Neuroconvergent Thinking Part II: Beyond Labels – How Neuroconvergent Teams Drive Results
The binary of ‘neurodivergent vs. neurotypical’ has helped raise awareness and open doors for inclusion. But after years of coaching ADHD and autistic professionals in tech leadership, I’ve seen its limits. Human brains don’t fit neatly into two categories – and our frameworks shouldn’t either. That’s why we use a more dynamic, empowering model: neuroconvergent thinking.
If you haven’t read Part I yet, start here: Beyond Neurodivergent vs. Neurotypical – Why It’s Time to Talk About Neuroconvergent Thinking.
Then dive into Part II below, where we bring these ideas to life with a real-world example – and show how this mindset drives better outcomes for teams and businesses.
Neuroconvergent Thinking in Action
Let’s take an agile product team at a fintech startup, redesigning the customer onboarding process.
Traditionally, team members might be boxed in by labels:
Sam, a UX designer with ADHD, is cast as “the creative one”
Priya, an autistic backend developer, is seen as “the logical one”
“In a neuroconvergent team, diverse thinking modes are recognised, cultivated, and deployed strategically.”
These labels may sound flattering, but they flatten the full range of what each person can do. They reduce people to stereotypes – and limit innovation in the process.
In a neuroconvergent team, the focus shifts. Sam and Priya aren’t defined by diagnostic shorthand. Instead, their diverse thinking modes are recognised, cultivated, and deployed strategically.
During the discovery phase, Priya’s exceptional pattern recognition shines through structured ideation frameworks.
Meanwhile, Sam’s often-overlooked hyperfocus becomes an asset in a deep-dive competitor analysis.
The team works fluidly between expansive thinking and laser-focused refinement, using “mode-switching” practices with clear visual cues. Documentation is designed to suit multiple processing styles – balancing conceptual visuals with detailed specs. The outcome?
An onboarding solution that’s both creative and bulletproof – addressing user needs and technical edge cases that competitors missed.
“This isn’t about “accommodating” difference. It’s about harnessing it – and transforming it into a competitive advantage.”
From Awareness to Advantage
Neuroconvergent thinking reimagines how we work and collaborate. It moves us:
From awareness talks → to strategic outcomes
From one-off accommodations → to inclusive systems by design
From rigid workplace norms → to questioning what “professional” really means
From diagnostic labels → to unlocking individual capabilities
From fixed roles → to fluid team dynamics and cognitive flow
From “fixing people” → to redesigning systems that enable brilliance
When we go beyond outdated binaries, we don’t just include people—we unlock innovation.
At Divergent Potential, we don't help companies ‘accommodate neurodivergence’, we help them strategically deploy cognitive diversity through our BASICS Framework:
1. Beyond awareness to understanding: It's not about awareness training, it's about matching thinking styles to business challenges. Cognitive strategy becomes a performance driver.
2. Accommodation to integration: Build workflows that bake in cognitive flexibility. Create systems where different ways of thinking are the default, not the exception.
3. Social construction recognition: Question who defines "professional" behavior. Examine how workplace "norms" privilege certain neurological styles while disadvantaging others. Relocate responsibility from individuals to systems.
4. Individuality over generalisations: Ditch the labels. Map cognitive profiles, not diagnoses. Everyone brings a unique combination of thinking modes. Create personalised pathways that maximise natural talents.
5. Coaching over command: Neuroconvergent leaders coach, not control. They help teams switch modes, solve problems, and think better – together. Foster psychological safety for authentic contribution.
6. Systemic resistance navigation: Address judgment and resentment that emerges when established systems are questioned. Counter stereotypes and create dialogue that finds commonalities while acknowledging differences.
Let’s Build the Future of Work – Together
Want to explore how neuroconvergent thinking can reshape your team’s performance, culture, and innovation capacity?
🧠 Learn more about our BASICS Framework
📞 Book a no-obligation call to explore what’s possible
Because when we stop managing difference – and start leveraging it – we don’t just create inclusion. We create exceptional teams.