The Real Brief Podcast

Advocating for yourself in the workplace is never easy. Add the complexities of being a neurodivergent professional, and it can feel downright intimidating. For years, I struggled to balance my unique needs with the unspoken norms of corporate life. But over time, I’ve learned that self-advocacy isn’t just necessary—it’s transformative.In this post, I want to share my journey and offer practical tips for advocating for your needs, whether you’re navigating life as a neurodivergent professional or simply seeking inspiration for creating a workplace that values individuality.The Challenge of Being “Different” in the WorkplaceI’ve always known my brain works differently. Whether it was processing information in unconventional ways, needing extra time to think through a problem, or feeling overstimulated by a noisy office, my neurodivergence made me acutely aware of how much workplaces are designed for a “one-size-fits-all” employee.For a long time, I thought I just needed to “fit in.” I pushed myself to attend every meeting, ignored the sensory overload, and pretended I was fine when I wasn’t. The result? Burnout. Frustration. And a sense that I couldn’t fully contribute the value I knew I was capable of offering.The turning point came when I realized that trying to conform to expectations that didn’t align with my needs wasn’t sustainable—or fair. I needed to start advocating for myself.Step 1: Understanding My NeedsThe first step in my self-advocacy journey was figuring out what I actually needed. This might sound simple, but for many neurodivergent professionals, identifying our needs can be complicated.For me, it meant asking questions like:* What environments help me focus and thrive?* What triggers stress or sensory overload, and how can I minimize those triggers?* What tools, structures, or schedules support my productivity and creativity?I realized I work best in a quieter environment, benefit from clear and detailed instructions, and need breaks during long meetings to recharge. Understanding these needs was a game-changer.Step 2: Communicating ClearlyOnce I knew what I needed, I had to communicate those needs. This was the hardest part. I worried about being seen as “difficult” or “high-maintenance.” But I also knew that staying silent would only lead to more frustration.I learned to frame my requests in a way that highlighted mutual benefits:* Instead of saying, “I can’t work in the office because it’s too loud,” I said, “I’m more productive in a quiet environment, so working from home twice a week allows me to deliver better results.”* Instead of asking vaguely for “support,” I got specific: “Noise-canceling headphones would help me focus better during busy days in the office.”When I presented my needs as opportunities to improve both my well-being and my contributions, I found that most people were willing to listen.Step 3: Setting Boundaries Without GuiltBurnout is a constant risk for neurodivergent professionals, especially in fast-paced workplaces. Setting boundaries became essential for me.I started limiting the number of meetings I attended in a day, blocking out time for focused work, and letting my team know when I needed breaks. I realized that boundaries weren’t about saying “no” to work—they were about saying “yes” to doing my best work.Step 4: Building a Support NetworkSelf-advocacy doesn’t have to be a solo effort. Over time, I found allies—colleagues and managers who respected my needs and supported my growth. Having people in my corner made advocating for myself less daunting and more empowering.Step 5: Practicing Self-CompassionEven now, there are moments when advocating for myself feels exhausting. There are days when I second-guess whether I’m asking for too much. But I remind myself that I have the right to work in an environment where I can thrive.Being neurodivergent isn’t a weakness—it’s a strength. And when I honor my needs, I’m able to bring my full self to the table.Creating a Workplace Where Everyone ThrivesIf you’re a neurodivergent professional, I want you to know that advocating for yourself is not only possible—it’s necessary. Your well-being matters, and your contributions are valuable.And if you’re a leader or colleague, consider how you can make your workplace more inclusive. Simple accommodations, open conversations, and a willingness to understand go a long way in creating an environment where everyone can succeed.💡 I dive deeper into these strategies in my latest video. Check it out to learn how to advocate for your needs and thrive in the workplace as a neurodivergent professional.What strategies have helped you advocate for yourself at work? I’d love to hear your thoughts in the comments. Let’s keep the conversation going!