Every day, I pinch myself in disbelief that I get to work with some of the world’s most brilliant and innovative leaders. These individuals are not always household names. They are visionaries leading companies and driving change within large and often worldwide companies and organizations. Through my work as an executive coach and business advisor, I have noticed a fascinating pattern: many of these leaders share a common backstory of being perceived as different from a young age.
Some of the leaders I work with have been identified as neurodivergent—a term that encompasses a range of neurological differences, including ADHD, dyslexia, Asperger’s and autism spectrum disorders to name a few. These differences are often misunderstood, leading to labels that can overshadow the unique strengths they possess. These labels are also attached from childhood and cause trauma, bullying and treatment that places them in a “different” or “special needs” category.
Understanding Neurodivergence
Neurodivergence refers to the concept that neurological differences are natural variations of the human brain. In recent years, the conversation has shifted away from terms like Asperger’s syndrome and high-functioning autism to embrace a broader understanding of these differences. In turn, I am also starting to see that this divergent thought is a gift and a sphere of complete genius. When honored and honed, these leaders create the most brilliant success paths, most significant innovations of our time and the most impactful human experience within companies, cultures and societies.
The Overlooked Potential of Neurodivergent Leaders
Unfortunately, the potential of neurodivergent leaders is often overlooked. Traditional leadership roles and expectations may not align with their unique ways of thinking and problem-solving. Many are shunned, are disqualified in the early interview process or are fired for behaviors that are outside of protocols and rules governing systems that may be antiquated. However, when we learn to honor and leverage their strengths, we unlock incredible opportunities for growth and innovation within organizations.
Three Key Steps to Embrace Neurodivergent Brilliance
- Recognize, Honor and Act on Diverse Thinking: Start by observing and appreciating the unique ways neurodivergent leaders approach problems and make decisions. Recognize patterns and connections that may have been previously dismissed as unconventional. By doing so, you create an environment where their strengths can flourish, leading to breakthroughs in team dynamics and leadership effectiveness. Once the true genius of these leaders is identified as to where they fit and can master their positions, the gap filling comes with ease. Moving away from making everyone fit within a structured paradigm under certain conditions is why many cultures are experiencing success while others are struggling to keep great leaders employed and engaged.
- Shift Perspectives on Labels: Historically, labels like autism and ADHD have been viewed negatively, serving as barriers rather than pathways to understanding. It’s time to shift this perspective and see these labels as indicators of untapped potential and the mark of a truly elevated genius with much higher-than-average IQ and abilities. Many historical figures renowned for their genius were likely neurodivergent, and their unique ways of thinking propelled them—and society—forward. Discovering where the unique interests lie is the first step to finding the aligned role for each leader and even more important for divergent thinkers. When done well, these “different” leaders will move the needle for a company struggling in many areas. I’ve seen this come together in many teams as well as in profits and revenue growth in many clients – and in quick order.
- Harness Neurodivergent Genius: Identify the “North Star” for neurodivergent leaders—the areas where their strengths shine brightest. By focusing their attention on projects that align with their natural abilities, you empower them to make groundbreaking contributions. Support them by filling in the gaps with complementary team members, ensuring the entire ecosystem thrives. This requires someone who can work to really listen to and uncover the real gems of thinking that these leaders often are reluctant to share. I have been hired to “fix” an unruly leader’s behavior many times. I always welcome these opportunities since my approach is to find their sweet spot, uncover any sources of unresolved conflict and create a new blueprint where the individual and company flourishes again – and quickly.
A Personal Journey of Embracing Difference
Reflecting on my journey, I realize that my own experiences of feeling different and misunderstood have equipped me with the empathy, training paths and insight needed to support others. I once hid my intuitive and unconventional thinking out of fear and now I see these unique attributes as a source of strength and a true gift that many coaches and consultants miss. I always knew that a standardized platform in any area will always produce mediocre results at best. I saw this in my own company I lead for two decades. I also see this is every strategy session I facilitate. I am committed to helping leaders and teams uncover their unique brilliance and address the challenges they face. It’s the golden key – literally and figuratively. Helping all leaders come alive in their sphere of genius is the highest and most important work we can do for this world.
In conclusion, embracing neurodivergence in leadership offers solutions to many of the challenges companies encounter. This work is my passion, and I am grateful every day for the opportunity to help others discover and celebrate their own genius. If you are interested in learning more about how to harness the power of diverse thinking within your team or company, I invite you to reach out for a quick virtual conversation or to discover how I could help you or your leadership implement practices that work.
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