New From Petra Russell: Bridging the Gap; Leading as an Autistic Manager
Ken Carlson
Experienced Executive Coach and Leadership Trainer with a knack for working with Geeks; Specializing in Engineering, Science, Math, and Medical.
In early 2023, we began sharing weekly content (see below) with a focus on neurodivergent leaders and we truly hope it has made a difference for you. PricklyPear is a company dedicated to serving neurodivergent leaders. As Executive Coaches and Leadership Trainers Ken Carlson and Petra Russell, PCC, CPC, ELI-MP have had the opportunity to work with hundreds of neurodivergent leaders and coach them through many leadership and workplace challenges.
In this week's newsletter Petra writes about one of her autistic clients wanting to improve their leadership.
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Bridging the Gap: Leading as an Autistic Manager
When my coachee first came to me, they were shaken by a tough realization: what they thought was helpful leadership was being perceived as condescending and even bullying. Feedback from colleagues had left them questioning their future in management, and, more deeply, whether their autism made them unfit to lead.
“I thought I was doing well,” they admitted. “But now I wonder if I’m even capable of being a manager at all.”
This wasn’t the first time they had struggled with misinterpretation. A similar experience in a previous role had ended with a demotion—despite their genuine passion for leadership. Now, history seemed to be repeating itself. The fear was clear: What if my autism is a fundamental barrier to being an effective leader?
Reframing the Narrative
As a coach, I’ve seen many talented neurodivergent professionals grapple with this exact question. The instinctive response is often to retreat—to believe that because challenges exist, leadership isn’t an option. But instead of focusing on the perceived barriers, we took a different approach:
The Breakthrough
Over time, my coachee didn’t just regain confidence—they redefined what leadership could look like for them. They learned to ask, “How might my message be received?” before sending feedback. They developed ways to clarify intent in conversations. They sought out neuro-inclusive leadership strategies that helped bridge communication gaps.
Most importantly, they realized they weren’t “too autistic to be a manager.” They were a manager who happened to be autistic—and who could lead in a way that was both authentic and effective.
A Question for You
Have you ever doubted your leadership potential because of how you naturally communicate or process information? What strategies have helped you bridge those gaps?
At Prickly Pear, we specialize in coaching neurodivergent professionals to lead in their own way—without masking, without apology, and without giving up on their aspirations. If you’re ready to explore what leadership can look like for you, let’s start the conversation. Connect with me directly here: https://calendly.com/ourtimeisnow/30min
#Neurodiversity #Leadership #Coaching #AutisticLeadership #InclusiveWorkplaces #pricklypearconsulting
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Past Articles: Neurodiverse Leadership Resource Library
Want more resources on neurodivergent leadership? We are finding and creating resources for you. Watch this section expand every week.
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Staying In Touch
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4 天前This article beautifully highlights the journey of neurodivergent leaders and the importance of reframing challenges into strengths. It's inspiring to see how coaching can empower individuals to embrace their unique leadership styles. What strategies have you found most effective in fostering inclusive environments? I'd love to hear more about your experiences!