#Neurodiversity #SelfAdvocacy #WorkplaceInclusion #Leadership #NeurodivergentVoices This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Imposter syndrome—it’s that nagging feeling that we don’t belong, that we’re not good enough, or that we’re just faking it until someone calls us out. Sound familiar? You’re not alone. Imposter syndrome affects even the most accomplished individuals, from CEOs to creatives, making them question their abilities and dismiss their achievements. I’ve wrestled with these feelings too, but over time, I’ve developed a few strategies that help me keep them in check. Here’s a detailed look at the practices that help me quiet self-doubt and recognize my worth.1. Take Time to Reflect on AccomplishmentsWe live in a fast-paced world where it’s easy to rush from one task to the next without taking a moment to acknowledge what we’ve achieved. When I accomplish something—whether it’s hitting a career milestone, completing a project, or even navigating a challenging conversation—I intentionally take time to let it sink in. I pause, reflect on the effort it took, and remind myself that I earned it.Imposter syndrome often thrives when we dismiss our successes as “luck” or “timing.” But when we stop and recognize our hard work, we give ourselves credit where it’s due. Try writing down your achievements in a journal or keeping a folder of positive feedback from colleagues—it’s a great reminder of how far you’ve come.2. Focus on the Value You BringWhen self-doubt creeps in, it’s tempting to fixate on what we aren’t. Maybe you feel you’re not as experienced as someone else, not as charismatic, or not as skilled in a specific area. But here’s the thing: nobody is everything. Instead of dwelling on what you lack, shift your focus to the unique value you bring.Ask yourself: What are my strengths? How do I contribute? For me, I’ve found that my ability to think strategically, empathize with others, and approach problems creatively are assets that set me apart. When I focus on these qualities, it’s easier to remember that I belong in the room—credentials and comparisons aside.3. Seek Feedback from Trusted SourcesFeedback is one of the most powerful tools for self-awareness. I regularly ask for input from people I trust—my peers, employees, boss, friends, family, and even my wife. This isn’t about fishing for compliments; it’s about understanding how others perceive me, where I excel, and where I can grow.Hearing positive feedback can help balance out the overly critical voice in your head, while constructive feedback gives you actionable steps to improve. Both are invaluable. And here’s the thing: the people around you often see your strengths more clearly than you do. Let them remind you of what you bring to the table.4. Embrace Your HumanityWe’re all human, which means we’re all imperfect. Yet, imposter syndrome often tricks us into thinking we need to be flawless to deserve success. The truth is, we all make mistakes. We all have moments of uncertainty. And that’s okay.When I find myself spiraling into self-doubt, I remind myself that nobody has life completely figured out. The people we admire? They’ve made mistakes too. Embracing our humanity doesn’t mean settling for less—it means acknowledging that growth and learning are part of the process.5. Show Up and Do the WorkAction is one of the best antidotes to self-doubt. When I commit to something, I make it a point to show up fully and do the work, even when I’m feeling uncertain. Why? Because consistent effort builds confidence over time.Imposter syndrome might tell you, “You’re not ready” or “You’re not good enough.” But the truth is, readiness often comes through action. By showing up and doing the work, you prove to yourself that you’re capable—even if you don’t feel like it at first.6. Don’t Focus on CredentialsHere’s a tough truth: there will always be someone with more impressive credentials than you. If you let yourself get caught up in comparisons, imposter syndrome will have a field day. Instead, I’ve learned to focus on the results I deliver and the impact I create.Think about it: your credentials don’t define your worth. Your work ethic, creativity, and ability to solve problems do. While degrees and accolades are valuable, they’re not the only measure of success. Trust in your abilities, and remember that you’re more than a résumé.7. Celebrate Your WinsWhen was the last time you celebrated yourself? I don’t mean throwing a party every time you complete a project—I mean pausing to acknowledge your success and rewarding yourself in some way. Maybe it’s treating yourself to your favorite meal, taking a day off to recharge, or simply sharing your accomplishment with someone you trust.Celebrating your wins is more than just a feel-good moment. It reinforces positive behavior, builds confidence, and reminds you that your hard work is paying off. Imposter syndrome often makes us feel like we don’t deserve recognition, but celebrating your success is a powerful way to counteract that mindset.Final ThoughtsImposter syndrome can feel overwhelming, but it doesn’t have to define your story. By reflecting on your achievements, focusing on your unique value, seeking feedback, and embracing your humanity, you can start to quiet those doubts and step into your worth.Remember, no one has life completely figured out. We’re all doing the best we can, and you’re no exception. So, the next time imposter syndrome tries to tell you otherwise, remind yourself: you’re enough, just as you are.Let’s keep showing up, doing the work, and celebrating our wins—you’ve got this. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

