How do we support neurodivergent sales professionals to learn?

What is Neurodiversity?

Every person is different – and so is each brain. The term “neurodiversity” refers to all the kinds of brains that exist in humans.

You might have heard of neurodivergent conditions such as ADHD, dyslexia, autism and dyspraxia. Or perhaps you are also neurodivergent like me.

Neurodiversity in sales

The British Dyslexia Association says that 10% of the population is dyslexic. The NHS puts the rate of ADHD at around 4% of the adult population.

We know that both dyslexia and ADHD are much more common in sales. Based on our research, we think the numbers are more than double the national averages.

Why more common??

On one hand, it may be how people sometimes “fall into sales”. If you have not been supported to reach your potential at school, sales employers have often been willing to look at the person and not just academic results.

On the other hand, sales is a profession that suits certain kinds of minds. For example, I have ADHD, which means I’m naturally curious, love solving problems and I am laser-focused on finding the win-win solution. These are all traits of a great salesperson.

Working in a dynamic, challenging environment with lots to think about is highly stimulating and gives me a real buzz. Sure, we’re all different - but you can see why some people might come to sales and end up discovering that it really suits them.

Inclusive sales education creates a level playing field

Because sales takes all kinds of minds, any training and education should be as inclusive and accessible as possible. Without this, access to professional sales qualifications is not a level playing field.

This is why our programmes contain

• Bite-sized videos, mini-podcasts and short articles to promote focus
• Stimulating live learning experiences to make learning points memorable
• Coaching for each learner to organise their learning
• Reflections to help people notice progress and develop confidence

This means more people can achieve sales qualifications and see career benefits.?But it’s not enough to just create inclusive sales programmes.

The human factors to consider

There are human factors that we still need to consider in the sales industry.

Many sales leaders require better training around neurodiversity, and how to support team members who share that they have a condition. Knowing what to say, and how to adjust a role for a neurodivergent team member, isn’t just something for HR. We must also acknowledge that many people in sales – particularly older people and women - are undiagnosed. I did not find out I had ADHD until I was 38. How can you formally request help if you don’t know you need it?

This is why increasing understanding of neurodiversity is so important to us at PSA.

Shame as a barrier to sales learning

Finally, a big barrier to learning is the shame that some neurodivergent sales professionals carry with them. Often, for many years. If school or exams were a source of difficulty or embarrassment for you, this can knock your confidence and affect how you feel about learning.

• We notice that shame stops sales people being themselves.
• We notice that shame stops people asking for help with learning.?
• We notice that shame stops some sales professionals taking up career-changing qualifications.

?We think that’s a big shame and we invite you to help us shift minds within our industry.

So what can we do?

Creating a culture of safety

I feel empowered and confident in being able to speak about who I am and what I need in the workplace. But I can only do that because I feel supported and safe.

Part of great sales leadership is helping those in your team feel safe.

Are you doing everything you can to catch your own bias? To call out any bullying or unfair treatment? To make it normal to talk about different ways of thinking and being in sales?

Finally, for those neurodivergent people in influential roles, you could consider sharing your story with your team.

?To believe you can do a role, they say “you have to see it to believe you can be it”. Visibility is key in building confidence in those coming up the ladder after you.

Ask one question

?But what should you do if someone in your sales team tells you they are neurodivergent? Of course, HR or occupational health may have a role to play.

However, why not consider that your team member is the expert for their brain and how it works. So, try this one question:?“Thank you for sharing that with me.?What can I do to support you?”