エピソード

  • Episode 012 — From the Track to the Next Chapter with Norris Frederick

    Episode 012 — From the Track to the Next Chapter with Norris Frederick
    2026/06/30
    A conversation with Norris Frederick on the transition from professional athlete to entrepreneur, finding identity beyond performance, and using discipline, storytelling, and lived experience to build a life that feels aligned. Episode Date: May 19th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Norris Frederick is a three-time US bronze medalist, former professional long jumper, and one of the most decorated athletes in Washington State history. After 13 years competing at the world's highest level, he walked away — not at the finish line but at a feta cheese moment in Athens. In this conversation he talks about what it actually feels like to leave the only identity you've ever known, why elite athletes confuse focus with depression, and how the discipline of elite sport built the foundation for everything he's building now. Main Topics: How a late bus and a punishment sport became a three-time Olympic bronze medal career Living at the Olympic Training Center ranked number two in the world — with the number three ranked athlete as your roommate Why elite athletes confuse focus with depression The moment in Athens when Norris knew it was over — and got offered a job by Oakley in Bermuda before he even jumped What the corporate world gets wrong about routine, burnout, and going through the motions Why the hardest part of entrepreneurship is people — not skill, not strategy What AI shortcuts are going to cost the next generation of creators Intriguing Quotes: "I wasn't thinking about legacy or reputation. I was thinking about what happens next." "A lot of athletes confuse focus with depression. I didn't know the difference until you pointed it out." "I'd rather fail going 100% than fail being like, I didn't have my whole heart in that." "It was probably the loneliest 13 years of my life — because who could you actually talk to?" "How much work people put into figuring out how to cut corners — when they could have just done the job." "One thing I'm building toward? Happiness." Key Moments: [03:11] How Norris ended up in track: showed up late to the basketball bus, got punished with a spring sport, wore basketball shoes to his first meet, jumped 6'4" in the high jump, and never looked back. [09:31] The depression-versus-focus moment: going home after practice, lights out, watching YouTube videos of other long jumpers until midnight, staring at the ceiling. Adam said he was depressed. Norris said he was focused. Adam was right. [14:43] The loneliness of the highlight reel: 13 years where his life was measured in feet and inches. Nobody saw the hours alone storyboarding. They just saw Instagram and called it inspiring. [24:47] The Athens moment: standing on the runway thinking about feta cheese. Then Bermuda — no spikes, no jersey, all camera gear. Got offered a job by Oakley on the spot. [29:44] What the corporate world can learn from elite sport: people burn out doing the same thing for 20 years the same way athletes burn out. The question is the same — what now? [33:36] Lightning round: transition in one word — motivated. Hardest part of entrepreneurship — people. What athletes won't admit when competition ends — depression. What he's building toward — happiness. Notable Resources: Concepts: Athlete identity transition; elite performance psychology; storytelling as entrepreneurship; discipline carried forward Connect with Norris Frederick: Website: https://www.norrisfrederick.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    36 分
  • Episode 011 — Neuroinclusion Without the Overcomplications with Conway Brew

    Episode 011 — Neuroinclusion Without the Overcomplications with Conway Brew
    2026/06/23
    A conversation with Conway Brew on late autism diagnosis, masking, psychological safety, and why neuroinclusion does not have to be overcomplicated — it starts with better language, stronger leadership, and creating space for people to show up as they are. Episode Date: May 13th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Conway Brew is a healthcare executive who masked his autism for decades before receiving a late diagnosis. What changed wasn't who he was — it was having the language to explain it. In this conversation he breaks down why neuroinclusion doesn't require corporate-level change, why subjective performance metrics quietly push out neurodivergent talent, why panel interviews are everyone's nightmare, and how assuming positive intent changes what your whole team is capable of. Main Topics: What high-functioning masking actually looks like — the exhaustion, the oversharing instinct, the strategic silence Why a late diagnosis only gives you language, not a new identity The language problem in corporate reviews: what is executive presence, really? How to lead neurodivergent people without requiring self-disclosure