In the world of leadership, the loudest voice often gets the most attention. But what if effective leadership isn’t about being the loudest? Observant leadership is an approach that prioritizes listening, empathy, and quiet strength, allowing leaders to connect deeply with their teams and foster a positive, open culture. Here’s why observant leadership might just be the superpower your team needs.What Is Observant Leadership?Observant leadership is a style that focuses on active listening, attentive observation, and careful response. Instead of always jumping into discussions or decisions, observant leaders take a step back to truly understand the people around them. They pick up on subtle cues in body language, tone, and unspoken tensions, allowing them to gain a deeper insight into their team’s needs and challenges.This kind of leadership is especially effective in today’s workplace, where teams are diverse, and remote or hybrid work often adds layers of complexity to team dynamics.5 Key Benefits of Observant LeadershipHere are five powerful ways observant leadership can elevate your effectiveness and support a healthy team culture:1. Builds Trust through UnderstandingObservant leaders develop a sense of trust with their team by taking the time to understand everyone beyond their job titles. When team members feel seen and heard, they are more likely to trust their leader and communicate openly. This trust forms the foundation for a culture where people feel safe to bring their full selves to work.2. Detects Potential Issues EarlyOne of the key strengths of an observant leader is the ability to recognize subtle shifts in team dynamics before they become serious problems. By staying in tune with things like body language, hesitation in responses, or changes in energy, observant leaders can address issues early. This proactive approach helps keep teams aligned and prevents small issues from becoming bigger ones.3. Creates a Culture of Empathy and OpennessTeams led by observant leaders often have a strong sense of empathy and openness. When people see their leader truly listening and caring about their perspectives, they feel more comfortable sharing their thoughts without fear of judgment. This approach builds a positive workplace culture where diverse ideas and perspectives can flourish.4. Empowers Team Members through TrustKnowing when not to act is one of the most valuable aspects of observant leadership. Observant leaders trust their teams to solve challenges independently whenever possible, creating space for growth and confidence. This empowerment leads to stronger problem-solving skills within the team and shows that the leader has faith in their capabilities.5. Develops a Holistic Understanding of the TeamObservant leaders go beyond the surface. By watching closely and paying attention to the big picture, they see how each person’s strengths and challenges contribute to the team’s overall success. This comprehensive understanding allows leaders to make thoughtful decisions that take everyone’s needs into account, leading to more harmonious team dynamics.How to Practice Observant LeadershipIf you’re interested in incorporating observant leadership into your style, here are a few simple steps to get started:* Listen Actively: Make a conscious effort to listen without interrupting. Allow pauses, and give people the space to share fully.* Observe Body Language: Notice body language, facial expressions, and energy shifts — these often reveal more than words.* Check In Regularly: Take time to ask team members how they’re feeling and address any subtle cues you’ve observed.* Give Space for Growth: Trust your team to solve problems on their own when possible. Step back and let them take ownership.* Reflect Before Responding: Rather than reacting immediately, pause and consider the context and emotions at play.Observant Leadership in ActionFor instance, if a typically engaged team member becomes quieter or seems distracted, an observant leader might check in with them privately. A simple, genuine question like, “I noticed you’ve been a bit quiet lately — is there anything on your mind?” can open the door for honest communication. Small actions like this demonstrate care and attentiveness, making a huge difference in team morale and engagement.Why Observant Leadership Matters TodayIn a world that often rewards the most outspoken, observant leadership offers a refreshing alternative. By practicing observation, leaders can gain insights that others might overlook, create a strong foundation of trust, and support a healthier, more empathetic workplace culture.Observant leadership isn’t about having the loudest voice in the room; it’s about having the clearest understanding of what’s really going on around you. If you’re a leader who listens more than you speak, embrace it — observant leadership may just be the key to unlocking your team’s true potential.#ObservantLeadership #LeadershipSkills #ListeningSkills #Empathy #TeamCulture #WorkplaceTrust #EmpoweredTeams #LeadershipDevelopment #QuietLeadership #EffectiveLeadership #WorkplaceCulture #LeadershipTipsFor more content visit: https://www.laurencepaquette.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

