Seeing What Others Can’t: A Neurodivergent Perspective and Advantage

"Neurodivergent individuals bring unique perspectives that challenge the status quo. When we create environments that support their habits—like flexibility, movement, and quiet spaces—we unlock their full potential, which can elevate the entire team’s performance." ~ Brendon Burchard

Have you ever considered how one question can lead to multiple interpretations—and with them, entirely different outcomes? For neurotypical individuals, a question might be received and interpreted in ways that align with societal norms and expectations. But for neurodivergent individuals, that same question can spark a cascade of thoughts—seeking clarity, uncovering nuances, or exploring possibilities others might overlook. 

Unlocking Neurodivergent Brilliance: Turning Challenges into Opportunities

Neurodivergent individuals process the world in distinct and extraordinary ways. They’re the ones who search for answers that aren’t immediately obvious, often relying on their own interpretations when uncertainty arises. Because verbal nuances can sometimes be harder to pick up, they might take things literally. So, while you might expect a specific outcome from your request, you could end up with something unexpected—or even the bare minimum—not out of laziness, but because the specifics weren’t clearly communicated.

But here’s the truth: this difference isn’t a drawback—it’s an opportunity. Neurodivergent individuals bring fresh perspectives, innovative thinking, and unique skills that, when supported, can add extraordinary value to any organization. Let’s explore how we can recognize and nurture these strengths so they can truly thrive.

Facing struggles in the workplace—where being misunderstood feels like a constant uphill battle—has shaped my journey from dismissal to determination. This piece explores how neurodivergent individuals can thrive in the workplace and how leaders can create the conditions for that brilliance to shine.

Here’s Part 1, where we’ll explore how neurodivergent individuals can thrive in the workplace—and how you, as a leader, can create the conditions for that brilliance to shine. In this section, we’ll uncover why flexibility and trust aren’t just nice-to-haves—they’re the keys to unlocking neurodivergent brilliance

Flexibility Fuels Productivity

"Flexibility isn’t just a perk, it’s a leadership strategy. By trusting your team to work in ways that suit them best, you’re not just accommodating—you’re empowering them to deliver extraordinary results." ~ Brendon Burchard

Neurodivergence encompasses a range of cognitive differences, from ADHD to autism to being creatively gifted. While these individuals are incredibly diverse, they often share one common experience: sensory overstimulation, which can directly impact productivity.

But here’s the game-changer—when workplaces allow for flexibility in breaks and work environments, the results can be transformative. For neurodivergent individuals, it’s not about the number of hours worked, it’s about the quality of what they produce. By focusing on outcomes rather than rigid structures, we unlock their full potential.

Questions for Leaders:

• Are you willing to have your team work both from home and at the office at times they prefer?
• Do you dare to trust they will do the work and, more importantly, can you give specific assignments linked to targets so you can trust it will work?

Movement as Medicine

Back in the day, I worked at a business where they also taught Tai Chi. Imagine my excitement when I realized the same instructor from my local classes was teaching there too! It was like a dream—I could attend Tai Chi after work hours, right in the same building.

Tai Chi, with its slow movements, focus on stability, and energy flow, became my go-to for releasing tension and shifting my focus. When our offices transitioned to open layouts, you’d often find me in the back of the room, flowing through a series for everyone to see. I needed regular breaks—typing for long stretches just wasn’t sustainable for me—so why not combine those breaks with movement?

Questions for Leaders:

• What can you do to maximize your break?
• How can you encourage your team to take moments to stretch, reset, and recharge?

The Power of Processing: How Breaks Unlock Neurodivergent Brilliance

Just as movement recharges the body, flexibility recharges the mind. For neurodivergent individuals, these moments of pause aren’t distractions—they’re where the magic happens.

Neurodivergent people think and process differently. We need breaks to process—time to walk, sit, or simply not think at all. The magic is that our minds keep working in the background, and these moments of refreshment recharge us.

This principle applies at the start and end of the day, too. Avoiding the stress of traffic and easing into the day by working from home while enjoying breakfast can make all the difference. Similarly, leaving work before traffic jams and taking time to reflect on the day can lead to last-minute insights or actions. Even jotting down notes before heading home can set the next day up for success.

To outsiders, this might seem lazy or demanding. But supporting these practices—and, more importantly, not stripping them away due to management changes—can unlock incredible potential. Taking away these privileges diminishes the ability to think outside the box. Removing opportunities for one-on-one conversations or real-life collaboration risks missing crucial information. It’s in these moments of distraction-free collaboration, often with real-world examples, that connections are made and missing components are found.

Questions for Leaders:

• What’s one rigid expectation you can let go of today to create a more inclusive, high-performing team?
• How can you create space for neurodivergent individuals to thrive without micromanaging their process?