Why Conway interviews for personality, not skill — and what Richard Branson and SEAL team selection have in common Panel interviews: why they should go, for everyone Assume positive intent — and why it sometimes only lasts until 9am What neuroinclusion actually requires: not corporate programs, better people leaders Intriguing Quotes: "The only thing that changes with a late diagnosis is I now have the language to explain what I'm going through that I didn't have before." "Executive presence — if you ask five executives to explain it, you'll probably get four different answers, maybe five." "I like to hire adults, treat them like adults, and expect adult level work in return." "It's not as hard as you think it is. It doesn't require corporate level change. It just requires better people leaders." "Assume positive intent. Sometimes it only lasts till nine o'clock in the morning, but I try." "I've specked my character all wrong and I can't go back and redo it like I can in a game." Key Moments: [02:09] Why Conway went public: his therapist asked if he had a platform. He did. So he used it — specifically to counter the claim that neurodivergent people can't hold executive roles. [03:41] The mixing board metaphor: autism isn't a linear spectrum. Some dials are at 11, some at zero. If you've met one autistic, you've met one autistic. [11:31] The two things people leaders can do without requiring disclosure: change the language in talent reviews, and make performance metrics actually measurable. [18:36] Conway's leadership philosophy in practice — the team doesn't ask permission for time off, they manage their own deliverables. It takes people a while to believe he means it. [24:09] How Conway interviews: personality over skill, every time. Skills can be trained. If someone blows up the team dynamic, no skill set fixes that. [32:43] Lightning round: one word for how he thinks — root cause. Workplace norm to redesign — going to an office. Remove from performance reviews — anything subjective. One thing leaders overcomplicate about neuroinclusion — everything. Notable Resources: Concepts: Autism as a mixing board not a linear spectrum; masking; executive presence as unmeasurable metric; output-based leadership; psychological safety; assume positive intent Connect with Conway Brew: LinkedIn: https://www.linkedin.com/in/conwaybrew/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    36 分
  • Episode 010 — Building Opportunity That Actually Works with Bob Newman

    Episode 010 — Building Opportunity That Actually Works with Bob Newman
    2026/06/16
    A conversation with Bob Newman on dyslexia, ADHD, accessibility, and why building opportunity that actually works means moving beyond labels, honoring different ways of thinking, and creating environments where people can truly succeed. Episode Date: May 11th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Bob Newman got a theater degree because reading and writing were hard and talking to people felt natural. Twenty years later he's a sales and business development leader, neurodiversity and accessibility advocate, and founder of a business helping parents navigate a neurotypical world after their child gets a diagnosis. In this conversation he breaks down why only 3% of people with a disability disclose it at work, why accessibility is not a disability-specific issue, and why the real cost of not building inclusive systems shows up on your bottom line. Main Topics: How Bob's dyslexia and ADHD shaped a career built on connection, not convention Why context determines whether neurodivergence is a superpower or a struggle The 3% disclosure problem — and why 74% of managers are uncomfortable having the conversation What companies still get wrong about accessibility: assuming no raised hands means no problem Why accessibility isn't disability-specific — 84% of disabilities are acquired during working years The universal design argument: all of us will need accommodation at some point, some of us just get there first What Bob would tell every employer: grade me on the output, not how I get there Why inclusion isn't kumbaya — it hits your bottom line Intriguing Quotes: "Getting the right answer in school isn't alone the right answer. They want to see you did it the way they want you to do it." "Only 3% of people with a disability disclose that to their employer. Three." "Accessibility in the workplace isn't a disability-specific need. All of us want to be accommodated in a way that we can show up as our most authentic selves." "Grade me on the output of my work. Don't grade me on how I do it or where I do it." "We're not advocating for the heck of it. You will have higher returns, more efficient workers. It's going to impact your bottom line." "We are so much more than a little piece of paper." Key Moments: [02:33] Bob's origin: parents who saw brightness in context, not just challenge. A mother who became a guardian angel — making sure he had what he needed when teachers