We all know those people who light up a room the moment they walk in, radiating natural charisma. But what if that’s not you? What if you’re the person who prefers to stay in the background, quietly observing, or contributing thoughtfully without needing to be the center of attention? The good news is that powerful leadership doesn’t require charisma. Leadership presence is something that anyone can develop, and it starts with authenticity.1. Confidence: Embrace Your Unique StrengthsPresence begins with confidence, but confidence doesn’t mean being outgoing or loud. True confidence is being comfortable with who you are and embracing your strengths. Maybe you’re a deep thinker, a great listener, or someone who stays calm under pressure. Lean into these qualities—they’re assets. Showing up with this quiet confidence speaks volumes and builds credibility, even without the flash of charisma.2. Be Fully Present: Engage in the MomentIn today’s fast-paced world, distraction is the norm. When you can be fully present in a conversation, people notice. They feel heard, valued, and respected. This deep engagement often comes naturally to introverts and quieter leaders who excel at active listening. By being present and engaged, you communicate genuine care and attention, which builds trust and connection.3. Speak with Intention: Less Can Be MoreYou don’t need to be the most talkative person in the room to have a commanding presence. In fact, speaking less can sometimes be more powerful. When you speak with intention—choosing your words carefully, and pausing thoughtfully—you show consideration and respect for your listeners. People will often remember the leader who speaks with purpose over one who dominates the conversation.4. Use Body Language to Communicate ConfidenceBody language plays a significant role in projecting presence. Standing or sitting up straight, making eye contact, and using open gestures can all convey confidence, even if you’re feeling a bit nervous inside. Avoid closed-off postures, like crossing your arms, as they can signal discomfort or disengagement. Simple adjustments, like leaning forward when someone else speaks, can make you appear more approachable and invested in the moment.5. Speak Clearly and Vary Your ToneYour voice is a powerful tool. You don’t need to be loud, but clarity and conviction make a lasting impression. Vary your tone to emphasize key points, avoiding a monotone delivery. A calm, steady voice can convey confidence and trustworthiness, even if you’re not a natural extrovert. People are drawn to leaders who speak clearly and thoughtfully.6. Lead with Empathy: Show Genuine Care for OthersEmpathy is a powerful component of leadership presence that doesn’t require charisma. When people feel that you genuinely care about them, they naturally respect you as a leader. Show empathy by asking questions, listening to understand, and validating others’ feelings. Empathy builds a foundation of trust and respect, drawing people to you because they know you’re there for them.7. Authenticity: The Key to Lasting PresencePerhaps the most important part of developing presence is staying true to yourself. Trying to mimic someone else’s charisma or style rarely works and often comes across as disingenuous. Authenticity is magnetic; people can sense when you’re genuine, and that builds credibility and respect. Embrace who you are and lead from that place of honesty and integrity. A quiet, authentic presence can often be more powerful than a loud, charismatic one.Presence Isn’t About Being the Loudest; It’s About Being YourselfDeveloping a strong leadership presence doesn’t mean changing who you are. It’s about embracing your strengths, showing up with confidence, and leading with empathy. Authentic presence leaves a lasting impact—not because of flashy charisma but because of genuine connection, trust, and respect. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

In today’s diverse workplace, the conversation around inclusivity often focuses on various dimensions of identity. However, one crucial aspect that deserves attention is neurodiversity. Neurodivergence, which includes conditions such as ADHD, autism, dyslexia, and more, signifies that individuals process information and experience the world differently. Embracing neurodiversity not only fosters inclusivity but also unlocks unique strengths within your team.Here are practical strategies to create a neurodivergent-friendly workplace, whether you’re a manager, colleague, or advocating for yourself:1. Mind the EnvironmentOne of the most significant challenges for neurodivergent individuals is navigating their physical work environment. Open-plan offices, with constant noise and bright lights, can be overwhelming. To support neurodivergent employees, consider the following:* Flexible Workspaces: Allow employees to choose quieter areas or work from home when needed.* Personalized Solutions: Small adjustments, like providing noise-canceling headphones or optimizing lighting, can greatly enhance comfort and productivity.2. Improve CommunicationClear communication is essential for everyone, but especially for neurodivergent individuals who may find verbal instructions challenging. Here are some ways to enhance communication:* Written Follow-Ups: Always provide written instructions or summaries after meetings to ensure clarity and retention.