By Hannah Litchfield
(2024 LYP Program Participant & Scholarship Winner)
Looking back to my days in elementary and high school, I remember how much I loved to learn. School felt very natural to me, almost effortless at times, and I thrived on organizing ideas, using my imagination and memory, solving complex problems, and excelling in the classroom. My mind was a tool I could rely on, and I rarely gave much thought to how I accessed or used it.
During my undergraduate years at Western University, things shifted. As I navigated significant mental health challenges, I found myself struggling to engage in the ways I once did. Tasks that had always come easily for me felt overwhelming, and I began questioning my abilities. For the first time, I had to confront the idea that my brain didn’t always work the way I wanted it to—and that realization was both frustrating and humbling.
It wasn’t until I returned to my education and discovered accessibility options that things started to change. I learned that I could approach tasks differently, using strategies that worked with my brain instead of against it. This shift led me to explore the concept of neurodiversity—a term that reframed my understanding of myself and my strengths—and inspired me to see my way of thinking not as a challenge but as an asset.
What is Neurodiversity?
Neurodiversity is the recognition that there is no “normal” or “right” way for brains to work. Instead, it views neurological differences—such as attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), dyslexia, or mental health conditions—as natural variations in the human experience, much like diversity in race, gender, or culture. It challenges stereotypes and embraces the idea that everyone processes the world in their own unique way, bringing strengths and insights that can enrich teams, workplaces, and communities.
For example:
A person with autism spectrum disorder (ASD) might have exceptional focus, attention to detail, or unique problem-solving strategies.
Someone with ADHD might thrive in dynamic, fast-paced environments, generating creative ideas and adapting quickly to change.
An individual with dyslexia may bring innovative thinking and strong spatial reasoning.
Someone navigating anxiety or OCD might excel at risk assessment, planning, or meticulous organization.
People with mental health conditions or other neurological differences often develop strong resilience, empathy, or the ability to connect deeply with others.
In short, neurodiversity encompasses an incredibly broad spectrum of experiences, and no two people’s strengths or challenges are the same. It’s this diversity that brings richness and innovation when embraced fully.
The Power of Neurodiverse Leadership
When I joined the LYP Women’s Leadership & Career Development Program, I knew my neurodiversity was part of what I brought to the table, but I wasn’t always sure how to communicate its value. The program helped me own and articulate these qualities as strengths, rather than seeing them as weaknesses.
Part of how I show up as a leader is with tremendous empathy, self-awareness, and the ability to reflect deeply on my experiences. These traits allow me to value and appreciate complementary skill sets, which has been vital in my approach to team building. My brain, which thrives on order, organization, planning, and risk management, makes project management come naturally to me. I’ve also found that my curiosity, intentional thinking, and reflective nature make me articulate and thoughtful in how I communicate with others.
Through personalized feedback from Jean and Lilit, as well as collaborative discussions with an incredible group of women, I gained clarity on how these strengths contribute to effective leadership. I realized that being intentional and reflective, paired with my natural ability to organize and plan, allows me to lead with confidence, clarity, and intention. The program reinforced something I had already started to understand: leadership is about authenticity, inclusivity, and creating space for others to thrive.
Why Neurodiversity Makes Teams Better
The beauty of neurodiverse teams is the way they broaden perspectives and unlock creative potential. By including individuals with different ways of thinking, teams become more dynamic, adaptable, and effective.
For example:
Innovation: Neurodiverse team members often approach challenges in ways that others might not consider.
Collaboration: Diverse perspectives encourage deeper conversations and more thoughtful solutions.
Resilience: Teams that embrace differences are better equipped to handle uncertainty and complexity.
But embracing neurodiversity goes beyond inclusion—it’s about creating environments where everyone feels valued and empowered to contribute.
Four Steps to Embrace Neurodiversity in Teams
Here are four practical ways to foster environments that celebrate and support neurodiversity:
Make Room for Different Voices:
Create multiple ways for team members to share ideas, such as through virtual brainstorming tools, small group discussions, or anonymous feedback forms.
For example, a brainstorming session could include a written component where individuals can contribute at their own pace.
Focus on Strengths, Not Challenges:
Recognize and celebrate the unique contributions of neurodiverse team members. Highlight how their strengths enhance the team.
For instance, acknowledge a team member’s knack for spotting inefficiencies or their ability to think creatively under pressure.
Offer Flexibility in Workstyles:
Allow individuals to approach tasks in ways that align with their strengths, whether that’s through flexible hours, quiet workspaces, or alternative formats for delivering results.
A team member who thrives on structure might benefit from clear deadlines and step-by-step task breakdowns, while another might excel with more open-ended, big-picture goals.
Build Trust Through Inclusion:
Foster psychological safety by encouraging open conversations about differences and normalizing vulnerability.
Leaders can model this by sharing their own experiences and inviting others to do the same, creating an environment where everyone feels heard and supported.
Coming Full Circle: Building Spaces of Belonging
My journey has taught me that neurodiversity is about so much more than individual strengths—it’s about unlocking the potential of teams and communities. Programs like LYP reinforced that true leadership isn’t about conforming to a standard; it’s about embracing your authentic self and creating environments where everyone feels empowered to do the same.
This means prioritizing accessibility from the start, fostering psychological safety, and celebrating differences as essential to success. Looking back, I see how my experiences—from thriving in early education to navigating challenges and rediscovering my strengths—have shaped the way I lead. Neurodiversity has taught me to approach problems with creativity, value unique perspectives, and build spaces where others feel they belong.
When we embrace neurodiversity, we don’t just create better teams—we create better futures. By celebrating what makes each of us different, we open the door to innovation, connection, and a sense of shared purpose. That’s the vision I strive to bring to every project, every team, and every community I’m part of.
ABOUT THE AUTHOR
Hannah Litchfield is a dedicated advocate for empathetic leadership, accessibility, and fostering equity, diversity, inclusion, and belonging in every space she works. With an Honours Bachelor of Health Sciences (BHSc.), a Master of Management of Applied Sciences (MMASc.), and a Master of Science (MSc.) in Health Promotion from Western University, Hannah combines academic excellence with professional expertise to create environments where individuals and teams can thrive. A certified Project Management Professional (PMP) and Disciplined Agile Scrum Master (DASM), Hannah excels in communication, organization, and strategic planning. Her experience spans education and healthcare, where she has developed a reputation for leading with empathy, collaborating effectively, and designing accessible, inclusive initiatives that make a tangible impact.
Beyond her professional work, Hannah is committed to community service as a Board Member with Family Services Thames Valley (FSTV) and a Project Officer with the Global MINDS Collective. In her free time, she finds joy hiking with her sheepadoodle Fitz, skiing, cooking, and spending time at her family cottage.
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