What changes when we stop asking people to fit into the workplace and start asking how the workplace can help different people succeed?In this episode of HR Unlocked, Lisa Oakley sits down with Sandy Hall, founder of Recognition, to explore neurodiversity, ADHD, leadership and the experiences that shaped Sandy's work.

Sandy shares how her own ADHD diagnosis, alongside her son's diagnosis 23 years ago, ultimately led her to research, experiment and develop a practical way of understanding the ADHD brain. She explains why the idea that people can simply leave their personal selves at the door when they come to work does not reflect reality, particularly for people who spend significant energy masking.

At the centre of the conversation is Sandy's Star Map, built around what she calls the "tips and the dips". She explores hyperfocus and scatteredness, precognition and impulsivity, creativity, adaptability and masking, and what she calls second sight. At the centre sit values and purpose, which Sandy describes as the source of a person's energy.

Lisa and Sandy also explore the role leaders play in recognising strengths, the power of genuine encouragement, Sandy's approach to building positivity and her preference for anti-fragility over resilience. The conversation finishes with a look at the next generation of leaders and why Sandy believes leadership is not something we ever fully master, but a lifelong practice.

What You'll Learn

• How Sandy's own experience with ADHD shaped her work and her book

• Why masking can be so limiting and exhausting

• Sandy's Star Map and the "tips and dips" of ADHD

• How hyperfocus can become a workplace strength

• Why pattern recognition can also show up as impulsivity

• The relationship between creativity, adaptability and neurodiversity

• Why understanding your own strengths and challenges can help you navigate work

• How leaders can become more intentional about encouragement

• Why Sandy prefers the idea of anti-fragility to resilience

• The importance of acknowledging vulnerability and asking for support

• Why younger generations give Sandy hope for the future of work

• How leadership is shifting away from command and control

• Why self-awareness, curiosity and continual learning matter for leaders

• The impact a specific, genuine word of encouragement can have on someone's career

Key Takeaways

• Neurodiversity is not simply about accommodating challenges. It is also about recognising and enabling strengths.

• The same ADHD trait can have both a "tip" and a "dip", depending on the person, task and environment.

• Understanding how you work allows you to adapt intentionally rather than constantly trying to fit someone else's mould.

• Great leaders recognise what people are good at and tell them.

• Vulnerability and strength are not opposites. Growth can begin with acknowledging where support is needed.

• Leadership is increasingly about creating the conditions for people to contribute their best thinking.

• Curiosity, authenticity and self-awareness are becoming increasingly important leadership capabilities.

• Sometimes one person recognising your strengths can change the direction of your career.

About Sandy Hall

Sandy Hall is the founder of Recognition, a boutique consultancy supporting fast-growth businesses with leadership, People & Culture, talent strategy and neuro-inclusive workplace practices. She brings experience across HR, talent, engagement and leadership development and holds a Master's in Education focused on career counselling.

Sandy is also an ADHD coach and neurodiversity advocate, co-founder of the Hall and Hutch Podcast, and an author whose work draws on both research and her lived experience with ADHD.

Why This Episode Matters

As workplaces become more aware of neurodiversity, the challenge is moving beyond awareness towards understanding what different people actually need to perform at their best.

Sandy's Star Map offers a different lens. Rather than viewing ADHD characteristics only through their challenges, it encourages people to understand both their "tips" and "dips", recognise when each appears and build environments and support systems that allow them to succeed.

For HR professionals and leaders, the conversation is also a reminder that leadership is deeply human. People remember the leaders who saw something in them, encouraged them and gave them the confidence to recognise their own strengths.

Resources & Links

Recognition: https://www.recognition.co.nz/

Hall and Hutch: https://www.youtube.com/@hallandhutch

Sandy Hall: https://www.linkedin.com/in/sandy-hall-recognition/

Sandy's book 'Hyperfocused': https://lnkd.in/eJY_v2-b

HR Unlocked: https://linktr.ee/hrunlocked