If you only listen to one episode this month, make it this one. Sinead Donovan’s conversation with Mark Scully is an honest, practical, and hopeful guide to building workplaces where neurodivergent people — and everyone — can thrive.
Watch the episode to hear the full interview; below are the highlights to whet your appetite.
Mark’s CV reads like success: qualified at KPMG, rose to tax director. But behind the outward success was repeated struggle: excellent academic performance, yet an inability to decode the unwritten social rules of the workplace. He masked, over-worked, said “yes” to everything — until burnout forced him to pause and seek support.
A counsellor later asked the life-changing question: “Has anyone ever mentioned autism to you?” After assessment, Mark was diagnosed autistic in 2021. That diagnosis gave him a framework to understand his experience and to start changing how he worked — compassionately and deliberately.
What changed — and the important lesson
Through coaching, Mark learned to:
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Say no constructively instead of overcommitting
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Communicate real expectations, rather than assuming others share them
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Use strategies that played to his strengths
The result was tangible: performance ratings improved (from repeated middling results to top ratings). Mark made many of these changes before disclosing his diagnosis — and when he finally told his boss, the response was simple and powerful: “What adjustments do you need?” Mark replied, “You’ve already put them in place. I just asked for what I needed.”
This underlines a vital point: adjustments that enable neurodivergent people to thrive often benefit everyone.
Practical takeaways for leaders and managers
Mark’s conversation is full of hands-on advice. Key actions for firms and leaders:
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Shift from process-focused to person-centered, outcome-focused management. Ask: Is there a different way of working that suits how this person thinks and still achieves the outcome?
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Train managers to be curious, adaptable and non-judgmental when handling differences.
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Normalize the conversation about neurodiversity. Many people fall into three categories: unaware they’re neurodivergent, aware but afraid to ask for help, and confident enough to speak up. Create safe routes for each group.
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Encourage visible leadership. An estimated 15–20% of the population is neurodivergent, but senior leaders who are openly neurodivergent are rare. When leaders share, it creates powerful permission for others.
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Offer coaching, counseling and flexible adjustments. Simple changes — different meeting formats, clear expectations, or tailored workflows — can transform performance and wellbeing.
Why this matters
Mark’s episode is not just a personal story; it’s a blueprint for making professional services more humane, resilient and effective. Whether you’re a manager, senior leader, HR professional or someone who’s struggled at work, this conversation offers clarity, practical tools and a powerful message: self-awareness, compassion and courage change careers — and organisations.
Listen to the podcast
This webinar is available as a podcast from all good Podcast providers such as Apple Podcasts, Spotify and others. Keep your ears peeled for the upcoming voices that promise to continue stirring the pot of change and inspiration right here on our platform.
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