Leading Neurodivergent Talent

A flexible work environment has always been my dream. I’ve worked virtually for over a decade; long before it became a trend or a necessity. Honestly? If I ever went back to a job and they didn’t offer flexibility, it would be a deal breaker for me.

But as the leader of my company, I’ve had to confront a surprising truth: flexibility isn’t a dream for everyone. In fact, for some, it can be overwhelming; even a nightmare.

Meet Nate.

Nathan joined TAP as our Visual Communication Designer and has since grown into the role of Creative Design Lead. And no, I’m not just saying this because he’s my son. Our clients consistently rave about his work. He’s incredibly talented, deeply creative, and has a passion for music production that inspires everything he does.

Nathan was diagnosed with ADHD as a child and, at one point, evaluated for autism spectrum disorder. Like many neurodivergent kids, he faced real challenges: academically, socially, and emotionally. But in high school, he found his people. His confidence grew, and he began to recognize his strengths and explore ways to contribute in meaningful, creative ways.

At TAP, we’re a small but mighty team with a big vision. One of our top priorities is to foster a psychologically safe and inclusive workplace, one where people like Nate not only belong but thrive.

Hiring your child into your business comes with its own complexities. But add learning disabilities or processing challenges to the mix, and suddenly your leadership playbook no longer applies. What used to work, didn’t. What made sense to me; didn’t make sense to him. There were moments when I doubted my own leadership entirely.

When I offered Nathan a full-time role at TAP, he was thrilled. The flexible schedule, the creative space, the opportunity to do what he loved; it was everything he hoped for. But within a few months, he began to shut down. He felt overwhelmed. Lost. I had assumed he would thrive with autonomy, but it turns out that unstructured freedom can sometimes feel like chaos to a neurodivergent mind.

I was leading with trust, encouraging him to be bold and creative, but he needed more structure: not less.

Here’s what we learned:

Nathan thrives when:

• Tasks are broken down into clear, manageable pieces
• Priorities are clarified and deadlines are discussed collaboratively
• Check-ins are scheduled before due dates
• Expectations are set around work hours, but flexibility is still present

Some of the most helpful tools at TAP like our Time Blocking Action Sheet, were created during these very conversations. We didn’t just try to fit Nate into a mould. We rethought the mould entirely.

I’ve heard far too many leaders say, “If they can’t figure it out, they’re not the right fit.” But what if we asked a better question? What if instead of discarding talent, we started asking:

What do you need from me to thrive?

So many neurodivergent adults have untapped brilliance. But they’re often overlooked because traditional environments weren’t built with them in mind. The reality is: inclusive leadership takes intention. But the return on that effort? Exponential.

In fact, research shows that neurodivergent teams can be up to 30% more productive and significantly more innovative, with one study from Harvard Business Review noting that neurodivergent individuals often excel in pattern recognition, creative problem-solving, and strategic thinking.

That’s why Nate and I decided to share this story. Because your next incredible team member might not look like a “traditional hire.” They might process differently. They might need more structure, more freedom, or just a leader willing to ask, “How can I support you best?”

If you’re leading someone who’s struggling, don’t assume. Ask. Listen. Adjust. And keep the conversation going.

Because great leadership isn’t one-size-fits-all.

It’s flexible. It’s curious. It’s human.