Hello! I’m Mark Horseman, and welcome to The Cool Kids Corner. This is my monthly check-in to share with you the people and ideas I encounter as a data evangelist with DATAVERSITY. (Last month, we discussed the importance of communication.)
This month, we’re talking about neurodiversity in your data team. The term neurodiversity was first used by Judy Singer in 1998. In the article linked, the author explains that it is not a medical term, but taiwan whatsapp number data rather a way to describe folks outside of using terms like “normal” or “abnormal”; there is no real definition of “normal” when discussing how the brain works. This gives us “neurodiverse” and “neurotypical,” with the latter describing people who aren’t neurodivergent. Today, we’ll be talking about how neurodivergent team members can be a superpower for your Data Governance initiative and ultimately, we’ll see what the cool kids are saying.
As we gain experience and tenure in our careers, some of us are blessed with an opportunity to become team leaders or managers. This blessing carries a huge weight of responsibility, as there are now other people in your charge that you have a duty to support, mentor, and grow. You also have a duty to challenge yourself to grow, adapt, and meet the ever-changing needs of the organization your team serves. In Data Governance, the challenge of communicating and collaborating with wildly different business units that are accountable for wildly different data assets requires a team that can think, behave, and adapt in different ways.