Neuroinclusive goal setting
Published on LinkedIn on March 30, 2025
Setting and achieving goals in the workplace can be challenging for anyone, but for neurodivergent individuals, especially those with ADHD, autism, or executive functioning difficulties, it can require unique strategies.
Traditional goal-setting methods often assume a one-size-fits-all approach that may not align with the cognitive styles of neurodivergent employees. A neuroinclusive approach to goal setting acknowledges these differences and provides strategies that enhance productivity, reduce stress, and foster success.
Understanding neurodivergent challenges with goal setting
ADHD (Attention Deficit Hyperactivity Disorder)
People with ADHD often struggle with:
Prioritization: Difficulty determining what’s most important.
Difference in time perception: A tendency to underestimate or overestimate how long tasks take.
Working memory: Forgetting steps in a process.
Sustained focus: Starting strong but losing interest before completion.
Autism Spectrum Condition (ASC)
Autistic individuals may face challenges such as:
Cognitive rigidity: Struggling with shifting from one goal to another.
Sensory distractions: Overstimulation makes focus difficult.
Communication barriers: Misinterpretation of expectations or feedback.
Executive functioning challenges (common across neurodivergent populations)
Task initiation: Difficulty starting tasks, even when motivation exists.
Planning and organization: Struggling to break down goals into actionable steps.
Impulse control: Jumping between tasks without finishing them.
Neuroinclusive Goal-Setting Strategies
Use the SMARTER Model, not just SMART
While SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) are commonly used, the SMARTER model includes two additional elements that are crucial for neurodivergent thinkers:
E: Exciting – Align goals with personal interests or values to maintain motivation.
R: Rewarding – Implement intrinsic or extrinsic rewards to reinforce progress.
Example: Instead of “Submit reports by Friday,” a neuroinclusive goal might be: “Complete one section of the report per day, using a checklist for progress tracking, and treat myself to a small reward after submission.”
Break goals into microtasks
Divide tasks into the smallest possible steps (e.g., instead of "Write a presentation," start with "Open PowerPoint," then "Write slide titles").
Use visual checklists to track completed steps.
Tools like Trello, Notion, or paper planners can help externalize the plan.
Implement flexible deadlines and time awareness tools
Set buffer deadlines to reduce last-minute stress.
Use timers and alarms (like the Pomodoro technique) to maintain focus and track time.
Apps like Forest, Time Timer, or TickTick can help manage focus sessions.
Externalize memory and organization
Use sticky notes, digital reminders, or voice memos to offload information.
Create structured routines to reduce cognitive overload.
Automate repetitive tasks where possible to free up mental energy.
Leverage strength-based workflows
If hyperfocus is a strength, batch similar tasks together.
Use color coding, visuals, or mind maps for easier organization.
Advocate for adjustments, such as quiet workspaces or written instructions.
Build in accountability and support
Use body doubling (working alongside a colleague or virtual co-working sessions).
Have a trusted manager or mentor check in on progress.
Share progress updates in a way that aligns with individual comfort levels (e.g., written summaries instead of verbal reports).
Normalize breaks and energy management
Implement structured breaks to prevent burnout.
Use movement-based resets (walking, stretching) to maintain engagement.
Advocate for workplace accommodations such as sensory-friendly spaces.
Read more: Manage your energy not your time
Creating a neuroinclusive workplace culture
For workplaces to truly support neurodivergent employees, leaders should:
Offer multiple goal-setting methods instead of enforcing one rigid system.
Encourage open discussions about neurodivergent needs without stigma.
Provide training on neurodiversity to managers and colleagues. I do this! And provide educational tools like these newsletters AND my forthcoming leader workbook!
Adapt workplace structures to accommodate diverse cognitive styles.
Encourage reviews of policies to audit what could be shifted, changed, or rewritten to be neuroinclusive.
Conclusion
Neuroinclusive goal setting isn’t about forcing neurodivergent employees to fit into neurotypical standards. Instead, it’s about adapting strategies to leverage strengths, reduce barriers, and foster meaningful progress. By embracing flexible, personalized approaches, workplaces can create an environment where everyone has the tools to succeed.