The Autistic Project Manager: My Journey Through Project Management

Join me as I launch this new podcast, The Autistic Project Manager. I will share my experiences from a 30-year career in Finance, Business, Project Management, and as the CEO of my consulting company.

I discovered I was on the spectrum six years ago, near the end of my career. This revelation was a turning point. I finally understood why I often felt "in the world, but not of the world." I had always felt different and often like a troublemaker. However, I was also an extremely competent and successful Manager, CEO, and Program Director. Now, I want to share my struggles and learnings to foster a greater understanding of how a high-functioning autistic person behaves and thinks.

Some of the subjects I will cover include:

• My personal experiences

• Managing teams effectively - the Autistic edge and challenge

• Building project plans - enhanced problem solving and planning skills

• Leading my own company

• The recruitment process, both as a recruiter and a candidate - the challenges and the clarity

• Navigating corporate and government environments

  
  

Neurodiversity as a Project Management Superpower: Unlocking Autistic Strengths in the PM World

Managing projects and leading teams can be challenging for anyone. For someone on the autism spectrum, these challenges often come with unique twists. Yet, these differences can also become powerful strengths. The podcast shares a personal journey through the world of project management, recruitment, and leadership, highlighting how neurodiversity can be a real asset in these roles.

Navigating Team Management as an Autistic Leader

Managing teams requires clear communication, understanding diverse personalities, and keeping everyone aligned on goals. For me, this was a complex task. I often found traditional social cues and informal interactions difficult to interpret. This sometimes made team dynamics feel like a puzzle as I stuggled to understand how people's hidden agenda's worked against me and the project. I tend to work on evidence and trust but sadly not everyone does so navigating the 'personal' was always a challenge.

Despite this, I developed strategies that played to my strengths:

• Solving Complex Situations: I see most things as a puzzle, blocks of information that I can rearrange into a framework, a plan, or a solution. This is my biggest strength.

• Detail-oriented Planning: I focused on creating clear, structured plans that left little room for ambiguity.

• Consistency: I maintained steady expectations and routines, which helped the team know what to expect.

• Direct Communication: I preferred straightforward, honest conversations, which built trust over time although many found this approach of mine challenging.

  
  

These approaches helped me build effective teams, even when I felt like I didn’t quite fit in socially. My experience shows that autistic leaders can bring clarity and reliability to team management, qualities that many teams need.

Building Project Plans with Precision and Focus

Creating project plans is often seen as a routine task, but it requires balancing many moving parts. For me, the ability to hyperfocus was a major advantage. I could dive deep into details, anticipate potential problems, and develop thorough timelines.

Some key lessons from my experience include:

• Breaking down complex projects into smaller, manageable tasks.

• Using visual tools like charts and timelines to keep track of progress.

• Allowing extra time for quality checks and unexpected issues.

  
  

This methodical approach reduced errors and kept projects on track. It also helped me communicate plans clearly to stakeholders, which is crucial in any project.

Me as CEO - circa 2007

Leading My Own Company as CEO

Running my own company brought new challenges and opportunities. As CEO, I was responsible for everything from strategy to daily operations. At the time I didn't know I was autistic, I just knew (as I had always known), that I was different and this meant I approached leadership differently:

• I valued structure and routine, which helped me feel less panicked when onsite at a new client environment

• I preferred face to face communication so that I could read and understand the person's reactions and then know how to respond. Sounds simple but for many people like me, we learn the way that emotions look on someone's face and stance and have a semi programmed understanding of how to respond

• I found that the written word can so often be misconsruded so I would often ask one of my staff or colleagues to check my emails prior to sending becuase I have a tendancy to sound very direct and too the point which can unsettle some.

• I was selective about meetings, choosing those that added real value.

• I hired the right people, including a senior people person to run my Professional Services division.

  
  

At times, I struggled with networking and informal social expectations, but I found ways to connect through shared goals and clear communication. Leading a company taught me that success comes from understanding your strengths and finding ways to work with, not against, your natural tendencies.

Recruiting was easy, being recruited was very hard

Recruiting Hundreds of People: What I Learned

Recruitment was one of the most revealing parts of my journey. Hiring hundreds of people gave me insight into what makes a good fit beyond just skills and experience. I learned to:

• Look for candidates who bring diverse thinking styles.

• Value honesty and clear communication during interviews.

• Create structured interview processes that reduce bias.

  
  

My own experience of feeling out of place in traditional workplaces made me sensitive to the importance of inclusive hiring. I aimed to build teams where different ways of thinking were welcomed and supported.

The Challenge of Being Hired

Trying to get hired myself was often frustrating. Many environments felt rigid and unwelcoming to someone who didn’t fit the usual mold. I faced misunderstandings and missed opportunities because of how I communicated or behaved.

This experience reinforced the need for workplaces to:

• Recognize the value of neurodiverse candidates.

• Adapt interview and onboarding processes.

• Foster cultures where everyone can thrive.

• Recognise that what is often accepted behaviour for men is frowned on for women. For example, men are quite often overly

  
  

It also motivated me to advocate for change and share my story, hoping to open doors for others like me.

Finding My Place in Corporate and Government Environments

Corporate and government settings often have strict rules and expectations. For someone who never quite fit in, navigating these spaces was exhausting. I struggled with unwritten social rules and the pressure to conform.

Still, I found ways to succeed by:

• Focusing on my work quality and reliability.

• Seeking allies who understood and supported neurodiversity.

• Creating personal routines to manage stress.

  
  

These strategies helped me survive and sometimes thrive, but they also highlighted how much workplaces need to evolve to be truly inclusive.

Embracing Neurodiversity as a Strength

My journey shows that neurodiversity is not a barrier but a source of strength in project management and leadership. Autistic traits like attention to detail, honesty, and deep focus can improve how projects are planned and executed. Being different also brings fresh perspectives that challenge the status quo.

For organizations, embracing neurodiversity means:

• Creating flexible work environments.

• Valuing diverse communication styles.

• Recognizing the unique contributions of every team member.

  
  

For individuals on the spectrum, it means understanding your strengths and finding roles that fit your style.

See the Podcast here