Claiming Your Space, Claiming Your Energy

I was never a fan of open office floor plans. I need a dedicated table and seat, especially with my special keyboard, chair, and foot support. But if I came in late, chances were someone had already taken my spot—despite the note I’d left asking not to change any settings and sharing when I’d be back.

How I handled it depended on my plans for the day. If I had a meeting, I’d let them know when I’d return. If I was heading out to meet clients or suppliers, I might leave earlier—unless I needed to prep. But if I was staying, I’d ask them to move. This wasn’t easy for me as a natural people pleaser, but when it came to my body and avoiding the hassle of resetting my workspace, I found it surprisingly easy to stand my ground—without apologizing.

One thing I really disliked about moving places was where I’d end up. So, whenever I started working somewhere new, I’d negotiate a spot near a window. It had two big advantages: fewer distractions (no rows of people walking by) and natural light. That didn’t mean I stayed glued to my desk, though. I’d often wander around the office, finding moments to connect or recharge.

Questions for Leaders:

• Do you have places that give neurodivergent people (and others) the chance to do their best work without distractions?
• Are you open to creating quiet spaces or offering tools like noise-canceling headphones to support focus?

Connection and Quiet Power

During the times I would be away from my desk, you would likely find me talking 1:1 with someone else. I would find them in cubicles, sit at the company restaurant, a corner near the coffee machine/kitchen, or outside if the weather allowed it. Sitting outside was always my go-to place, especially when the sun would be shining.

Having 1:1 time with others (sometimes also with multiple people) was the best way to gather the information I needed to get to answers needed for writing documents, answering problems—you name it. Answering emails is something I would do at the end of the day. Often the security guard would walk by or, worse, the lights would go out with me still inside, since I loved working in the quiet hours, without any disturbance. This is when I would function at my best.

Questions:

• What would happen if you trusted your team to work in the way that suits them best? Could the results exceed your expectations?
• Can you let them work where, when, and with whom they want as long as they produce the results? You might be surprised at the outcomes when you let go of control, which is often more about convenience than necessity.

What You Can Do for Neurodivergents in the Workplace

"Psychological safety is the bedrock of high performance. When neurodivergent individuals feel safe to advocate for their needs—whether it’s a quiet workspace or flexible hours—they’re not just surviving, they’re thriving." ~ Brendon Burchard

Here are some things you can do to make your life a bit easier, especially when working with neurodivergent people:

• Trust them to do their magic. But in order to let them do so, make sure you have been specific enough about what it is you want them to do.
• Check if they are on the same page and give them the possibility to either reach out to you and/or someone else who can give the guidance they need. Once they know what the goal is, you might be surprised by their ability to think outside the box, creating an overview, and taking things to a level you never thought of yourself.
• Make sure there are places that feel inviting and without any distractions. If that’s not possible, think about noise-canceling headphones, but when you do, also make sure they won’t get startled when being unexpectedly approached.
• Ask what your neurodivergent people need to work best and see how you can accommodate them best.

Last but not least: It’s when flexibility is introduced that choices can be made on how to perform best.

Question:

• What are you willing to do to make this an inclusive place, which can take your business to the next level?

Reflection on the How and Why

"When you create a workplace where everyone—neurodivergent or not—feels empowered to bring their best, you’re not just building a team, you’re building a legacy. You’re showing what’s possible when we lead with empathy, trust, and vision." ~ Brendon Burchard

There’s a reason I shared this story with you. I am neurodivergent—more specifically, one of the creatively gifted. My entire life, I’ve had a unique way of comprehending and explaining things, often through metaphors and stories. Explaining has always come naturally to me, but staying on track has been my challenge. My thoughts pop up like fireworks, and I want to share them all at once. While this might sometimes come across as disinterest in others, I always circle back to the original topic. Writing, however, allows me to align everything and bring it all together again.

The real challenge has been understanding what others want from me. With experience, I’ve learned to ask questions until I’m certain we’re on the same page—especially when I’m speaking on behalf of others, like my local clients. When it comes to advocating for myself, I’ve improved significantly, but I still encounter moments where people interpret things differently than I intended. In those cases, I work to realign the conversation to what I believe is relevant for the bigger picture.

Question: 

• How can you ensure every conversation leaves both parties feeling understood and aligned? Even if all the people you talk to are neurotypical individuals, checking if everyone is on the same page can and will make all the difference.

You’ll be amazed at the quality of the results. In fact, they’ll likely exceed your expectations.

Some last Words:

The Steam Power Collective is almost here, and I couldn’t be more thrilled to invite you to join this transformative movement. This is your moment to step into a space where neurodivergent brilliance isn’t just recognized—it’s celebrated, nurtured, and unleashed. Together, we’ll shatter limits, redefine what’s possible, and create something extraordinary. Details are dropping soon, so stay tuned—you won’t want to miss this opportunity to be part of something truly groundbreaking."