Author
Vlad Tudorie
At Serenichron, we are on a mission to uncover what actually works in modern business. In this Business Insights Series, I sit down with founders, consultants, and unconventional leaders to dig into the overlooked insights that drive real success. No fluff. No performative thought leadership. Just honest, human conversations that spark better strategy.
Recently, I had the chance to speak with Beth Penfold, a resilience consultant who works with leaders, veterans, and neurodivergent individuals. Our conversation opened my eyes to the deep connections between brain wiring, leadership, and emotional survival in business.
Why neurodivergence isn’t a deficit—it’s a leadership advantage
We’ve all heard the stereotypes: ADHD means disorganised. Autism means antisocial. But Beth sees something completely different in her work:
“We are great at having a million ideas before breakfast… we have amazing out-of-the-box ideas.”
What some call a disorder, she reframes as a strength. Traits like hyperfocus, adaptability, and calm under pressure don’t just belong in leadership—they thrive there. As Beth put it:
“Just about the time when everybody else is panicking… our brains behave differently, and we actually become really calm.”
In high-stakes environments like business, that kind of wiring isn’t a flaw—it’s a feature.
Neurodivergence is broader than just ADHD or autism. Beth regularly works with people diagnosed with dyslexia, dyspraxia, and other forms of neurodivergence that affect how the brain processes information, learns, or communicates. Each comes with its own challenges—and its own hidden strengths.
Beth also encourages clients to rethink what neurodivergence is. Instead of viewing it as a disorder or deficit, she frames it as a phenotype—a combination of genetic traits and environmental factors, often shaped by early life experiences. This shift in language matters. It helps reduce shame and creates space for empowerment. She also notes that medical recognition of neurodivergent traits varies greatly by country. In the UK, for example, conditions like ADHD, autism, and dyslexia are recognized by the National Health Service (NHS) as disabilities, but even then, formal diagnosis can take years due to systemic backlogs. In contrast, in other jurisdictions, these traits may not be recognised or supported at all, making it even more important for individuals to find language and frameworks that empower them, regardless of formal labels.
From structure to chaos: Why veterans and founders struggle alike
One unexpected parallel that emerged in our conversation was the link between military veterans and entrepreneurs. Both are used to high structure. Both face burnout when that structure disappears.
Beth explained:
“Veterans are not just kicked out into civilian life where there’s no routines and no structure… they’ve got the neurodivergence on top of that.”
The same thing can happen to founders. You leave a corporate job—or start a new venture—and suddenly you’re expected to build your own systems from scratch. Without support, that transition can be overwhelming.
Beth’s coaching centers around emotional resilience and self-awareness. Her goal? Helping people build internal systems that match how their brains actually work.
This includes identifying the beliefs and emotional baggage people carry about being neurodivergent—especially guilt, shame, or feelings of inadequacy rooted in a lifetime of feeling “different.”
Hyperfocus and dopamine: When gaming becomes a blueprint for growth
I shared an experience from my own life. I described someone (okay, it’s me) who had spent entire days immersed in gaming—hyperfocused, fully engaged, and yet struggling to stay connected with the rest of life. I asked Beth:
“If that person is able to identify and replace their nominal addiction… potentially what was something very debilitating becomes an extremely desirable character trait.”
Her answer? A big yes.
“It’s not really an addiction when you’re born with a deficit of something”
So the question becomes: How can you make sure you’re getting high-quality dopamine instead of just junk dopamine?
Beth pointed out that neurodivergent brains often seek out dopamine the same way a hungry person seeks food. The goal isn’t to eliminate the need—it’s to channel it into meaningful work.
For many of us, that means treating business like a game: clear goals, feedback loops, and rewards that feel earned.
Designing systems that support the brain (not fight it)
Beth’s work is incredibly practical. She helps leaders stop fighting their brain and start designing with it. A few of the tools she uses:
- Gamify your workflows—progress bars, streaks, and rewards
- Body doubling—working alongside someone (even virtually) to stay focused
- Flow-state planning—protecting high-focus windows and using them wisely
These systems aren’t just productivity hacks—they’re resilience tools. And they work best when they start from a place of self-acceptance.
Beth is also critical of traditional coaching models that try to help people “fit in” to neurotypical molds. Instead of forcing square pegs into round holes, she believes in creating systems that align with how each brain naturally operates.
Final thoughts: Leading with what makes you different
Neurodivergence isn’t something to overcome. It’s something to understand. Whether it’s ADHD, autism, dyslexia, dyspraxia, or something else entirely, the traits that made traditional school or jobs hard often make you a stronger leader today.
Beth said it best:
“You are a human being in the middle of this… and when you are a human, leading humans, other humans are unconsciously picking up information about you all the time.”
When we stop trying to mask how our brains work and start building systems that support us, we not only lead better—we feel better doing it.
This article is part of Serenichron’s Business Insights Series. Each piece is drawn from real conversations with unconventional thinkers, highlighting what truly moves the needle for business leaders in 2025.