* Encourage Questions: Create a safe space for asking questions, and give team members time to process information before responding.3. Rethink Productivity ModelsTraditional productivity models often emphasize long hours and constant output, which may not suit everyone. Neurodivergent employees might excel with:* Flexible Work Hours: Allow short, focused bursts of work with regular breaks, enabling individuals to work at their best.* Outcome-Based Evaluation: Focus on results rather than rigid processes, empowering employees to find the best methods to meet their goals.4. Foster a Culture of OpennessEncouraging open conversations about how team members work best can create a supportive environment. Regularly ask questions like:* “How can I help you succeed?”* “What type of feedback do you prefer?”These discussions should be ongoing, fostering an inclusive atmosphere where everyone feels comfortable expressing their needs.5. Celebrate Neurodivergent StrengthsCreating an inclusive workplace isn’t just about accommodations; it’s also about celebrating the strengths of neurodivergent individuals. Many people excel in areas like:* Creative Problem-Solving: Unique perspectives can lead to innovative solutions.* Pattern Recognition: Skills in identifying trends can benefit teams immensely.By recognizing and celebrating these strengths, you communicate that diverse ways of thinking are valuable and essential to team success.ConclusionThe goal of creating a neurodivergent-friendly workplace is simple: cultivate an environment where everyone can thrive in a way that suits them best. Embracing neurodiversity is about more than making adjustments; it’s about valuing different perspectives and ensuring that all employees feel they truly belong.If you have ideas or experiences regarding creating inclusive environments, I encourage you to share them in the comments below. Let’s learn from each other and work together to build workplaces where everyone can excel! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Giving feedback is a crucial skill for any leader, but it can feel particularly daunting if you’re a quiet leader or someone who doesn’t naturally lean toward confrontation. As a leader, you know how important feedback is for growth and development, yet the thought of delivering it in a direct or confrontational way might not align with your leadership style. The good news? You don’t have to change who you are to give effective feedback. Instead, you can leverage your natural strengths as a quiet leader.In this blog post, we’ll explore some actionable strategies for giving constructive feedback in a way that aligns with your quiet leadership style, allowing you to be both effective and authentic.1. Thoughtful Preparation is KeyOne of the greatest strengths of quiet leaders is thoughtfulness. Before diving into a feedback conversation, take time to reflect on what you want to communicate. Why is it important? What impact does it have on the team or the project? Writing down your key points can help you organize your thoughts and ensure the message is clear and focused.By preparing thoughtfully, you can deliver feedback that is both constructive and devoid of emotional reactions. This reflective approach helps you stay calm, measured, and supportive.2. Frame Feedback as a ConversationRather than seeing feedback as a one-way street where you tell someone what they need to change, frame it as a conversation. Asking questions like, “How do you feel this project went?” or “What challenges did you encounter?” can make the other person feel heard and valued. It’s not just about pointing out what’s wrong—it’s about fostering a dialogue where both parties contribute to the solution.Quiet leaders excel in active listening, so use that strength to your advantage by encouraging the other person to share their perspective. This approach often leads to greater self-awareness and more openness to growth.3. Be Specific and ClearAs a quiet leader, you might be inclined to soften your feedback to avoid hurting someone’s feelings. However, general or vague feedback can lead to confusion. Being specific is much more effective. For example, instead of saying, “You need to communicate better,” try something like, “During the meeting, I noticed some key points weren’t fully explained. Providing more context next time could help the team follow along more easily.”Specific feedback is actionable and helps the recipient understand exactly what they need to work on, making the conversation constructive rather than critical.4. Balance Constructive Criticism with Positive ReinforcementIt’s easy to focus on what needs improvement, but recognizing strengths is just as important. Acknowledging what someone is doing well sets a positive tone for the conversation and makes them more receptive to feedback. Highlighting their strengths also boosts their confidence and motivates them to continue improving.For example, you might say, “You did a great job leading the discussion, but next time, adding more context could help the team stay on the same page.”5. Use “I” Statements Instead of “You” StatementsThis subtle shift in language can make a big difference in how feedback is