Why I'll die on the hill of strengths-based Coaching for Neurodivergent people...probably!

There’s a growing discussion in online forums, such as Linkedin, questioning the use of strengths-based approaches to framing Neurodiversity, often suggesting that this approach oversimplifies or romanticises the experience and its got me frustrated!

Whilst the main point of the argument (that it is important to avoid both pathologising or romanticising the neurodivergent differences of others) is absolutely valid, I worry greatly that rejecting strengths-based approaches outright ignores a vast body of psychological evidence – and denies Neurodivergent individuals a valuable tool for understanding themselves, building confidence, and achieving wellbeing."

As an experienced Coach who draws on a breadth of Coaching Psychology theory, the use of proven evidence-based interventions should be central to my practice.

So, I have to ask, what is the evidence for this position?

Multiple research studies demonstrate the value of a strengths-based approach.. One of the biggest reasons I founded a coaching practice dedicated to working with Neurodivergent professionals was the noticeable lack of application of these well-established psychology principals in support of my Neurodivergent community.

I noticed that everyone else had permission to reap the benefits of understanding themselves through a strengths-based lens...but not us...?

There is a real risk that by dismissing the power of evidence-based, strengths-focused self-understanding, we deny ourselves and other neurodivergent individuals an essential pathway to thrive.

Below I aim to shine a research-informed light on what a strengths-based approach is (and isn’t), why it matters, and how it can be practically applied in coaching, in navigating recruitment processes, and in requesting workplace adjustments.

Whatever your role or interest in Neurodiversity, I hope you find it helpful, and if you are starting to explore your identity as a Neurodivergent person, I hope it helps you with some useful perspectives.

A Strengths-Based Approach - what it is and isn't.

• Misconception: “Strengths-based = ignoring struggles”

• Clarification: "A strengths-based lens includes challenges, but contextualises them through understanding the environment and support needs."

  
  

• Misconception: “You’re saying I should see my ND traits as strengths”

• Clarification: “Not at all — strengths-based framing is one tool, not a mandate. It’s about offering a frame that some people find empowering.”

A strengths-based approach asks:

• What energises you?

• Which environments allow your best work?

• What skills or traits help you add value in a way that’s meaningfully different?

  
  

This approach also invites us to explore the inverse:

• How might your strengths sometimes show up in an unhelpful way?

• When does an environment undermine your effectiveness?

• When has a strength become a challenge for you.

A strengths-based lens about contextualising both strengths and challenges to better understand how to thrive.

Why Strengths-Based Coaching Matters: Evidence from Coaching Psychology

Decades of coaching psychology research validate the benefits of focusing on strengths for all coaching cohorts:

• Seligman et al. (2005) found that strengths-based coaching improved happiness, goal attainment, and reduced depressive symptoms.

• Rath & Conchie (2008) showed that organisations that focus on strengths experience higher productivity, engagement, and retention.

• Wood et al. (2011) found that active strengths use was predictive of sustained psychological wellbeing over time.

  
  

These findings make clear that a strengths-based approach isn’t a “nice-to-have” – it’s a powerful, evidence-based strategy for wellbeing, growth, and long-term success.

Why This Matters for Neurodivergent People

While the above studies apply broadly across neurotypes, a growing body of neurodivergent-specific research shows this approach is particularly impactful when tailored appropriately.

This research shows that, for Neurodivergent people, this approach:

1. Reduces Internalised Stigma and Improves Wellbeing

Positive self-identity is critical to anyone's success in the world. Botha & Frost (2020) found that autistic adults who developed a positive autistic identity reported less internalised stigma, lower anxiety and depression, and higher self-esteem. Reframing neurodivergence as a source of potential – not just deficit – can be a key factor in career resilience and mental health.

2. Improves Self-Awareness and Goal Achievement

Studies show that strengths-based coaching for neurodivergent people increases confidence, self-awareness, and goal clarity. Tonibator (2023) and Chown et al. (2021) highlight how understanding one's cognitive profile and unique strengths enhances engagement with work and life challenges, empowering people to advocate for meaningful support.

3. Boosts Recruitment and Retention Outcomes

In their landmark work, Austin & Pisano (2017) found that neurodivergent individuals who can articulate their strengths and value are more likely to succeed in recruitment and sustain long-term employment. From my own 15+ years in senior recruitment, I echo this wholeheartedly: those who understand and communicate their strengths clearly tend to be seen as more hire-able, be better supported, and be more likely to thrive when they enter the workforce.

What seems to be the concerns with this approach?

