Neurodivergence, Executive Leadership, and AI
A recent post on Linkedin had me thinking about my thirty-plus year career as a consultant and executive leader while living as someone on the "Autism Spectrum." That's in quotes because my diagnosis over the years has gone from childhood "does not play well with other children" to mid-life "Aspergers" and then the powers that be in psychiatry decided to mush that into "High Functioning Autism." Meh. I'm old enough to remember when homosexuality was reclassified, but I digress.
But, that post had me thinking back on various career challenges, and career triumphs, and the way that (like many other leaders) keeping the ship stable through the COVID supply chain and sales channel collapses was challenging and exhausting. Being wired the way that I am, I wanted a larger perspective than my own individual and singular life could ever provide. Because honestly, the last few years have been tough.
So I decided to apply my ongoing tests with AI (large language models) to finding some solid research on the topic of executive leadership by folks who are neurodivergent. Here's what ChatGPT 4o responded with after the prompt: "reliable source articles about neurodivergence and executive leadership."
Recent studies and articles highlight the intersection of neurodivergence and executive leadership, emphasizing both challenges and unique strengths.
Neurodivergent individuals, such as those with autism spectrum disorder, ADHD, dyslexia, and other conditions, often exhibit exceptional skills that can be advantageous in leadership roles. For example, many neurodivergent people excel in pattern recognition, problem-solving, and critical thinking. These traits can be particularly valuable in executive positions where innovative thinking and strategic decision-making are crucial (Nature) (ACRMS).
However, biases and stereotypes about neurodivergence still persist. Neurodivergent leaders often face misconceptions, such as the erroneous belief that they lack empathy or emotional intelligence. In reality, many neurodivergent individuals can possess strong emotional intelligence, which is critical for effective leadership. Emotional intelligence includes self-awareness, self-regulation, social awareness, and relationship management, all of which can be developed and improved over time (Fast Company) (ACRMS).
Furthermore, organizations that embrace neurodiversity report numerous benefits. For instance, SAP's neurodiversity program has significantly improved its innovation capabilities and employee engagement. Similarly, JPMorgan Chase found that participants in its neurodiversity program often outperform their neurotypical peers in productivity and efficiency (Fast Company).
In summary, while neurodivergent individuals can face unique challenges in leadership roles, their distinct perspectives and abilities can lead to significant advantages for organizations. Emphasizing a strengths-based approach and fostering an inclusive environment can help neurodivergent leaders thrive and contribute meaningfully to their teams and companies (Nature) (Oxford Academic).
Why did I use the AI? How better to test these new emerging tools than to see what they can do in the cracks where ordinary approaches would take days, or even weeks. That's why you want to hire neurodivergent leaders - systems thinking and efficiency focused. QED.
PS) You can see why you can’t trust AI in the image for this post. One balloon is insane, and the bridge is clearly graced with superfluous features. YMMV, but like all the shiny new power tools, if you aren’t engaged, you might end up enraged.