Neurodiversity, Strengths and Breaking the Mould — One Label at a Time

Let’s talk labels. Sticky things, aren’t they? And not always the useful kind, unless we’re organising the pantry.

For many neurodiverse (ND) individuals, including myself and my two sons,  labels have often felt like a box. A diagnosis. A deficit. Something that needs fixing. But what if we stopped seeing these as problems to correct, and instead started seeing them as lenses to understand?

Neurodiversity flips the old way of thinking on its head. Instead of seeing different ways of thinking as problems, it reminds us that everyone’s brain works differently and that’s something to celebrate. You’re not broken. You don’t need fixing. You’re brilliant, just as you are.

And yes, that includes those of us who’ve been described as “too much” or “not enough” in the past.

Breaking Down Stereotypes — Especially Around Strengths

As a CliftonStrengths coach and proud neurodivergent woman, I’ve seen how powerful it is when we shift the narrative. Take Command, for example my #3 talent, one of the least common themes Gallup sees, and often misunderstood. It’s not about bossiness. It’s about bringing clarity and decisiveness when the room is full of swirling opinions. It’s leadership in action and in the right context, it’s invaluable.

The same goes for neurodiversity. The challenge is rarely in the brain wiring itself , it’s in the world not being built to support it.

Language: The Bridge, Not the Barrier

This is why I’m so passionate about the role of a common language, like CliftonStrengths, in breaking down silos, not just between departments or generations, but between neurotypical and neurodivergent experiences.

When we all speak the same language of strengths, we move beyond assumptions. We see talents, not traits. We find connection instead of confusion. And that’s where trust and collaboration truly begin.

Gallup’s recent report, Diversity in the Workplace, backs this up: neurodiverse and neurotypical individuals don’t have wildly different Strengths profiles. We just experience the world with different intensity and filters and often bring unmatched creativity and insight like, Ideation and Strategic.

Disclosure and the Power of Being Understood

Now, I’m quite comfortable sharing my neurodivergence my youngest son is as well (in fact, he sees it as one of his greatest assets). But the truth is, only 5% of ND individuals have ever requested accommodations during a job application. Why? Fear. Stigma. Being labelled as "difficult" or "needy".

Yet, when people do disclose, the benefits are real: 🧠 Coworkers understand their work style better 🤝 Collaboration improves 💬 Managers offer more targeted support

Some organisations are getting this right. But there’s still so much room to grow.

Let’s Talk About Job Crafting

This is where Job Crafting comes in a concept I dive into in Career Unstuck. It’s about tailoring your role to align with your strengths, values and energy. It’s not about rewriting your job description, it’s about reshaping your experience of it.

For many neurodiverse individuals, job crafting isn’t a luxury. It’s a lifeline. It means asking:

• Can I work in a quieter space?
• Could I receive meeting notes in advance?
• Would it help if we broke that big task into smaller chunks?

Simple things. Powerful impact.

Not Everyone Wants to Be Called a Superhero

Now, I’ve heard people say things like “ADHD is my superpower” and if that’s empowering for you, fabulous! But not everyone wants to be a Marvel character before their morning coffee. Some days, it’s less “superpower” and more “just trying to make it through the team meeting without zoning out”.

And that’s OK too. We all have strengths. We all have struggles. Neurodivergent or not.

I use the language superpower because we ALL have them.

Here are some Practical Questions for Inclusion

For managers, try asking:

• “Is there anything I could do that would make your day run more smoothly?”
• “What helps you stay focused and do your best work?”
• “How do you prefer to receive feedback or updates?”

For neurodiverse individuals, consider sharing what helps you be at your best:

• “I do my best thinking when I have quiet time first.”
• “Written instructions work best for me.”
• “I’d appreciate a heads-up if there are changes to routines.”

As the Gallup report outlines, some of the most effective accommodations are beautifully simple:

• Flexible hours and remote work options
• Clear communication and expectations
• Dimmable lights or noise-cancelling headphones
• Regular check-ins — not micromanagement

The Real Goal? Inclusive Cultures Where Everyone Can Thrive

At the heart of it all is this truth: workplaces that work for neurodiverse people are better workplaces . Full stop.

Organisations that want to build inclusive, human-centred cultures must embrace individual strengths and empower everyone to show up authentically. That’s not just good for diversity, it’s good for business.

Let’s stop asking people to “fit in” and start asking: “How can we make space for everyone to shine?”