How to Communicate Problems Without Sounding Like You’re Making Excuses
Have you ever felt like you were giving context to a problem at work, only to have it dismissed as an excuse? Or do you feel your approach to problem solving at work is misunderstood? If you’re autistic, ADHD, or both, this can be a frustrating reality. Our natural tendency to provide detailed explanations, explore nuances, and problem-solve thoroughly can sometimes clash with workplace expectations for concise, high-level communication.
I’m Brett, the AuDHD Boss—an autistic leader with ADHD—and I’ve been there. In this post, I’ll share strategies I use as a corporate leader to balance context and conciseness so you can communicate problems clearly, avoid misunderstandings, and showcase your strengths.
Why Context Can Be Misunderstood
As neurodivergent professionals, we often process and communicate information differently:
- ADHD brains can love diving into the story—connecting dots, explaining why something happened, and troubleshooting every step.
- Autistic brains often value precision and context. We want others to understand the full picture so we can solve the issue at its root.
But in corporate environments—especially when talking to senior leaders—this detailed approach can sometimes backfire. Neurotypical managers might perceive our explanations as:
- Excuses (“They’re avoiding accountability.”)
- Complaints (“They’re focused on problems, not solutions.”)
- Overexplaining (“They’re giving me too much information.”)
While we know this context is valuable, it’s not always received that way. So, how do you adjust your communication style without losing yourself in the process?
A Framework to Communicate Effectively
Here’s the strategy I use to provide context while keeping things concise. It’s simple, actionable, and focuses on delivering what your boss or coworkers actually need.
1. Start With a Clear, Simple Summary of the Problem
Begin with the what:
- What’s the problem?
- What’s the immediate impact?
Think of this like setting up a headline for a news story. Keep it short, specific, and easy to understand.
Why it works: Your audience now knows the core issue in one sentence. This earns you their attention before diving deeper.
2. Offer Solutions or Ask for Input
Once you’ve outlined the problem, pivot to the solution or next steps. Managers don’t just want problems—they want to know what’s being done to address them.
Why it works: You’re showing initiative by presenting solutions, not just pointing out problems. This positions you as a problem-solver.
3. Keep Context Minimal Unless Asked
Here’s where it gets tricky: You’ve likely done a ton of research or analysis leading up to this conversation. It’s tempting to share all the details—but most managers only need key highlights.
If you’re asked for more context, that’s your cue to share the relevant details. If not, keep it concise.
Why it works: You’re sharing your thought process in a way that’s factual, focused, and actionable. Avoid “defensive” language that could sound like you’re justifying mistakes.
When Misunderstandings Happen?
Sometimes, even with the best intentions, our ability to see patterns and anticipate problems can be misinterpreted as complains to a non-neurodivergent mind. So, what can we do?
Be Neutral and Factual
Stick to “just the facts” when explaining a problem. Avoid passive aggressive wording or defensive language that could be seen as finger-pointing or complaining.
Frame Concerns Constructively
If you need to share risks or roadblocks, frame them as opportunities for improvement. Managers are more receptive when concerns come with solutions.
Know When to Dive Into Details
Not every problem requires a deep dive—especially in group settings. Save detailed explanations for one-on-one conversations with your manager.
Tip: If you’re unsure how much detail to share, ask:
“Would it be helpful if I provided more background?”
This gives your audience control over how much context they need.
Why This Matters: Highlighting Your Strengths
Balancing context and conciseness isn’t about “fixing” yourself—it’s about ensuring your valuable insights and problem-solving abilities are heard and appreciated. Your attention to detail, thorough analysis, and ability to spot gaps are incredible strengths in the workplace.
By summarizing problems, presenting solutions, and keeping context clear, you’ll not only avoid misunderstandings but also position yourself as an effective communicator and leader.
Key Takeaways
- Start with the problem: Be clear, concise, and specific.
- Offer solutions: Show you’re thinking ahead and solving issues.
- Share context only if asked: Stick to relevant details to keep things actionable.
- Be mindful of tone: Frame concerns factually and constructively.
These strategies have helped me navigate communication challenges as an autistic leader with ADHD—and I know they can help you, too.
Who Am I?
I’m Brett, The AuDHD Boss—an autistic, ADHD leader with over a decade of corporate experience. My mission is to help neurodivergent professionals thrive in the workplace by sharing actionable strategies that work.
If you found this helpful, check out my YouTube channel for more tips on workplace success for ADHD and autistic professionals.