@Aniket as a neurodivergent manager (who has managed at least two other neurodivergent people) I feel like I've learned by doing and by thinking about what would help me (or, conversely, what really *didn't* help me). Also as someone in HR I've also encouraged other managers to do things I've learned work.

All that said, I feel like I know bits and pieces and do what I can to help other managers learn, too, but a resource to point others to would also be so helpful.

@Aniket a few quick things off the top of my head:

- there's usually not actually one "right" way, so clarify the goal then let people figure out what works for them
- a lot of neurodivergent people need specifics and details, so plan for them to ask questions! And be as specific as you can, especially about what's most important (goals, objectives, parameters)
- especially (but not only) for ADHDers, let them control *when* they work on *what* so they can task-switch

@Aniket

I've found that NTs are more likely to want the one "right" way to do things, so be ready to offer a suggestion if they do need it.

NTs also don't always connect dots like many autistic folks do (seeing parallels/patterns), so there's sometimes a need to slow down and walk through how things connect instead of just naming the pattern/connecting the dots and moving on. What's an obvious connection/pattern to an autistic brain might not be obvious at all to NTs.