just saw problems to manage. [05:50] The superpower debate settled: in middle school, the last thing Bob wanted was to be different. As an adult, when it started earning him money, it became a power. Context is everything. [09:39] The disclosure gap: 3% disclose, 74% of managers are uncomfortable having the conversation. With 50%+ of Gen Z associating with some form of neurodivergence — the math doesn't add up. [19:43] Devon's science test story: got four wrong out of 200, received a C minus because of spelling. Bob's response: that's what it means to navigate a neurotypical world as a neurodivergent person. [28:49] The universality of accessibility: 84% of disabilities are acquired between 18 and 64. If you're not building for it now, you're building for your future self. [39:35] Why Bob seeks out early-stage startups: the chaos is where he thrives. The day tomorrow won't look like the day yesterday — and that's where he climbs fastest. Notable Resources: Bob's business: helping parents navigate a neurotypical world after a neurodivergent diagnosis — no instruction manual exists, so he's building one Concepts: Universal design; disclosure gap; accessibility as business strategy; hyper-focus; output-based performance Connect with Bob Newman: LinkedIn: https://www.linkedin.com/in/newmanrobertj/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    44 分
  • Episode 009 — Procurement is a People Business with Tim Harvey

    Episode 009 — Procurement is a People Business with Tim Harvey
    2026/06/09
    A conversation with Tim Harvey on why procurement is really about people, collaboration, and trust — and how bringing different voices, stronger communication, and a more human approach can change the way businesses make decisions. Episode Date: May 11th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Tim Harvey stumbled into procurement the same way most people do — by accident. Twenty-plus years later he's Director of Procurement at CompSource Mutual Insurance and one of the clearest voices in the room on why procurement is fundamentally a people business. In this conversation he breaks down why cost is the most overvalued metric in the room, why the same vendors and the same decisions keep producing the same results, and why the most powerful phrase in the English language is "I don't know — but I'll find out." Main Topics: How Tim fell into procurement via a warehouse P card and never looked back Why procurement equals people — contracts, costs, and complexity all come down to relationships The most powerful phrase in business: "I don't know, but I'll find out" Getting younger, more diverse talent into procurement — and why it starts with listening to them first AI as a tool not a replacement — and why empathy is the last thing it will touch The cool kids club problem: same vendors, same decisions, same results What happens when innovation only lives on the product side and never reaches operations What never shows up on Tim's resume but drives everything he does Intriguing Quotes: "If you can read at a third grade level, you can do procurement. In the end, 100% of the time, it comes down to people and relationships." "The most powerful phrase in the English language is I don't know — but I'll find out." "A spreadsheet can only tell part of the story. It doesn't say everything." "I don't want somebody just like me. I've been good enough at being me. I need you to be you. Now we can be a strong team." "Whatever your preconceived notions are, whatever your biases are — put those to the side. Find out what the people want. The only way you'll find out is by asking." "It's underutilized. Underappreciated. I'll say that." Key Moments: [06:12] Tim's core belief: contracts, specs, and complexity all resolve the same way — through people. Communication failure is almost always what caused the problem in the first place. [08:29] What procurement leaders can do to make the process more human: just be honest. "I don't know, but I'll find out" gets you further than any glitz-and-glamour sales pitch. [15:58] The empathy gap in hiring: Tim's experience job hunting after running his own business — automated rejections, silence for weeks, and the very human question of "why don't they like me?" [24:14] The same-vendor trap: complacency, 5% price increases that get signed off without question, and companies too big to fail doing exactly that. [31:47] Lightning round: most overvalued metric — cost. Most undervalued — ROI that doesn't show up on a spreadsheet. Best business lesson from sports or food: cook for the judges, not yourself. [34:10] What's not on Tim's resume: a knack with people, built through hard mistakes over decades. He spent years beating himself up for not being his father. Turns out he was always his mother's child — and she did essentially the same job. Notable Resources: Concepts: Procurement as people strategy; diversity of thought vs. diversity of appearance; culture add vs. culture fit; alignment; ROI beyond cost savings Connect with Tim Harvey: LinkedIn: https://www.linkedin.com/in/timothy-harvey-cscp-lss-65b512153/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    38 分
