The 3Ws: What, Why, And When – A Guide To Supporting Neurodivergent Brains
- Jul 1, 2024
- 4 min read
With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
The 3Ws – What, Why, and When – are fundamental questions that help structure information and tasks in a clear and inclusive way. This approach is particularly beneficial for neurodivergent individuals, who may experience challenges with processing and organising information. By breaking down tasks and expectations into these three components, we can create a more inclusive and supportive environment.
To see the 3Ws in action, look for the underlined text throughout this blog.
What: Defining the task
What refers to the specifics of the task or information. It answers questions like:
What needs to be done?
What are the steps involved?
What resources or tools are required?
For neurodivergent individuals, clear and concise instructions are essential. Ambiguity can lead to confusion and anxiety. By explicitly stating what is expected, you reduce uncertainty and help them focus on the task at hand.
Why: explaining the purpose
Why addresses the reason behind the task. It answers questions such as:
Why is this task important?
Why should it be done in this particular way?
Why does it matter in the larger context?
Understanding the purpose behind a task can be incredibly motivating for neurodivergent individuals. It provides context and meaning, making it easier for them to see the value in their efforts. This can enhance engagement and commitment to the task.
When: setting the timeline
When specifies the timing and deadlines. It answers questions like:
When does the task need to be started and completed?
When are the check-in points or milestones?
When will feedback be provided?
Having clear timelines helps neurodivergent individuals manage their time and workload effectively. It reduces the stress associated with last-minute tasks and allows for better planning and organisation.
Why the 3Ws are important for neurodivergent brains
Neurodivergent individuals, such as those with ADHD, autism, or dyslexia, often process information differently from neurotypical individuals. They might struggle with executive functioning skills, such as organising, prioritising, and managing time. The 3Ws framework addresses these challenges by providing structure and clarity.
Reduces Overwhelm: Clear instructions (What) and timelines (When) help break down tasks into manageable pieces, reducing the feeling of being overwhelmed.
Enhances Understanding: Knowing the purpose (Why) behind a task can make it more meaningful and easier to understand.
Improves Focus and Efficiency: Structured information helps neurodivergent individuals stay focused and work more efficiently.
How the 3Ws help
Implementing the 3Ws in your communication and task management can have several positive effects:
Increases Productivity: Clear and structured tasks are easier to tackle, leading to higher productivity.
Boosts Confidence: When neurodivergent individuals understand what is expected of them and why, they feel more confident in their abilities.
Create Independence: By providing the necessary details upfront, you empower neurodivergent individuals to take ownership of their tasks and work independently.
Enhances Communication: The 3Ws promote open and transparent communication, reducing misunderstandings and creating a more inclusive work environment.
Positive impact of the 3Ws
Adopting the 3Ws framework can lead to significant positive outcomes for both neurodivergent individuals and the organisation as a whole:
Better Work Quality: With clear guidance, neurodivergent employees are more likely to produce high-quality work that meets expectations.
Reduced Stress: Structured tasks and timelines help alleviate the anxiety that comes with ambiguity and last-minute changes.
Increased Engagement: Understanding the purpose behind tasks makes work more engaging and meaningful, leading to higher job satisfaction.
Stronger Team Dynamics: Clear communication and understanding create a more supportive and collaborative team environment.
History
The 3Ws have been adapted from the 5Ws, a checklist used in journalism to ensure that the first paragraph (the "lead") contains all the essential points of a story. As far back as 1913, reporters were taught that the lead should answer these questions:
Who?
What?
When?
Where?
Why?
How?
This was subsequently named the 5Ws. Reference: The Guardian Foundation.
Personally, I find the 3Ws much easier to remember—my dyslexic brain prefers easy and simple frameworks. However, if a situation or client needs, we can expand it to the 5Ws. What do you think?
Conclusion
The 3Ws—What, Why, and When—are powerful tools for creating an inclusive and supportive environment for neurodivergent individuals. By providing clear instructions, explaining the purpose, and setting timelines, you can help neurodivergent brains process information more effectively, reducing stress and increasing productivity. Implementing this framework can lead to better work quality, higher engagement, and a more positive and collaborative workplace.
If you'd like to explore more strategies to support your neurodivergent team members or to help yourself, I invite you to book a free 20-minute session with me. Schedule your complimentary call here.
Tamzin Hall, The Neurodiversity Academy & Tamzin Hall Coaching Meet Tamzin Hall, the visionary founder of the Neurodiversity Academy.
With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
At the core of Tamzin's approach is a commitment to work-life balance, fostering a comprehensive understanding of ourselves and others, and ensuring that employees feel not only happy but also understood and successful.
