Neurodivergent Leadership and Strategic Brilliance

Seeing the whole pattern—even when the path isn’t linear.

In the world of nonprofit leadership, there’s often an unspoken template for what “good leadership” looks like: linear, composed, always in control. But if you’re neurodivergent—if you process, organize, or prioritize differently—you already know that template was never built for you. And here’s the truth: that’s not a weakness; it’s often an advantage.

As someone with ADHD who’s spent more than 20 years leading large-scale initiatives, navigating shifting priorities, and translating vision into strategy—I’ve learned that what might look chaotic from the outside is often pattern recognition in motion. My ability to toggle between details and the big picture, to track multiple priorities at once, to scan across teams, deadlines, and deliverables—that’s not dysfunction. That’s design. And it’s helped me lead everything from multi-year health equity programs and international conferences to complex stakeholder coalitions and system-wide strategic planning.

Yes, managing ADHD inside nonprofit leadership can be demanding. Executive function fatigue is real. But so is the gift. Research shows that neurodivergent professionals, especially those with ADHD, tend to excel at divergent thinking, innovation under pressure, and holding multiple moving parts in mind simultaneously—strengths that are critical in fast-paced, resource-limited environments like ours. We tend to think in constellations, not in rows. And that nonlinear perspective often reveals what others miss.

What Helps (Backed by Science):

Neurodivergent leaders can thrive when systems meet them halfway—and when they know how to set themselves up for success. A few research-backed strategies that have helped me (and others) include:

• Externalize everything. Use visual systems like whiteboards, sticky notes, or color-coded calendars to get your thoughts out of your head and into view.

• Time-block instead of list-building. Assigning time—not just tasks—can help focus your energy and reduce overwhelm.

• Create transition rituals. Starting and stopping are often the hardest parts. Use music, movement, or a change of space to shift gears.

• Design around energy, not just time. Notice when your brain is most focused or creative, and align your work to match those rhythms.

• Delegate what drains you. You don’t have to do it all. Let your strengths lead—and let others support the rest.

Final Thought:

My experience is shaped by ADHD, but I know there are many forms of neurodivergent brilliance. If you’re navigating nonprofit leadership with a different kind of brain—autism, dyslexia, sensory processing differences—I see you. I’d love to hear what’s working for you. What rituals, systems, or habits help you stay grounded in the work?

If you feel comfortable, drop your insights in the comments. Let’s normalize sharing. Let’s build the kind of leadership culture that meets us where we are—and grows from there.

Here’s to nonlinear brilliance, systems that support you, and the quiet power of showing up exactly as you are.