  • Episode 008 — Systems Thinking and Neurodiversity with Mark Stowitts

    Episode 008 — Systems Thinking and Neurodiversity with Mark Stowitts
    2026/06/02
    A conversation with Mark Stowitts on decision intelligence, systems thinking, and how neurodiversity shapes better problem-solving, stronger teams, and more resilient organizations. Episode Date: April 14th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Mark Stowitts spent 80% of his life before age 12 homeless, raised by a self-proclaimed Lithuanian gypsy in a car. He didn't get clinically diagnosed until his 30s. Today he's a fractional CTO for 10 companies, founder of Spectrum Think Tank, and one of the sharpest systems thinkers in the room. In this conversation he breaks down why job descriptions filter out the exact talent companies need, why practical AI application is the only AI conversation worth having, and why neurodivergent people make the best pattern-matching advisors in any organization. Main Topics: Growing up homeless, getting diagnosed in his 30s, and what autism stigma looked like in 1980s Texas The Green Lantern analogy — why neurodivergent superpowers always come with a yellow Why systems reward conformity while marketing cognitive diversity How Spectrum Think Tank works: stop defining the role, define the goal The FastAPI hiring disaster — listing tool names instead of skills filters out the people who built the tools The Boeing dilemma: can you hire a person and their AI as a package deal? Empathy as structural advantage — why neurodivergent pattern recognition is the best organizational listening system Snake Wrangling at Microsoft — what real inclusion looks like in practice Intriguing Quotes: "You can do anything — unless it's yellow. That to me is the quintessential conversation around neurodivergent superpowers." "Stop listing Python skills. Find me someone with seven to ten years of SQL. They'll learn Python in a month." "The creator of FastAPI couldn't apply for a job requiring three years of FastAPI. He didn't create it until 18 months ago." "It's a spectrum. Everybody's on it. It's a wave." "Neurodivergent people are more in tune to where friction isn't occurring — and when it occurs too easily, they question it." "Real inclusion. Not the buzzword. Real inclusion." Key Moments: [01:42] Mark's origin story: 80% of childhood homeless, raised on the road. No diagnosis until his 30s. First reaction when told he was autistic: "I'm not autistic." It took months and the right evaluators to get there. [04:13] The Green Lantern analogy — indestructible will and imagination, except for yellow. Corporate environments repeat the same pattern: you can do anything, unless it's politics. [13:50] Spectrum Think Tank's model — stop asking what role you need, start with what you're trying to accomplish. A retired mailman, a pit crew chief, and an Army supply officer all became great taxonomy experts. [23:55] The job description problem: three years of experience doesn't indicate success. Poking a dead body every day doesn't make you an autopsy expert. [31:06] What never shows on the resume: empathy for the holistic structure — sensing friction across departments before anyone else does, and questioning when things run too smoothly. [34:11] Snake Wrangling at Microsoft — data hygiene made fun with wanted posters and rubber snakes, until two people raised snakes. Mark's response: rename it and apologise. That's real inclusion. Notable Resources: Spectrum Think Tank — neurodivergent talent and solutions community Concepts: Decision intelligence; systems thinking; practical AI application; four-dimensional thinking; pattern recognition Connect with Mark Stowitts: LinkedIn: https://www.linkedin.com/in/markstowitts/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    38 分
  • Episode 007 — Building Better Developer Experiences with Chris Riley

    Episode 007 — Building Better Developer Experiences with Chris Riley
    2026/05/26
    A conversation with Chris Riley on building better developer experiences, navigating tech as a neurodivergent professional, and why creating space for different ways of thinking unlocks stronger teams and better software. Episode Date: April 3rd Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Chris Riley has spent nearly two decades in developer relations — from running an IT consultancy in high school to senior manager of Developer Relations at HubSpot. He's also openly neurodivergent: dyslexic, ADHD, and ASD. In this conversation he gets into what awareness of your own neurodivergence actually unlocks, why the superpower narrative misses the struggle, how AI is both a tool for access and a dopamine trap, and why nobody gets to dictate how someone else is productive. Main Topics: How Chris accidentally found his career home in