Leading Through the Fog: A Neurodivergent Leader's Journey in Social Impact

There's a particular kind of loneliness that comes with being a neurodivergent leader in the social impact space. While the world sees the mission, the goals, and the potential for change, they rarely glimpse the internal battles we wage daily just to show up.

As someone navigating leadership with asocial personality disorder and depression, I've learned that building an organization from the ground up isn't just about strategic planning and vision-casting – it's about understanding and working with your own unique neural wiring.

The Hidden Challenges of Neurodivergent Leadership:

• When Imposter Syndrome Meets Purpose Sometimes, the weight of responsibility feels particularly heavy when your brain processes social interactions differently. The voice of imposter syndrome whispers louder, questioning every decision, every social media post left unwritten, every email waiting in the draft folder.

• The Dopamine Disconnect For many neurodivergent individuals, the traditional rewards system that motivates neurotypical people simply works differently. Starting an organization requires consistent energy output, but when your brain's reward system operates uniquely, finding that motivation becomes a daily challenge.

• Social Media and the Authenticity Struggle In a world where organizational success often hinges on social media presence, being asocial presents a unique challenge. How do you maintain an engaging online presence when social interaction depletes rather than energizes you?

Finding Your Way Forward:

1. Embrace Your Different Operating System Your neurodivergent mind isn't a bug – it's a feature. It allows you to see solutions others might miss and approach problems from unique angles.

2. Build Systems That Work For You Rather than forcing yourself into traditional leadership molds, create systems that accommodate your needs. This might mean:

3. Batch-creating social media content during high-energy periods

4. Setting specific "social interaction" hours with clear boundaries

5. Using automation tools to maintain presence without constant active engagement

6. Distribute the Load Leadership doesn't mean doing everything yourself. Consider:

7. Delegating social media management to team members who thrive on interaction

8. Creating clear processes that reduce decision fatigue

9. Building a support network that understands and complements your working style

Moving Forward:

As we streamline our organizational processes and build stronger support systems, remember that your worth as a leader isn't measured by your ability to conform to neurotypical standards. Your unique perspective and experiences are valuable assets in creating meaningful change.

The path forward isn't about pushing through despite being neurodivergent – it's about leading authentically because of who you are, challenges and all.