"We're All a Bit ADHD, Aren't We?" Navigating Neurodiversity in Leadership

As a leadership coach, I often hear the phrase, "We're all a bit ADHD, aren't we?" It's a well-meaning attempt to relate, but it also minimises the lived experience of neurodivergent individuals. While everyone experiences moments of distraction or difficulty focusing, it's crucial to understand the difference between occasional experiences and the daily realities of neurodivergence. As part of Neurodiversity Awareness, I am sharing insights from my coaching experience and offering guidance for neurodivergent individuals, particularly those navigating leadership roles.

The truth is, while we can all relate to certain aspects of neurodiversity, we aren't all neurodivergent. It's like saying, "We've all felt a little sad, so we all understand depression." It diminishes the impact of neurodivergent conditions like ADHD, autism, dyslexia and others. My work with neurodivergent leaders focuses on helping them understand their unique cognitive profiles, celebrate their strengths and develop strategies for navigating the world in a way that works for them, not against them. This is far more complex than simply relating to a fleeting moment of distraction.

One of the initial steps I undertake with my neurodivergent clients involves assisting them in recognising and appreciating their unique strengths. Often, they have internalised societal perceptions that view their neurodiversity as a disadvantage. My role is to help them reframe this narrative. I encourage them to embrace their neurodiversity and regard it as an asset. This may include a remarkable ability to identify patterns, maintain intense focus when engaged, excel in creative problem-solving, or demonstrate a commitment to honest and direct communication. These qualities are not weaknesses but rather assets. They form the foundation upon which effective leadership is constructed. For my neurodivergent clients, I often recommend utilising ADHD-specific tools such as strength finders or cognitive assessments. These can provide a comprehensive understanding of their unique profile and executive functions.

For those aspiring to leadership roles, I offer the following advice that I share with my coachees: Embrace your neurodiversity. Do not attempt to conform to a neurotypical standard. Think of it as operating on different systems – one like Mac, the other like Windows, both aimed at achieving the same objective but in distinct ways. Your unique perspective is both valuable and necessary. Identify and connect with supportive individuals. Seek mentors and allies who understand your experiences and can provide support. Engaging with other neurodivergent leaders can be immensely affirming. Refine your communication skills. While being direct is frequently an asset, learning to adjust your communication style according to different audiences is essential.

Facing challenges such as social nuances, sensory overload, and bias can be daunting, but they are surmountable. I encourage my coachees to develop strategies for better interpreting social cues, advocating for necessary accommodations, or educating others about neurodiversity. Being a leader also involves showing resilience and serving as an example for others. By sharing your personal experiences and how you have overcome obstacles, you can inspire and empower those who are facing similar challenges.

Furthermore, improving leadership skills means practising effective communication, active listening, and empathy. Building a supportive network can offer guidance and encouragement when needed. Creating an inclusive environment where everyone’s voice is heard promotes collective growth and success. Your journey can pave the way for others, demonstrating that leadership is not just about directing people but also about uplifting and supporting them.

Remember, you are not alone. My role as a coach is to enable my coachees to find their own voice, embrace their authentic selves and lead from their strengths. I have seen the impact that neurodivergent leaders can have. They offer fresh perspectives, innovative ideas and a deep commitment to creating a more inclusive and equitable world.

If you are neurodivergent and considering a leadership role, I encourage you to pursue it. The world needs your unique talents and perspectives.

For years, The Activation Project has supported the development of neurodivergent leaders in sports through funding from Sport England and Sport Wales. If you want to learn more, please get in touch.