Leading a team within your organisation can be difficult at times. Leading a team whilst also living with a neurodivergent condition doesn’t necessarily make life more difficult, but it may present different challenges. 

We know that living with a neurodivergent condition means that our brains receive and process information in a different way to our neurotypical colleagues. Not better or worse, not in a more or less effective way, just different. 

Can people with autism be good leaders?

People with autism can be excellent inspirational leaders and managers at work. But the challenges that neurotypical leaders face may be different to those faced by leaders living with autism. Here I focus on autism, but the same can be said for leaders living with another neuro difference such as ADHD, Dyslexia, Dyscalculia or other conditions.

Current estimates suggest that 80-85% of the population is neurotypical (i.e. living without a neurodivergent condition). It’s logical that most leadership books, articles and training you consume will be created by and for neurotypical thinkers. While you could take steps to follow the manual, and you will find some success using the advice and guidance, working with a coach can provide a personalised approach enabling you to maximise the strengths and qualities that you bring. I believe that to be the most effective leader or line-manager you should always be yourself. Be authentic in your behaviours and interactions. It can be exhausting acting the part of someone you are not, which doesn’t help anyone in the long term.

I have lived-experience of autism and more than 15 years’ experience managing teams in a business environment. My corporate background has given me a valuable understanding of the needs of an organisation and all the expectations and responsibilities that come with being a leader. 

Potential benefits of having autism as a leader

There are many positive traits associated with having autism that are desirable in leaders. It’s very likely that these are among the reasons why you have been selected and trusted for your role: 

• Subject matter expertise
• Attention to detail
• Logical thinking
• Problem solving
• Loyalty
• Determination
• Honesty 
• Trusted
• Reliable

Potential challenges of having autism as a leader

Having autism can bring some challenges as well. Some of the questions that can affect autistic people at work are listed below. A conversation with a coach can help you better understand the drivers of these challenges, and can identify practical strategies and coping mechanisms that you can use to be a more effective leader.

• What can I do to be an effective delegator without feeling a loss of control?
• How can I be available for my team while maintaining the boundaries I need?
• What can I do to help me identify the signs that a member of my team needs support?
• How can I develop more effective methods of communication with my team?
• How can I balance my natural desire to be open and transparent while respecting confidentiality?
• What can I do to prepare for a difficult conversation I need to have with a team member? 
• What can I do to manage my own anxiety while being an inspirational leader?
• How can I give my direct reports the support that they need?
• How can I be more accepting of flexibility to my routines?
• What can I do to make more effective use of my time at work to ensure my job doesn’t impact my family time?
• What can I do in social situations where I find small talk and informal conversation more difficult?
• Who can I turn to when I need support?
• Am I ready to step-up into a line manager role?

If any of these sound familiar to you, then now might be a good time to take action.

Support for neurodivergent leaders

You do not need a formal diagnosis to work with me. You may have received a diagnosis in later life. Or you may have only recently started to recognise traits that suggest you might be neurodivergent. Maybe you are self-diagnosed with no intention to get a formal diagnosis. Your neuro status and whether or not you choose to disclose to others in the workplace does not affect our conversations. Although we can certainly work through these decisions if you would like to. 

I also welcome the opportunity to work with neurotypical line-managers who would like to gain a better understanding of neurodivergent conditions. That may be to improve your working relationship with members of your team, your own line-manager or any stakeholders in the business that you work closely with. 

If you’re intrigued to find out how coaching can support you in becoming a more effective leader, then book in a free introductory call or send an email to hello@palmatumcoaching.com.

I offer reduced rates if you work for a registered charity in the UK. Contact me to find out more.