What could you recommend how company could manage this process effectively?

Yeah.

So, you know, you said something very important here, right? Sometimes you're closer, you know, to the people on the ground, specifically within that organization, right? So I'm gonna give you two quick anecdotes, um, from my, uh, career experience.

So I have worked at very large organizations, organizations that are forty thousand people plus, um, to organizations that are thirty-five hundred individuals, right? And what I find is that the smallest unit that you can communicate to is a manager to an individual contributor, and then it expands beyond that.

And so, you know, for example, let's look at a company like Google.

Google Alphabet is a huge organization that hires over two hundred thousand people globally, right? Sending one message from the CEO of the organization makes sense to two hundred thousand people.

You are not going to divide that message up into the ways that different people wants to receive it, but maybe you can customize it a little bit more when it comes to local communication.

Uh, and other side, uh, what should you do for, uh, saving this human touch in our communications?

Oh.

And so those three things came to a head at the same time, which is important to talk about.

Um, but more so than not, you know, since my diagnosis I have been super transparent, um, about it at work.

Um, so that way I can get, you know, additional support if I need that, et cetera.

But what it also means is that some experiences that I had in my earlier years shaped how that could have manifested itself.

So for example, you know, I have a company that I joined, um, that I was only at for about two months, and it was one of the very first roles that I had post college, and I was let go from that role because I was told that I was not respecting people's boundaries, right? And so essentially I was oversharing.

I was over asking.

[laughs]