Navigating neurodivergence at work: how coaching can help
- Katie Manasse
- Jul 3
- 4 min read
It’s well known that diagnoses of neurodivergences such as autism and ADHD have increased significantly in recent years. So what does this mean for you in your leadership role, and how can you best support your team?
I recently spoke to Nick Sellers on the Scaling New Heights podcast about this, and wanted to add some background and reflections to this discussion.
Understanding of autism and ADHD is progressing quickly, and it’s extremely likely this is having an impact on your organisation. Whether you’re exploring possible traits of your own, helping a team member on their journey towards diagnosis, or accommodating the needs of a colleague, client or service user who’s long been aware of their neurodivergence, there are things you can do to ensure that everyone feels well supported. Members of your team may have varying levels of comfort when it comes to requesting support at work - and some may be diagnosed but never disclose it - but by creating a safe and welcoming space with inclusivity in mind, you can actually benefit everyone, whether they’re neurodivergent or not.
My own journey
I first started exploring the idea that I was autistic in 2023, when I experienced what I now know to be autistic burnout. I sought a diagnosis (it’s a great privilege that this was available to me), and in the process of exploring this, I learned that I also have ADHD - something I had previously ruled out, laughing at how much I didn’t fit the criteria. I learned that I had honed the art of masking (adapting to fit in) to the extent that I couldn’t recognise the traits in myself.
I was diagnosed in early 2024, and, a year on, I’m still learning about what I need in different work situations. Experiencing burnout had a huge impact, which led me to consider all elements of my working life and take steps to tailor my work to suit my newfound understanding of myself and my needs. If I didn’t do this, the burnout would have worsened, and I feel sure that I would have had to stop working.
As the leader of two remote businesses, I have a high level of control over how, where, and when I work, which I appreciate is also a privilege. However, no matter how much control you have, it’s still hard work to make adjustments. For example, you may need to rethink your values, assumptions, and expectations, or consider best practice and what’s possible. Plus, everyone is different, and creating neuro-inclusive workplaces isn’t a one-size-fits-all task.
Why you should make a change
Neurodivergence, whether diagnosed or not, is a huge issue for a lot of people at the moment, so the chances are that it’s probably impacting your team. If it’s associated with burnout or other health conditions, it could also be costing you people, with regards to sickness and turnover. It costs at least 6 months’ salary to replace a staff member when they leave, and up to 18 months’ salary for senior leaders. Meanwhile, supporting neurodivergent team members can bring a whole host of benefits - from improving staff retention and job satisfaction, to reducing sick days and even attracting the best new talent.
It’s clear that looking after your team’s welfare isn’t just the right thing to do - it also makes financial sense.
So what’s next?
If you’re looking for ways to support neurodivergent team members, coaching could help you to create a plan and take practical actions that really make a difference. And if you need to find a coach who understands neurodivergence, then you really can’t do better than speaking to someone who’s neurodivergent themselves, so that’s where I come in!
As a neurodivergent specialist coach, I could help you to...
Identify and process challenges around neurodivergence at work
Come up with bespoke, workable solutions that are guided by your expertise and the specific needs of your organisation
Unleash creativity and expand your horizons
Improve communication and understanding amongst your staff
Set goals and bring about meaningful change that is aligned with your values
Get the support you need as a leader
Increase your revenue
If any of this resonates with you, I’d love to discuss how I can help. Book in a free discovery call here, and we can explore your next steps together.
(Note - I’ve based this blog post on a combination of my professional experience as a coach and business leader, and my personal experience of a late diagnosis of autism and ADHD. There are other neurologies that could be applicable here, but as I know less about them, I’ve focused on autism and ADHD in this post. I hope it will be helpful to apply to other brain types too! Also, I’m not a trained ADHD coach - this is a separate type of coaching and if you need an ADHD coach I can recommend some brilliant ones!)
Listen to the Scaling New Heights podcast episode wherever you get your podcasts.
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