Neurodivergent Success Strategies

– By Carol Brochu, CCDP, CHRL, CWS –

Difference, Not Deficit: From Labels to Listening

Neurodiversity is a difference, not a deficit. “It is the concept that there are natural variations of the human brain,” reminding us that “different doesn’t mean less, and by embracing this perspective, we can create a world where everyone—neurodivergent and neurotypical alike—has the opportunity to shine.”

“The language that we use at times reinforces a perception of defect to be fixed rather than a difference to be valued and understood”.  To fit in, neurodivergent individuals have often learned to conform by masking their true selves, abilities, unique skills and perspectives.  This can manifest as a reluctance to disclose neurodivergent conditions, difficulty seeking support, and a lack of psychological safety.

“By not recognizing and valuing neurodiversity, organizations also miss out on the potential for innovation, creativity, and problem-solving that neurodivergent individuals can bring.  When we understand neurodiversity without judgment, we unlock the full potential of our humanity.”

“A medical model of disability looks at what is “wrong” with the person, not what the person needs. A social model focuses on strength, not shame, and places attention on what the person can do.”  It aims to remove barriers to accessibility through flexible work arrangements and environments that enable individuals to succeed.  Rather than focus on a “label” that needs to be controlled or fixed, our approach becomes one of understanding and awareness.

Creating the space for safety and understanding through conversations helps us to see the person beyond the label.  Supporting the development of success strategies to overcome barriers shifts the focus to the “what, when, where and how” of achieving peak performance.

The Wisdom of Belonging

Finding a balance between adapting to norms and embracing authenticity is crucial for both individual well-being and organizational success.

Brené Brown’s work on belonging highlights the distinction between fitting in and true belonging. “Fitting in means changing ourselves to meet external expectations, whereas belonging allows us to be seen as we are. When we mask, we settle for fitting in, often at the cost of genuine self-worth. Masking keeps us safe from judgment or exclusion, but it keeps us from feeling deeply known and accepted.”

Belonging fosters a sense of safety, allowing employees to unmask and engage in meaningful conversations.  It creates an environment where we feel understood and valued. This is how we grow—individually, as teams, and as organizations.

Self-Awareness and Flexibility in the Workplace

Self-awareness and flexibility are key—both for the employee and for the employer or coach. Having a clear understanding of communication styles and preferences can significantly reduce the risk of assumptions, particularly when it comes to social cues. If in doubt, ask with curiosity – seek to understand.

Social anxiety, sensory processing and environmental sensitivities are among the most frequently reported barriers when requesting accommodation. Some employees thrive in a busy workplace, while others do better in a quiet, isolated, or remote workspace.

There is no “norm” when working with neurodivergent clients or employees. There is no single “right” way of thinking, learning, or behaving. “Not everyone with a neurodivergent condition” will have the same experience of being neurodivergent. “If you’ve met one neurodivergent person, you’ve met one neurodivergent person. Each neurodivergent individual has unique strengths, challenges, and preferences.

Breaking the Myth of “Normal”

The concept of a “normal” brain is a standard that has been created based on the majority of people and is often used to judge or pathologize those who don’t fit that mold. Neurodiversity acknowledges that individuals experience the world in different ways due to variations in their brain’s wiring. We can understand these “atypical” patterns of thinking and behaving as part of a spectrum of human diversity rather than deviations from a norm.

We are long overdue to stop chasing the mythical unicorn of neurotypicality. “There’s no such thing as normal.” For many neurodivergent individuals, it’s not their wiring that causes distress – it’s being expected to function in systems not designed with their needs in mind.”

We are entirely ABLE to work, but not always in the same way. Every day can be a new story, a new triumph, a different challenge, and a solution. Neurodivergence in a team can offer unique skills and perspectives, contributing to creativity, innovation, and big-picture thinking.

From Challenges to Success Strategies

Neurodiversity coaching “helps people accept and celebrate their strengths.”  These can include:

• Exceptional Attention to Detail and Accuracy
• Strong Logical Thinking and Pattern Recognition
• High Levels of Creativity and Innovative Ideas
• Energy, Enthusiasm, and Spontaneity
• Ability to Hyperfocus Intensely on Engaging Tasks
• Resilience and Problem-Solving in Dynamic Situations
• Strong Visual-Spatial Reasoning and 3D Thinking
• Holistic Thinking and Seeing the “Big Picture”
• Heightened Empathy and Interpersonal Skills

Inclusion benefits everyone as we shift towards more future-ready, AI-integrated environments; our big-picture thinkers can lead the way.  Unlocking our strengths in a safe and supportive environment moves us beyond accommodation to focus on the success strategies that help us to choose a career path and workplace best aligned to who we are, what we have to offer, when we work at our best, where we work at our best, and how we achieve peak performance.

Coaching Neurodiverse Clients: Stigma-free Strategies for Empowerment and Growth

The goal in coaching neurodiverse clients is not to “fix” but to partner in discovering their own pathways to success. Here are key strategies to consider:

• Start with a strengths-based approach to build confidence and shift the narrative from deficit to ability
• Honour individuality over conformity
• Customize communication styles to suit individual preferences
• Create psychologically safe coaching spaces with sensory awareness
• Use structured, achievable goals and celebrate small wins
• Practice active listening and curiosity to foster trust
• Normalize flexibility and change in energy and focus

Foster environments where neurodiverse clients feel seen, heard, and empowered to thrive—not despite their differences, but because of them.

CPC Workshop September 16, 2025

Join us for “Neurodivergent Job Seekers: Practical Strategies for Career Success. This workshop is designed for career professionals seeking to be part of the next evolution of inclusive employment. You’ll leave with a better understanding of your clients, practical tools you can use immediately, and confidence in supporting one of the most overlooked groups in the labour market.