received. “I” statements make feedback feel less accusatory and more observational. Instead of saying, “You missed the deadline,” you could say, “I’ve noticed the deadlines have been missed, and I’m concerned about how that’s impacting progress.” This approach helps avoid defensiveness and keeps the conversation collaborative.6. Provide Feedback in a Timely MannerWaiting too long to give feedback can reduce its effectiveness. It’s best to provide feedback soon after the event, while it’s still fresh in everyone’s mind. This ensures that both you and the person you’re speaking with have a clear understanding of the situation and can act quickly to address it.However, remember to choose the right moment. Avoid giving feedback in high-stress situations or when emotions are running high. A calm and supportive environment will help the person feel comfortable and open to receiving feedback.7. Make It a Dialogue, Not a MonologueFeedback should be a two-way street. After you’ve shared your thoughts, make sure to leave room for the other person to respond. Ask questions like, “How do you feel about what I’ve shared?” or “What support do you need to improve?” This not only shows that you value their input but also fosters a sense of collaboration and mutual growth.Final Thoughts: Quiet Leadership is a StrengthBeing a quiet leader doesn’t mean you need to force yourself into uncomfortable roles or adopt a more confrontational style. Instead, you can use your natural strengths—like thoughtfulness, empathy, and active listening—to give feedback that is both effective and authentic.Remember, the goal of feedback is growth, and your quiet leadership style can be a powerful tool in helping others improve and succeed. By preparing thoughtfully, framing feedback as a conversation, and showing empathy, you can make feedback a positive experience that fosters learning and development.💬 What strategies do you use when giving feedback? I’d love to hear your thoughts and experiences in the comments below! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

How do we continue working when grief feels overwhelming? In this episode, I open up about the recent loss of my best friend and colleague, and how it has affected both my personal and professional life. Grief doesn’t follow a schedule—it comes in waves, often when we least expect it. Balancing the demands of work while processing such a profound loss can be incredibly difficult. Join me as I share my journey through grief, the importance of giving ourselves the space to heal, and the reminder that while work is important, our loved ones and mental health must come first. This is a conversation we need to have more often in professional spaces. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Introverts have often been overlooked in the corporate world, where extroverts are seen as the natural leaders. But times are changing, and the unique strengths that introverts bring to leadership are gaining recognition. In this episode, I share my personal journey of navigating leadership as an introvert, the misconceptions I've faced, and the key qualities that make introverts exceptional leaders—from creative problem-solving to building deep connections with their teams. If you're an introvert or know one, this episode will show you why quiet leadership is powerful. Stay tuned for my next episode, where I’ll share practical tips for thriving as an introverted leader. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

In this episode, we explore one of the most underrated leadership tools: asking questions. Leaders are often expected to have all the answers, but sometimes, the best approach is to embrace curiosity. Learn how asking the right questions can build trust, foster creativity, and empower your team. Whether you're leading a diverse team or looking to grow as a leader yourself, this episode will inspire you to rethink how you approach leadership by leaning into the power of questions.Tune in and discover how you can lead with curiosity and create a more collaborative, innovative work environment. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Anxiety in the workplace is more common than we think, yet it's still treated as a taboo subject. In this episode, I open up about my personal experiences with anxiety, including panic attacks at work, and the importance of addressing mental health in professional settings. We explore common triggers like high workloads, perfectionism, and public speaking, and discuss ways to manage anxiety through self-awareness, physical exercise, and therapy. Join me as we break the silence, destigmatize anxiety in the workplace, and create a more open and supportive work environment. If this resonates with you, feel free to share your own experiences in the comments. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Feeling behind in life? You're not alone. In this episode, we tackle the pressure to hit certain milestones by a specific age and debunk the myth that success has an expiration date. From 30 under 30 lists to seeing old classmates on LinkedIn, it's easy to feel like you're not measuring up. But here's the truth: there's no age limit on achieving great things. We highlight inspiring stories of people who found success later in life—like Julia Child, Henry Ford, and Grandma Moses—and remind you that it's never too late to pursue your dreams or try something new. Tune in and let's change the narrative together. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com

