One-to-One Career Coaching for Neurodiverse Professionals

Introduction
As a career coach, I recently worked one-to-one with a neurodiverse client who was eager to progress into a senior leadership role. The client was talented, driven, and possessed a wealth of sector experience, but the transition into a more strategic, higher-responsibility position felt daunting. Like many professionals considering senior posts, my client wanted to overcome both self-doubt and the real-world barriers many neurodiverse individuals face in the workplace.

Background of Developing Your Career
Developing a career can be difficult, even for highly skilled professionals. Neurodiverse candidates often encounter additional challenges: understanding unwritten rules, translating strengths into interview successes, and navigating sometimes rigid recruitment processes. My client had already achieved strong results in their current role, but moving up meant facing competitive interviews and demonstrating leadership potential—sometimes within systems that don’t automatically appreciate neurodiverse talent.

Problem Identified
From our initial conversation, my client shared that interviews had always felt particularly stressful. They struggled with questions that demanded reflection on past achievements, and traditional interview formats often felt rushed or confusing. When applying for senior positions, the pressure was even higher, and my client worried about "blanking out" or missing crucial points when put on the spot. Feedback from previous interviews suggested their answers lacked structure and detail, making it hard for interviewers to see their full capabilities.

Strategies and Implementation
Recognising this, I introduced the STAR approach (Situation, Task, Action, Result) as a framework for answering competency-based interview questions. Together, we practiced breaking real work examples into STAR stories, making strengths and achievements clear and relatable. I also tailored career coaching sessions to my client’s unique learning style:

We used visual mapping tools to organise accomplishments into STAR categories.
Role-play exercises rehearsed interview scenarios at a pace comfortable for my client.
I encouraged self-reflection through written prompts, allowing time to process and structure responses.
We focused on positive reframing, helping my client recognise how their neurodiverse perspective was an asset for senior leadership.

Results and Evaluation
The impact was striking: my client’s confidence improved noticeably, and their interview preparation became more methodical. By the time the next interview came around, my client felt able to communicate their strengths clearly and calmly, highlighting real results from their work. After the interview, I received this feedback:

"Your help was invaluable and I really feel confident for the next one with the advice you gave."

Through one-to-one support, tailored tools, and the STAR method, my client not only secured a senior role offer but also built lasting interview confidence for future career progression. This case demonstrates how personalised coaching approaches and structured frameworks can make a real difference for neurodiverse professionals aspiring to senior leadership.