Are you a Bull in a China Shop?
Barbra Carlisle • May 30, 2025
Ways to be a diplomatic leader NOT a bull in a china shop!
We all know them don’t we?
The ‘bull in the china shop’ style of leader who prides themselves on saying it ‘as it is’. Commonly accompanied with ‘You get what you see with me, I am an open book’.
The problem is that in today's complex and interconnected working environment, the ability to navigate relationships with tact and strategic insight is crucial.
Diplomacy in leadership fosters trust, facilitates collaboration, and enhances an organisation's adaptability, not the bull in a china shop approach.
As Jacqui Gavin, BEM, Director at 5 Senses of Inclusion
tells me in the latest episode of The Unlikely Executive, sometimes diplomacy requires you to bite your tongue, at times hard! And scream at squirrels to let out pent up frustration. So being a diplomatic leader doesn’t necessarily equal a zen leader!
The Value of Diplomatic Leadership:
Recent developments underscore the importance of diplomacy beyond traditional statecraft. For instance, the UK's Foreign, Commonwealth & Development Office (FCDO) launched the Knowledge for Development and Diplomacy (K4DD) programme in April 2024 to enhance the use of evidence in policy-making, emphasizing the role of informed and diplomatic approaches in addressing global challenges.
Similarly the Royal United Services Institute (RUSI) highlighted the need for the UK to adapt its diplomatic strategies to a more chaotic global landscape, suggesting that modern diplomacy requires agility and nuanced understanding, qualities equally valuable in corporate leadership.
Implications for Leaders:
People leading organisations, and people, can draw lessons from these diplomatic approaches:
• Enhanced Communication:
Diplomatic leaders prioritize clear and empathetic communication, essential for team cohesion and stakeholder engagement.
• Conflict Resolution:
Employing diplomacy aids in resolving internal conflicts and negotiating external partnerships.
• Strategic Decision-Making:
A diplomatic mindset encourages considering diverse perspectives, leading to more informed and balanced decisions.
Conclusion:
Integrating diplomatic principles into leadership practices can significantly benefit organizations. Glee Coaching offers tailored programs to empowering leaders to navigate their roles with strategic finesse.
While leadership roles often receive the spotlight, individual contributors (ICs) play an indispensable role in driving innovation and operational excellence within organisations. Recognizing and nurturing their contributions is vital for sustained success. Perhaps I would say that as I spent many years as an influential and successful Individual Contributor, shifting the landscape and behaviours within organisations. However, as my latest podcast guest Jacqui Gavin BEM remarks being an individual contributor means that you can be overlooked for promotion and leadership opportunities. The Rising Significance of ICs: A 2024 report by Frazer Jones observed a trend where experienced professionals are opting for individual contributor roles over traditional management paths, seeking to apply their expertise more directly. This shift underscores the need for organisations to create growth opportunities that value specialized skills without necessitating a move into management. Additionally, the UK's Global Mobility Evidence Report highlighted that international collaborations, often spearheaded by skilled ICs, lead to enhanced innovation and economic growth, emphasizing their strategic importance in a global context. Benefits of Empowering ICs: • Innovation Drivers: ICs often bring fresh perspectives and specialized knowledge, fuelling innovation. • Operational Excellence: Their deep focus on specific tasks ensures high-quality outcomes and efficiency. • Talent Retention : Providing clear career progression for ICs can improve job satisfaction and reduce turnover. Acknowledging the unique contributions of individual contributors is essential for a holistic approach to organizational development. Talk to them about what they want out of their career, they may want to deep dive and specialise or they may want new opportunities to explore. Glee Coaching offers programs designed to support ICs in maximizing their potential, aligning personal growth with organizational goals. Get in touch to find out more.
Today there is, on the face of it at least, greater acceptance of diversity and inclusion in the workplace. Perhaps I sound slightly sceptical because I am. What happens for leaders who are neurodiverse? Are they increasingly recognized for their unique strengths and perspectives? When we think of neurodiverse leaders we may think Richard Branson and Elon Musk, and as soon as we say their names our unconscious biases will be kicking in around what we think of these two and what it would be like to work for them. Estimates suggest that up to 20% of the global population are neurodiverse. Neurodiversity covers such a wide range of conditions such as ADHD, autism, dyslexia, and more, which affect how individuals process information and interact with the world. This makes assuming you know what it would be like working for a neurodiverse leader virtually impossible. It also means that if you work with one neurodiverse leader then another one they are unlikely to be the same! Just like neurotypical leaders! Leah Godfrey, COO at Neurodiverse Sport and a Neurodiverse leader herself talked to me on The Unlikely Executive Podcast about how her neurodiversity traits influence how she manages her work, her health and her leadership. What I want to do in this article is to explore the advantages neurodiverse leaders bring to the table and provide ideas for navigating the leadership landscape. I will leave it to others to talk about the challenges of neurodiverse leaders. The Strengths of Neurodiverse Leaders Neurodiverse people often have natural skills that can be leveraged in leadership roles. Three I can think of are: 1. Problem-Solving and Creativity: Neurodiverse leaders tend to excel in pattern recognition and creative thinking, allowing them to approach problems from unique angles 2. Resilience: Having navigated a neurotypical world, neurodiverse leaders often develop resilience and adaptability 3. Laser Focus: Conditions like ADHD can enable leaders to maintain intense focus on tasks, driving productivity and innovation Strategies for Neurodiverse Leaders While every leader is unique a couple of ways to manage and excel as a neurodiverse leader are shown below. 1. Embrace Your Strengths: Recognize and leverage your unique abilities. For example, use your creative problem-solving skills to tackle complex challenges. 2. Build a Supportive Network: Surround yourself with colleagues and mentors who understand and support your neurodiversity, a coach can help and there are more and more Neurodiverse specialist coaches now than ever before. 3. Develop Coping Mechanisms: Implement strategies to manage potential challenges, such as using organizational tools to stay on track 4. Be kind to yourself: You are unique and have valuable insights, experiences and perspectives to share with others. It won’t always be easy and there will be back lash, misunderstandings and frustrations. Recognise what your triggers are. Awareness of triggers then gives you the option of what you want to do to support yourself. It is not wrong to look after yourself first. Supporting Neurodiverse Leaders Organizations can play a crucial role in supporting neurodiverse leaders: 1. Awareness and openness: Provide opportunities to talk about neurodiversity, respect and culture helps people to feel they have a place at the table. As a neurodiverse leader the power you have to positively influence others around you is significant! Be yourself. 2. Flexible Work Arrangements: Know what working pattern works for you and be that role model who works in a way that suits you. Others will follow and productivity will increase as people are able to work at their best without judgement. 3. Mentoring and Coaching: Offer leaders coaching to support and guide neurodiverse leaders in their career development Conclusion Neurodiverse leaders bring invaluable strengths to the workplace. By embracing their unique abilities and implementing supportive strategies, they can navigate the leadership landscape effectively and drive organizational success. Connect with me to explore how personalized coaching can elevate your leadership skills. Listen to The Unlikely Executive podcast where I talk to neurodiverse, and neurotypical leaders, who have taken an unconventional path to follow their passions. Share this article with your network, subscribe for more insights, and discover the transformative impact a coach can have on your journey.
