From Conformity to Clarity: How Neurodiverse Thinking Can Elevate Workplace Communication

"Use fewer words." Those three words have echoed through a handful of conversations across my 30-year career, and each time, they cut deeper than the last—like a sharp reminder that my way of thinking and expressing myself didn’t fit neatly into rigid workplace molds. I held onto that feedback for years, internalizing it, convincing myself that I had to change, adapt, and find a way to say less. I read countless articles, took courses, and did everything asked of me—paring down my thoughts into streamlined bullet points. But each effort to conform felt like I was erasing a part of my own identity, a part that valued depth, connection, and authentic expression.

With time and reflection, I see it differently. This isn’t just about me; it’s about how many environments favor a narrow range of communication styles, leaving little room for the diverse ways we all process and articulate our thoughts. It’s about an urgent need for workplaces to evolve—toward true inclusivity and respect for how every mind works.

The Mold: Fitting In vs. Authentic Communication

In too many settings, there’s a relentless preference for quick, concise, to-the-point communication, verbally and in writing. I get it. We all have meetings to attend, deadlines to meet, and projects to push forward. But when did “efficiency” become synonymous with stripping away the nuance and depth from how we communicate? For some of us, words are not just tools to relay information—they’re how we process, connect, and make sense of the world. Asking us to “use fewer words” is, in a way, asking us to think less deeply, to strip down our thoughts until they fit into a neat, easily digestible package.

But here’s the truth: real, impactful communication doesn’t always fit into neat little boxes. Sometimes, it needs room to breathe, to flow, to stretch beyond a bullet point. I’ve been gaslit more times than I care to count—told I was too sensitive, too detailed—and it led me to over-explain myself just to ensure I wasn’t misunderstood. It became a defense mechanism, a way to preemptively shield my words from being twisted or dismissed. I’d catch myself rambling, then abruptly cut my thoughts short, worrying I was taking up too much space or losing my audience’s attention. I tried to adapt and conform, and most times I did. But in between, there were moments when it felt like I was losing a little piece of myself.

Neurodiversity, Psychological Safety, and the Urgent Need for Broader Acceptance

It wasn’t until I started learning more about neurodiversity this year that things began to make more sense. Neurodiversity acknowledges the range of differences in brain function and behavioral traits, including how people think, process, and express themselves. It’s about recognizing that not everyone’s brain is wired to operate the same way—and that’s okay.

But here’s where psychological safety becomes essential. When we create workplaces where people feel pressured to conform to a rigid, one-size-fits-all communication style, we undermine that safety. Psychological safety is about knowing you can speak up, share your ideas, and express your thoughts without fear of being judged, shut down, or penalized. And yet, how many of us have felt that familiar anxiety creeping in before a meeting, knowing that we might be judged for how we speak or for not fitting into that workplace standard of “brief and to-the-point”? I understand this is necessary for executive-level status reporting. But what about for everything else? Does every word need to be slimmed down, and when it does, don't we lose some of the context required to fully grasp and comprehend where a person is coming from? Isn't everything best understood when there is context? When I see what software like OpusPro does in breaking apart longer videos and putting together clips of highlights, sometimes it makes sense, but other times it completely changes the narrative.

For some, being direct and succinct comes naturally. For others, like me, ideas unfold in layers, and it can take time and space to fully articulate them. Neither approach is better than the other—they’re just different. The problem arises when one style is elevated above the rest, as is often the case in most workplace settings. When workplaces demand that everyone communicate in the same way, they silence those who don’t fit that mold, creating an environment where people can’t bring their full, authentic selves to work. That’s not psychological safety. It’s conformity.

Without psychological safety, creativity, collaboration, and innovation are stifled. Teams miss out on the unique perspectives that come from allowing people to express themselves fully. We end up with “yes-men” and “yes-women” and groupthink, instead of dynamic, diverse conversations that drive growth.

Am I Neurodivergent? Maybe, Maybe Not.

Hearing about neurodiversity led me to reflect on whether I might be neurodivergent. My preference for providing detailed context and expressing myself in paragraphs rather than brief points is simply how my mind processes information. Regardless of labels, I see this as a strength—one that brings depth, nuance, and clarity to conversations. Different ways of communicating add richness to collaboration and are worth recognizing and valuing.

And that’s the heart of the issue. It’s not about diagnosing myself or others; it’s about recognizing that too many environments are often designed to favor certain communication styles over others. They prioritize what’s familiar, comfortable, and easy to process, favoring brief, concise, linear forms of communication. But what about those who are more reflective, who need to explore different angles, who find value in elaboration?

By asking us to conform, workplace systems miss out on the richness of perspectives that come from embracing different ways of thinking and expressing. And I, for one, believe we can and must do better.

Creating a Culture of Acceptance and Understanding

The more I reflect on this, the more convinced I am of the need to create workplaces where all forms of communication are valued. We need environments that don’t just tolerate differences, but actively seek to understand and celebrate them. This requires a fundamental shift in how we define effective communication. It’s not just about being concise; it’s about being clear, authentic, and respectful of how each individual chooses to share their thoughts.

Leaders, especially, play a pivotal role in setting this tone. Instead of trying to make someone’s communication style more palatable to the masses, we should be asking ourselves how we can adapt to and support that person’s natural way of expressing themselves. It might mean allowing more time for someone to share their thoughts in a meeting, or encouraging written follow-ups for those who process better through writing. Just because a communication style is different doesn’t make it wrong.

Consider this: when you encourage diverse communication styles, you’re not just being inclusive—you’re unlocking potential. You’re creating a culture where people feel seen, heard, and valued. And that’s when teams thrive. That’s when innovation happens.

The Power of Reflection and Self-Acceptance

Looking back, I wish I could tell my younger self not to take those “use fewer words” comments to heart. I wish I could tell her that her words were not too much; they were exactly what they needed to be. It has taken me years to reclaim my voice, to understand that my way of communicating is not something that needs to be trimmed down or boxed in. It’s a strength, and I am grateful for those who have encouraged me to embrace it.

I hope that by sharing my journey, I can help others who have felt the same way. Whether you identify as neurodivergent or not, there is immense power in your voice—in your unique way of seeing and expressing the world. And for those in leadership, I urge you to rethink what it means to communicate effectively. Create environments where everyone can bring their full, authentic selves to the table without fear of judgment or dismissal.

There is beauty in diversity, not just in how we look, but in how we think, communicate, and connect. Let’s build workplaces that honor that diversity, where every voice—whether loud, quiet, brief, or elaborate—has the space to be heard. When we do, we don’t just create better teams; we create better outcomes, better organizations, and ultimately, a better world.

A Call to Action: Let’s Lead the Change Together

If this resonates with you, and you’re truly committed to fostering environments where people can thrive, then it’s time to take action. My upcoming book, Leading with Psychological Safety: 52 Essential Practices for a Year of Building Trust and Empowering Teams, is more than just words on a page—it’s a roadmap for change, packed with insights, real-life stories, and actionable strategies. It’s time to move beyond talking about change and start leading it, actively.

For more resources and updates, visit ascend-transcend.com . Download my free SWOT (Strengths, Weaknesses, Opportunities, Threats) template to assess your situation, and subscribe to my newsletter to be the first to know when my book is released. Join a community of leaders dedicated to making the workplace a space where everyone feels they belong—where every voice matters, and where diversity is more than just a buzzword; it’s the foundation for real, sustainable success.

Ashe,

Amervis López Cobb