By Brett, the AuDHD Boss
As someone with both autism and ADHD, I’ve learned that thriving in the workplace means embracing my unique strengths. Over the years, I’ve developed strategies that allow me to lean into these strengths while navigating challenges. This approach has not only helped me succeed as an employee but also shaped how I support my team as a manager. In this blog post, I’ll share how I take a strength-based approach to neurodivergence, drawing from my own experiences and insights from Dr. Megan Anna Neff’s Neurodivergent Insights.
Understanding and Leaning Into Strengths
One of the most important aspects of taking a strength-based approach is understanding what you’re naturally good at and what excites you. For me, that means tapping into:
- Special Interests and Monotropic Focus:
When I’m fascinated by a topic, I dive in completely. This monotropic focus allows me to become an expert, consuming every detail until I can teach others about it. For example, social media strategy is one of my special interests. I’ve spent 20 years in this field, building expertise because I love it. On the flip side, I know what doesn’t energize me—budgets. For tasks like this, I lean on colleagues for support, focusing my energy where I can make the biggest impact. - Hyperfocus:
Hyperfocus is another strength that has helped me excel. It allows me to channel my energy into solving problems, especially when I’m learning something new or tackling a challenging project. - Communication and Hyper-Empathy:
Years of masking and studying people have helped me develop strong communication skills. I choose my words carefully and work hard to understand others’ needs. Hyper-empathy allows me to read the room, anticipate issues, and adjust my approach to ensure my message resonates.
Overcoming Challenges Through Strategy
Before my autism and ADHD diagnoses, I often felt like I was falling behind my colleagues. I’d wonder why tasks seemed so easy for them but were so hard for me. What I’ve learned is that I need a different way in.
For example, when faced with a new project, I use skills I developed as a former journalist:
- Ask Questions: I interview subject matter experts to learn everything I can.
- Learn Holistically: I synthesize that information into a system I understand, turning confusion into expertise.
These strategies have not only helped me overcome challenges but have also turned areas of struggle into strengths.
Applying Strength-Based Management
As a manager, my philosophy is simple: remove barriers so your team can succeed.
Here are some ways I apply this in practice:
- Clear Communication and Expectations:
I strive to provide transparency and ensure my team knows what’s expected. This includes giving advance notice of schedule or routine changes and offering flexibility whenever possible. - Creating Accommodations:
I encourage my team to share their needs. Whether it’s sensory breaks, flexible work hours, or alternative ways to communicate, I work to create an environment where everyone can thrive. - Matching Strengths to Opportunities:
I pay attention to what my team members enjoy and excel at. By aligning their strengths with the right projects and pairing complementary skills, I help create a more effective and energized team.
Lessons in Managing Emotions
One of my biggest learning moments came from a conversation with a colleague that got intense. While I was in hyperfocus mode, they needed a break. Recognizing this, I paused the conversation, took time to write down my thoughts, and revisited them when we were both ready.
This experience taught me the importance of self-awareness and adjusting my approach to accommodate others’ needs. As managers, we often sit with information longer than our teams, and it’s crucial to give them time to process and adjust.
Insights from Dr. Megan Neff
Dr. Megan Neff’s work on neurodivergent insights has been incredibly valuable. Some of her recommendations for autism-friendly workplaces include:
- Providing clear communication and expectations.
- Offering sensory breaks and alternative workspaces.
- Allowing flexibility in work schedules and environments.
These practices benefit everyone, not just neurodivergent employees, and they’re a cornerstone of my management style.
A Call to Action
Taking a strength-based approach to autism and ADHD in the workplace isn’t just about surviving—it’s about thriving. By leaning into your strengths, understanding your needs, and fostering open communication, you can create an environment where you and others flourish.
If you found this helpful, I’d love to hear your thoughts! Share your experiences in the comments below, and don’t forget to explore more resources on my website and YouTube channel.
About the Author:
Brett, the AuDHD Boss, is a corporate manager with over 10 years of leadership experience, specializing in creating inclusive workplaces for neurodivergent professionals. They share insights and strategies for thriving with autism and ADHD in the workplace.