Leading Neurodiverse Teams: Why Great Managers Must Learn to Advocate
Tash Pieterse
Go from team member to a respected Leader that gets results, drives performance & lands big opportunities | Lead with Less Podcast Host 🎙️ | The People Leadership Coach
Managing people is never one-size-fits-all. But if you’re leading a diverse team and haven’t considered neurodivergence, you’re missing something critical - both for your team’s wellbeing and your performance as a leader.
In this episode of the Lead with Less Podcast, I sat down with HR consultant, workplace advocate, and founder of Spectrum Work Aotearoa, Laura Trethewey, to talk about the real world side of leading neurodiverse teams from practical support to deeper human understanding.
If you’ve ever asked:
How do I support a team member with ADHD, dyslexia, or another neurodivergence?
What if I get it wrong?
How do I lead when I’m still figuring out who I am as a leader?
Then this conversation is for you.
Why this work matters:
We all want to be seen, heard, and supported. But for neurodivergent team members, that need is often unmet - not on purpose, but because most leaders haven’t been taught how.
Laura shares that it’s not always about labels or diagnoses. Sometimes, the most powerful thing you can do is simply know your people.
✅ How do they like to communicate?
✅ What support helps them do their best work?
✅ What assumptions are you making - and what questions need to be asked instead?
3 Ways to Become a More Supportive, Inclusive Leader:
Whether your team is neurodiverse or just deeply human (it's probably both), here’s what Laura recommends:
1. Educate Yourself - But Don’t Rely on Labels.
Learning about ADHD, autism, and dyslexia helps, but don’t assume a label tells you everything. People experience the world differently - even with the same diagnosis.
Learn about your people and their personal experiences so you can adapt and adjust your support in meaningful ways.
2. Ask Questions Instead of Making Assumptions.
If something’s not working, ask:
What’s the actual challenge here?
What would support look like for you?
What helps you do your best work?
3. Normalise Workplace Adjustments - For Everyone.
Noise-cancelling headphones, flexible deadlines, visual workflows… these aren’t “special favours.”
They’re just good leadership. Accommodations don’t need to be expensive - they need to be thoughtful and considered for each person.
💬 Laura says it best:
“What’s the real cost of not supporting your people? It’s not just performance - it’s your humanity.”
Whether you're a new manager or a seasoned leader, this episode will help you reframe what real leadership looks like in an inclusive, modern workplace.
🎧 Dive into the full episode here:
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