Limiting Beliefs with a Neurodivergent Lens
- Karen Erasmus
- Mar 24
- 2 min read
There is one subject so personal to my experience as a neurodivergent executive coach, yet so universal in its impact, that I feel compelled to speak on it: limiting beliefs. It is showing up with all my clients and myself of course (inclusive of neurotypicals).
One way these hidden barriers seem to interact with neurodisability is our relationship with shame, failure, and success in the workplace and in life. Let me tell you what limiting beliefs look like through a neurodivergent lens. This is even more real in this current climate of uncertainty with jobs, safety with regards to our intersectionalities, and mostly the overwhelm of not knowing.
For those that are not familiar with this; let's define what it is, first:
It's a thought or assumption that holds you back from achieving what you want. It’s like this mental invisible barrier in your mind that stops you from moving forward. It's how we perhaps protect ourselves?
Earlier on in my career, I thought that my need for clear and detailed written instructions was a weakness. And every time I sought clarification, I felt shame: “Everyone else gets it immediately. There must be something wrong with me."
This matters for neurodivergent professionals in particular because our beliefs are often shaped after years of attempting to fit into neurotypical workplaces. Examples of limiting beliefs I often hear from my clients and ones I've even told myself are:
💭 “I can’t be a leader because I process information differently.”
💭 “My sensitivity to sensory input makes me less professional.”
💭 “I’ll never be successful because I don’t work the way others do.”
This is what's so interesting about limiting beliefs, they're not true but our minds believe them to be.
One client of mine, a brilliant Media Executive, thought she was “too direct” to work with clients. In all honesty, her no-frills, direct communication style was exactly what her technical clients were looking for, but she had this limit belief of having been told “to soften” her approach for years.
So then, how do we rewrite these narratives? It begins with acknowledging that these beliefs are not truths in the universe; they are learned responses. One of the tools I employ in coaching is the “evidence method”; breaking limiting beliefs by collecting evidence to the contrary.
One particular client once said, “I can’t do leadership because of my ADHD.” We reviewed his history together: completed projects, positive team feedback, innovative problem-solving. His outside-the-box way of thinking wasn’t a liability; it was a leadership competency.
For many neurodivergent professionals, overcoming limiting beliefs is not as easy as a mindset tweak. It’s about reshaping narratives that have entrenched themselves in the way we see ourselves. And that requires time, patience and; sometimes guidance from someone who really understands how it works.
Here is a framework on how to lean into it and CORRECT it:
Recognize the belief – Notice the thought that’s holding you back.
Question it – Ask, “Is this really true?” Would I say this to a friend?
Reframe it – Replace it with a more empowering belief.
Take action – Prove the new belief right through small, confident steps.
🎯 The goal isn’t to change who we are; it’s to challenge the stories we’ve been told about who we can become.
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