developer advocacy — and why it suited a brain that was good at everything but nothing completely Dyslexia, ADHD, and ASD: what awareness changes and what it doesn't fix Why the superpower narrative around neurodivergence doesn't tell the whole story How Chris builds psychological safety as a manager — transparency, self-deprecation, and sharing his own performance reviews AI as access tool and addiction risk — both sides of the coin for neurodivergent professionals Context engineering and why neurodivergent minds may have a unique edge in the AI era Why you can't dictate how people are productive — and what outcome-focused leadership looks like The emotional health piece nobody wants to talk about Intriguing Quotes: "You can't dictate how people are productive." "If your brain's telling you you're done, you're done." "I never wanted to use my disabilities as an excuse. I just seek awareness so somebody might pause and think twice." "I don't think I could have done it without many years of discomfort. Me 20 years ago would not even be capable of being near the manager I am today." "You could be masking and not even know you're masking." "If you're truly going to leverage the superpower part of it, they have to be a part of the conversation. You don't tell them — here's how I help you." Key Moments: [09:42] What awareness actually changes — when you don't know, it's nothing but a problem. When you do, you can start to lean into the benefits and communicate what you need. [13:52] The performance review moment: Chris's employee almost quit because she thought he wasn't listening on Zoom. Then she realised he'd absorbed everything and more. The gap between how we appear and what's actually happening. [16:40] How Chris builds safe spaces as a manager — sharing his own performance reviews, poking fun at himself, and making clear there are other avenues to give feedback about him directly. [22:33] The AI opportunity for neurodivergent thinkers: context engineering rewards creativity and pattern recognition. But the dopamine loop is real — no delay means no stopping. [29:00] The productivity myth: outcomes are what matter. If you've decided to hire somebody, you've said you believe in them. Stop dictating when and how they work. [34:00] Advice for neurodivergent professionals early in their career: you may be masking and not even know it. And address the emotional health piece — the tips and tricks don't cover that part. Notable Resources: Concepts: Developer advocacy; context engineering; ASD Level 2 sensory avoidance; rejection sensitivity; masking; outcome-focused leadership Connect with Chris Riley: LinkedIn: https://www.linkedin.com/in/devrel/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    38 分
  • Episode 006 — Leadership as a Rhythm with Karlton Butts

    Episode 006 — Leadership as a Rhythm with Karlton Butts
    2026/05/19
    A conversation with Karlton Butts on leadership as a rhythm, aligning people and performance, and why understanding how individuals think and collaborate is the key to building high-performing, resilient teams. Episode Date: April 2nd Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Karlton Butts spent his early life chasing music — choir, guitar, bands, stages. He never became a rock star, but everything he learned about bands became the foundation for how he thinks about leadership. In this conversation he breaks down why alignment is the starting point for every high-performing team, why hiring smart people isn't enough if nobody's conducting, and why culture is something you feel — not something you put on a policy document. Main Topics: How Karlton's journey from music to engineering to law to consulting shaped a unique lens on leadership Why a band is the perfect metaphor for how teams actually work — and what most companies miss The difference between alignment and agreement — and why one creates rhythm and one creates noise What happens when a team becomes too in sync and everyone starts thinking like the boss How leaders can spot when a team is out of rhythm — and how to correct it fast Why culture is felt, not mandated — and how leadership behaviour is the real culture signal The danger of defensive leaders who accidentally shut down the voices they need most Karlton's book: The Soundtrack of Leadership Intriguing Quotes: "You can put a bunch of smart people in a room, but it doesn't mean you're going to optimise the result." "Culture is something you feel. It's not something that's mandated or put on paper in a policy." "Do as I say, not as I do — that can absolutely affect culture very negatively." "You still need a conductor at the front of that orchestra to make sure they all play in sync." "Always be intentional — because the results are absolutely worth the journey." "If you can't connect with others to make the collective team better, that can hinder not only your growth but the growth of the team." Key Moments: [04:39] The band-to-business translation: