that we often see only the surface behaviours in the workplace, but there’s much more beneath. Recognising the different ways individuals approach tasks and process information can unlock new opportunities within teams.
Another key theme of the podcast was the importance of leaders making themselves available and creating environments where employees feel valued. As Marie pointed out, if people don’t feel recognised or supported, they’re less likely to go the extra mile, and this often leads to higher attrition rates.
"If someone's going to show up for you, you're more likely to want to show up for them," Marie shared, emphasising the reciprocal nature of workplace relationships. Leaders who invest in their people – through time, effort, and understanding – are more likely to retain talent, particularly those who may need additional support due to neurodiversity.
Marie also spoke about the broader implications of supporting neurodiversity in the workplace, explaining that organisations benefit from creating an inclusive environment where all individuals feel understood and accommodated. She highlighted how making reasonable adjustments for neurodiverse employees, such as providing assistive technologies or offering flexibility in communication, can benefit not just those individuals but the wider team as well.
The podcast episode underscored the importance of proactive leadership. By recognising the individual needs of their workforce, leaders can cultivate a culture where people feel psychologically safe, valued, and motivated to perform at their best.
Marie Harvey brings a wealth of knowledge and experience to this conversation, making it a must-listen for leaders, HR professionals, and anyone interested in creating more inclusive, high-performing workplaces. Her perspective on neurodiversity, leadership, and retention offers practical insights that can be applied across industries.
This episode is a reminder that people are at the heart of any successful organisation, and by fostering environments where individuals feel supported and valued, we can create teams that thrive.
To hear more from Marie Harvey and gain deeper insights into the power of leadership and neurodiversity, listen to the full episode of Everyday People, Extraordinary Performance.
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