Being an Autistic Leader: Breaking Barriers and Embracing NeurodiversityThe corporate world often values conformity as the key to success. Whether it’s how we communicate, think, or present ourselves, the pressure to fit in can be overwhelming. But for those of us who are neurodivergent—like me, an autistic leader—fitting in isn’t always natural or even possible. And it shouldn’t have to be.I’ve been navigating the corporate ladder for years, working hard to achieve success while masking a large part of who I am: my neurodivergence. Like many others on the autism spectrum, I’ve learned to adapt and conform in ways that allow me to thrive professionally, despite the fact that my brain works differently from the norm.But masking comes with a cost.For too long, I felt that sharing my neurodivergence could hinder my ambitions, that people would view me differently if they knew I was autistic. I worried it would create unnecessary obstacles in a business world that often prioritizes neurotypical standards of communication and behavior. Yet, as I’ve grown in my career, I’ve realized something crucial: my neurodivergence is not a limitation. It’s a strength.Neurodivergence as a StrengthBeing an autistic leader doesn’t mean I have fewer capabilities. In fact, my brain allows me to approach problems in ways others may not, to think critically, and to see patterns that others might miss. In many ways, my neurodivergence has given me a competitive edge. It has allowed me to embrace innovative thinking, solve problems creatively, and offer fresh perspectives in a world that too often embraces groupthink.But it’s not all easy. Social interactions can be challenging. Reading unspoken rules or decoding subtle social cues takes extra effort. Like anyone else, I’ve faced struggles—especially when it comes to managing these nuances in high-pressure environments. Yet, I’ve come to see that my journey, struggles included, is no different from anyone else’s; we all face challenges in our careers, whether we are neurotypical or neurodivergent.The Cost of MaskingFor years, I masked. Masking, for those who may not be familiar, refers to hiding or suppressing behaviors that might be perceived as “different.” For autistic individuals like myself, this means working hard to mimic neurotypical behaviors in professional settings.I masked because I believed it was necessary to achieve my ambitions, to fit in, and to be taken seriously. But masking is exhausting. It’s draining to constantly suppress the natural ways my brain works, to be hyper-conscious of how I might be perceived, and to mold myself into a version that others expect. It’s time for that to change.Breaking the Silence on NeurodivergenceIt’s only recently that I’ve decided to share my neurodivergence more openly, because I believe it’s time we challenge the misconception that neurodivergence is a barrier to success. I want to help shatter the stigma around autism and other forms of neurodiversity in the workplace. It’s time we start viewing neurodivergent leaders as assets, not liabilities.Workplaces need to embrace neurodiversity—not only to foster inclusivity but also because diverse minds can offer untapped potential that drives business results. Neurodivergent individuals often bring creativity, focus, and unconventional thinking to the table—qualities that can lead to innovative solutions and new ways of doing business.Creating Inclusive Workplaces for AllThe narrative that everyone must conform to a single standard of thinking or behavior in the workplace is outdated. If businesses truly want to unlock the full potential of their employees, they need to create environments where people can bring their whole selves to work, including their neurodivergent identities.For me, this means being transparent about my experiences as an autistic leader. I hope that by sharing my story, I can inspire others—whether they are neurodivergent or neurotypical—to embrace who they are and feel empowered to show up authentically at work.We can’t continue to view neurodiversity as something that needs to be “fixed” or hidden. Instead, we should celebrate it as a source of strength. As leaders, it’s our responsibility to foster workplaces where diversity of thought and experience are seen as assets, and where everyone can thrive, no matter how their brains are wired.ConclusionBeing an autistic leader has taught me that success is not about fitting in. It’s about embracing who you are and recognizing that different perspectives and ways of thinking are vital to innovation and progress. Neurodivergent individuals—whether autistic, ADHD, dyslexic, or otherwise—bring valuable insights and skills to the workplace.It’s time to break the silence and destigmatize neurodiversity. We need to create workplaces where everyone can succeed, and where being “wired differently” is not just accepted but celebrated. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit laurencepaquette.substack.com