alignment, communication, collaboration. Everyone knows the song, knows their role, knows when to come in. When something's off, you hear it and correct it fast. [09:44] The practice insight: sports teams and bands rehearse constantly — but corporate teams are expected to just click from day one. Treating daily work like practice changes everything. [13:07] What happens when teams think too much alike — people stop bringing their expertise and start guessing what the boss wants. You hired them for their thinking. Let them use it. [19:48] The monthly meeting trap: leader gives one chance a month to speak up, in a room full of peers, then checks the box when nobody does. Psychological safety can't be scheduled. [24:19] Lightning round: myth to kill — smart people perform without a conductor. Most overcomplicated thing — alignment. Most underrated team trait — clarity. One word for great leadership — respect. Notable Resources: The Soundtrack of Leadership by Karlton Butts: https://thesoundtrackofleadershipbook.com/ Audiobook coming soon Connect with Karlton Butts: LinkedIn: https://www.linkedin.com/in/karltonbutts/ Book: https://thesoundtrackofleadershipbook.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    29 分
  • Episode 005 — Leading With Empathy with Brandon Oliver

    Episode 005 — Leading With Empathy with Brandon Oliver
    2026/05/12
    A conversation with Brandon Oliver on leading with empathy in tech, embracing neurodiversity beyond labels, and how different ways of thinking can unlock stronger teams, better systems, and more human workplaces. Episode Date: March 27th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Brandon Oliver is a tech leader, ERG leader, and dad of three who was diagnosed as autistic later in life. In this conversation he unpacks what that late diagnosis meant — the recontextualising, the trauma piece, the relief — and how it reshaped how he shows up as a leader. He makes the case for psychological safety over checkboxes, calls out the superpower myth, and explains why assuming positive intent is the most underused leadership tool in the room. Main Topics: Neurodiversity vs. neurodivergence — why the distinction matters more than most companies realise Brandon's late autism diagnosis and what recontextualising your entire life actually feels like Why the superpower narrative around neurodivergence can cause just as much harm as the stigma How psychological safety unlocks innovation — but only when paired with real guidance Leading without requiring self-disclosure — and why assume positive intent changes everything The ROI of simple workplace adjustments companies keep making employees fight for ERGs as a checkbox — and why you can't policy your way into inclusion What Brandon would never put on his resume but can't imagine living without Intriguing Quotes: "When you bring psychological safety to the table, you give people the opportunity to figure out how to show up." "Assume positive intent. We're modelling our systems off an assumption of abuse." "It has to be embedded in the culture. If it's treated as a separate thing, it will come across as an afterthought." "Not every person can bring the same energy just because they're neurodivergent. The superpower culture can be a real problem." "I work very, very hard to bring the best version of myself to what I do. I gotta be honest, I'm tired." "Be the adult that you needed as a kid." Key Moments: [06:34] Brandon's late diagnosis story — growing up masking everything, then sitting in a car with his wife and saying cold: "Do you think maybe I might be on the spectrum?" Her answer: "That checks out." [08:28] The trauma piece nobody talks about: recontextualising your entire life as an adult. Rejection sensitivity dysmorphia. Looking back and realising you weren't a horrible person — your brain just worked differently. [12:23] How the diagnosis reshaped Brandon's leadership — moving from "run the be-like-other-leaders.exe" to meeting people where they are, providing questions in advance, and leading with empathy over process. [20:48] The superpower myth called out directly — neurodivergence is not a guarantee of innovation. Unmanaged, unguided, it can cause just as many problems as it solves. Support and guidance first. [26:36] Assume positive intent — and stop making people fight for a standing desk with doctor's notes and forms. The ROI of simple adjustments is enormous. The cost of making people prove they need them is higher. [30:58] Rapid fire: misconception to kill — giftedness. What companies miss — removing barriers reveals people who were struggling invisibly. Inclusion policy most gotten wrong — ERGs as a checkbox. Notable Resources: Concepts: Neurodiversity vs. neurodivergence; rejection sensitivity dysmorphia; psychological safety; ERGs; neurodivergent burnout; universal design Connect with Brandon Oliver: LinkedIn: https://www.linkedin.com/in/brandon-oliver-a781b715/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    35 分