As I see it, I believe that people pushing back against strengths-based language are not against strengths per se — but this push back is a reaction to common experiences such as:

• Support needs being dismissed because of the assumption that Neurodivergence = Savant and thus doesn't need support.

• Being told that the challenges and barriers we have experienced aren’t real and we should just try harder.

• Being forced to use framing that doesn’t reflect our personal experience.

So, does a strengths-based approach negate support such as Workplace Adjustments?

In short, NO.!

It's a common misconception is that by framing neurodivergent traits as strengths we somehow undermine the need for adjustments.

This is an oversimplification that misses the contextuality of strengths, the implications of the social model of disability and the fact that adjustments are always about removing barriers to participation and performance.

Strengths are always contextual – what works brilliantly in one environment can hinder performance in another. This does not preclude the fact that a strength is something we excel at compared to others.

For example:

• My ADHD-driven hyperfocus allows me to deliver deep, high-output work (Strength) – but only when conditions support it (Challenge in some situations).

  
  

• Some autistic clients I support excel at bottom-up information processing, often spotting overlooked details and seeing connections where others don't (Strength) - but this depth of thinking takes more time to process and respond thoughtfully when asked for feedback (Challenge when this time is not provided)

Understanding this nuance aligns with the Social Model of Disability, which determines that disability arises from barriers in the environment – not from inherent deficits within an individual.

Adjustments, then, are not about fixing the person or about that person's lack of strengths, but removing barriers to participation and performance.

Framed well, adjustments are strategic enablers:

• An ADHD employee might say, “I’d benefit from a focus-enhancing environment to support writing this detailed report,” rather than “I need to reduce distractions.”

  
  

• An Autistic professional might ask to work from home to “access a sensory-controlled setting that supports deep focus.”

When we frame changes to the way something is done (an Adjustment) to be about enabling optimum performance, not just accommodating deficits, we empower both the individual and the organisation.

(Austin & Pisano, 2017; Tonibator, 2023).

My final thoughts...

When we examine it, a strengths based approach is not toxic positivity that insists everything is a gift or ignores the reality of disabling barriers.

True strengths-based practice is about developing honest, compassionate self-awareness that honors both what’s powerful about the way our brain might work AND what’s sometimes hard about that.

Its provides the opportunity for Neurodivergent people to actively build confidence, autonomy, and belonging, to reduce shame, support mental health, foster effective self-advocacy,.

We can hold two truths about ourselves and use our understanding of that tension to build real self empowerment.

As someone dedicated to empowering Neurodivergent professionals to thrive in the workplace I believe in it and see evidence of its value in how my clients thrive – and so I’ll continue to champion it.

So, why do I say I'll only PROBABLY die on this hill?

Well, whilst I can be damn opinionated, I also believe in choice AND evolving dialogue!

I believe everyone has the right to frame their own Neurodivergence in a way that works for them and I completely honor my peers right to dislike strengths based framing of Neurodivergence in relation to themselves.

What’ I believe is vital though, is that when we champion or challenge frameworks, we seek to understand the opposing narrative and base our discussion in evidence – not assumption.

When we come others online using frames we might not automatically agree with, lets get curious in understanding perspectives, and what their value might be. Let's ensure we do not turn complex, individual lived experiences into ideological battlegrounds, rather than opportunities for shared understanding and collaborative growth.

I’d love to hear what other people think.

What am I missing? Let’s keep the conversation going!

References

• Austin, R. D., & Pisano, G. P. (2017). Neurodiversity as a Competitive Advantage. Harvard Business Review.

• Botha, M., & Frost, D. M. (2020). Extending the Social Model of Disability to Autistic Adults: Positive Identity and Internalized Stigma. Autism in Adulthood.

• Chown, N., et al. (2021). Neurodivergent strengths awareness and life satisfaction. Frontiers in Psychology.

• Emerald. (2024). Is coaching really neuro-inclusive? A qualitative study. Equality, Diversity and Inclusion Journal.

• Rath, T., & Conchie, B. (2008). Strengths Based Leadership. Gallup Press.

• Seligman, M. E. P., Steen, T. A., Park, N., & Peterson, C. (2005). Positive psychology progress: Empirical validation of interventions. Journal of Positive Psychology.

• Tonibator. (2023). Impact of Neurodiverse Coaching. The Ahead Journal.

• Wood, A. M., Linley, P. A., Maltby, J., Kashdan, T. B., & Hurling, R. (2011). Using personal and psychological strengths leads to increases in well-being over time. Personality and Individual Differences.

• CHI Conference (2024). Co-designing assistive technology for neurodiverse employees.