About Jason Bennett, Executive Coach to ADHD, Autistic & AuDHD Leaders
Most of my clients built successful careers before they understood how their brain works.
They got there through talent, determination, and compensation strategies they didn't even know they were using. Then came the diagnosis — and with it, a question that's harder than it sounds: what do I do with this now? That's where executive coaching begins. I've worked with more than 150 senior leaders and executives navigating exactly that question.
My story: from VP-level leader to executive coach
I was good at it.
But it cost more than it should have.
For over 25 years I held VP-level technology leadership roles — building and leading teams through high-pressure, high-stakes environments across global organisations. I'd sat in the decision-maker's chair, navigated corporate politics, led transformations, and championed talent when others focused solely on delivery.
What wasn't visible was the energy it took. Each day required careful adaptation — managing communication styles, monitoring my approach, operating within social norms that never came naturally. I was achieving professional success while feeling fundamentally misaligned with how I was expected to operate. The gap between what I was producing and what it was costing me was widening — and I had no framework to understand why.
Later in my career I was diagnosed as AuDHD — autistic and ADHD. It reframed everything: the burnout cycles, the masking, the compensation strategies that had got me to VP level but were slowly breaking me down. The intense focus, the systems thinking, the pattern recognition, the instinct to question how things were done — these weren't flaws to manage. They were how my brain worked. And for the first time, I understood why.
What followed wasn't a clean transformation. It was the hard, necessary work of rebuilding a professional identity on foundations that actually fit — while continuing to lead, perform, and deliver.
That experience is what I bring to coaching.
When I looked for support after my diagnosis, I found a gap that surprised me. There was almost nobody who combined genuine senior leadership experience with a real understanding of ADHD and autism.
Neurodivergent coaches lacked the leadership context. Executive coaches lacked the neurodivergent understanding. I couldn't find anyone who had actually done the job I was doing and navigated the identity shift I was facing.
That gap became the reason I left my executive career to coach — and it's what makes this work genuinely useful rather than well-meaning.
Based in the UK and working globally, I work with senior leaders, directors, and executives who are navigating a late ADHD or autism diagnosis — or who have been compensating long enough that they're ready to build their professional practice on foundations that actually work. Clients come to me navigating diagnosis, unsustainable performance, or a career that no longer fits. They leave understanding why the compensation strategies that got them here are the same ones that are slowing them down — and with a leadership practice built around how their brain actually works rather than despite it.
Everything discussed in coaching is confidential. That's not a formality — for many of my clients, it's the reason they're able to do the work at all.
Why I do this work
Most executive coaches have never held the roles their clients are in. Most coaches working in the ADHD and autism space have never actually worked in the corporate environments their clients are navigating. I've done both — working with more than 150 senior leaders and executives across the UK, Europe, and the Americas.
Over 25 years I progressed from software engineer to VP of Product and Program Operations — leading multinational teams across Asia, Europe, and North America through large-scale transformation and change across more than a dozen organisations in publishing, cybersecurity, and technology. I've held P&L responsibility, navigated board-level politics, led through organisational uncertainty, and championed talent development at the highest levels — all while managing an undiagnosed ADHD and autistic profile throughout.
That executive pedigree, combined with my own late diagnosis and the identity work that followed, is what makes this coaching distinctive. By the point I made the decision to coach, I had worked closely with and directed work at C-suite level across multiple organisations — and had been offered the opportunity to move into that tier. I chose to pivot to executive coaching for neurodivergent leaders instead. That wasn't a step back from senior leadership. It was a deliberate choice about where the work that needed doing actually was.
Credentials and Experience
My Executive Coaching Approach
I don't treat neurodivergence as a problem to solve. An ADHD or autistic profile, properly understood, is a genuine leadership asset.
That said, understanding it isn't enough on its own. The work is in translating that understanding into leadership practice that's both effective and sustainable — building on what's already working, addressing what isn't, and creating the conditions for impact that doesn't come at the cost of everything else.
This isn't awareness work or strengths-spotting. It's the harder work of building a leadership practice that holds up under real pressure. Senior leaders deserve a thinking partner who has genuinely been in the room — not someone working from theory about what that room is like.
My approach draws on neuroscience, evidence-based practice, and the practical reality of having led at senior level with an undiagnosed and then diagnosed ADHD and autistic profile. The work is tracked against what actually changes — in leadership behaviour, in performance, and in the sustainability of how you operate. It's rigorous, direct, and grounded in what works in high-stakes professional environments — not what sounds good in theory.
"If you're seeking a coach who can truly make a difference and combines seasoned leadership experience with a deep, empathetic understanding of individual strengths, talents, and skills, I wholeheartedly recommend Jason."
Working with Organisations
I work with organisations investing seriously in their neurodivergent leadership talent
This includes executive coaching for organisations, leadership development, and neuroinclusive culture work. My corporate partnerships include Lexxic and Right Management (ManpowerGroup).
If your organisation has senior neurodivergent professionals who are capable of significantly more than current conditions allow, I'd welcome a conversation.
Let’s Talk
Most of my clients spent years being effective in spite of how their brain works.
The coaching work is about flipping that — building a leadership practice that works because of it.
If any of this resonates, I'd welcome a conversation.
Have questions about how executive coaching works?
Late-diagnosed neurodivergent burnout isn’t a failure of resilience. It’s a systems incompatibility.