More on “Should director candidates be evaluated for their ‘soft skills’?”

Here’s a note from a member disputing some of what was said in this recent blog:

The blog about director “soft skills” concerned me a bit, though. Screening out directors, and employees in general, who have apparent deficits in communication or prioritization sounds like a great way to exclude neurodiverse candidates. We need all kinds of thinkers to do our best work.

Neurodiverse candidates often have valuable perspective BECAUSE they see things differently. They can bring intense focus and expertise, as well as the ability not to fall into crowd-thinking, which sound like great qualities for a director or an employee. I realize that’s not a simple story, but it’s one I’d like to start hearing more about.