Harnessing Neurodiversity: My Journey as an Autistic Project Manager and CEO
- Mar 1
- 4 min read
Updated: Mar 14
Join me as I launch this new podcast, The Autistic Project Manager. I will talk about my experience of a 30 year career across Finance, Business, Project Management and as a CEO of my own consulting company.
I didn't find out that I was on the spectum until 6 years ago, almost at the end of my career. I light went on and I finally understood why I always felt like I was "in the world, but not of the world". Always different, always a trouble maker. But.. an extremely compedant and successful Manager, CEO and Program Director. I realise now the struggle that I have been through and want to share some of the learnings from my challenges in the hope that a greater understanding of a high functioning Autistic person behaves and thinks. Some of the subjects will include;
More about my experience
What it was like for me to manage teams,
What it was like building project plans,
What it was like being a CEO of my own company,
What it was like doing recruitment myself. I've hired many hundreds of people,
What it was like trying to be hired myself
What it was like navigating a corporate and government environment where I just never fit in because I never did fit in.
I still don't fit in.
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.
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, 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.
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.
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. Being autistic meant I approached leadership differently:
I valued structure and routine, which helped me maintain focus.
I preferred written communication, which allowed me to think through responses carefully.
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 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.
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.
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