The Light Side of Different

Whenever I hear someone talk about strengthening a weakness, I have to work really hard not to roll my eyes.

Please don’t hear what I’m not saying. Of course we need to be aware of our flat spots. And if a weakness causes harm to other people, we are responsible for that impact. We can’t write it off by saying, “Well, that’s just my weakness.”

What I’m pushing back on is the idea that fixing weaknesses is where growth lives. The research is very consistent: when we invest in our talents and turn them into strengths, we become more effective. Gallup’s CliftonStrengths meta-analysis found that employees who use their strengths every day are six times more likely to be engaged at work, 8% more productive and 15% less likely to quit. And when people strongly agree that their manager focuses on their strengths or positive characteristics, 67% are engaged. When they strongly disagree, engagement drops to 2%.

Six times. Not by fixing what’s “wrong,” but by building on what’s right.

Strength Is in the Eye of the Beholder

This matters just as much, maybe even more, for the neurodivergent people in our lives. Instead of telling them to fix something that is very much a part of who they are, what if we encouraged them to live in the light side of their strengths instead of focusing on the shadow side?

There’s something else. What we call a strength or a weakness is subjective, and it changes with time.

Twenty years ago, someone who constantly moved from task to task would have been seen as unable to focus. Today, we call that adaptability and agility, and it’s one of the most prized strengths at work.

See what I mean? It’s in the eye of the beholder. And the beholder’s perspective is subjective.

Seeing the Light Side

So how about this: instead of focusing on what we still call “weaknesses,” what if we focused on strengths and their impact?

The person who hyperfocuses may be the one who dives into the problem no one else wants to solve (or even understands) and comes back with the solution.

The person who seems impulsive may be the one who brings happiness and humor, lending levity to a tough season in the organization.

The colleague who is very direct may be the one who asks the question that stops everyone in the meeting from swirling in corporate speak that means absolutely nothing. That directness invites everyone to speak plainly, get to the heart of the problem, and have a more honest conversation.

The team member who craves precision and gets on everyone’s nerves may also be the one who helps the whole team deliver exceptional quality and spots the risks that need to be mitigated.

Same person. Same behavior. Different lens.

Celebrating Different

So when you connect with your neurospicy colleagues, look for their strengths and superpowers. Name them. Celebrate them.

💡 Reflection: Think of a colleague whose “weakness” has frustrated you. What might the light side of that behavior be giving your team?

And if you are the neurospicy person who has been told to calm down, fit in a box, sit up straight, and color only within the lines, I hope you celebrate yourself.

Thank you for blessing the rest of us with your strengths, your superpowers, and your light.