A growing number of well-known entrepreneurs and investors have spoken openly about being neurodivergent. What stands out is not only how common these stories are, but how often these leaders describe their neurodivergence as a source of strength in business.
This matters because business culture still tends to reward one “acceptable” communication style and one “professional” way of thinking. When leaders publicly connect success with dyslexia, ADHD, or other forms of neurodivergence, it helps challenge those assumptions and makes it easier for organisations to take neuroinclusion seriously.
What is neurodiversity?
Neurodiversity describes the natural variety in how human brains work. In other words: there is no single “standard” brain. People think, learn, and process information in different ways.
Neurodivergent is often used to describe people whose brain differences sit outside common social or workplace norms (for example, autistic people, dyslexic people, and people with ADHD).
Why recognising neurodiversity in business matters
Neurodivergent people can perform at the same level as anyone else, and they may also bring distinctive strengths—such as alternative problem-solving approaches, creativity, and new perspectives. When teams are neuroinclusive, there is often more room for genuine “diversity of thought”.
Below are six high-profile business leaders who have linked their achievements to neurodivergence.
1) Richard Branson (Virgin) – dyslexia and ADHD
Richard Branson has described his dyslexia as a “gift” and has highlighted how it pushed him towards delegation, focus, and collaboration.
What he credits it for (in simple terms):
Business takeaway: If someone struggles with traditional processes (like long written reports), they may still be excellent at strategy, persuasion, or relationship-building. Design roles and workflows to use strengths, not just to test weaknesses.
2) Charles Schwab (Charles Schwab Corporation) – dyslexia
Charles Schwab has spoken about the challenges of dyslexia, including needing more time to read unfamiliar material. But he has also described it as a driver of stronger visual thinking and conceptual vision.
What he credits it for:
Business takeaway: Accessibility tools are not “special treatment”. They are productivity tools. Offering options like audio content, clear summaries, and flexible formats can help more people perform at their best.
3) Barbara Corcoran (The Corcoran Group; Shark Tank) – dyslexia
Barbara Corcoran has been very direct about how dyslexia shaped her as an entrepreneur. She has said it made her “more creative, more social and more competitive”, and she has argued that struggling in a rigid school system can build flexibility—an advantage in business.
She has also spoken about the insecurity that can come from being treated as “not smart” early in life, and how that can fuel drive and ambition.
What she credits it for:
Business takeaway: Many workplaces still reward “school skills” (fast reading, quick recall, polished presentation). But entrepreneurship often rewards adaptability, sales ability, and persistence. Hiring and promotion should reflect that.
4) Ingvar Kamprad (IKEA) – dyslexia (and commonly reported ADHD)
Ingvar Kamprad’s dyslexia is frequently linked to one of IKEA’s most recognisable brand features: its product naming system. Accounts describe how he struggled with numerical product codes, so names became a practical workaround—one that later became part of IKEA’s identity.
What he credits it for (indirectly):
Business takeaway: Some of the most effective business innovations are not “genius ideas” at first. They are practical solutions to a real problem. When someone asks to change a system because it is confusing or error-prone, treat that as useful signal.
5) David Neeleman (JetBlue; Azul) – ADHD
David Neeleman has described ADHD as a business advantage, especially in how it supports simplification and problem-solving. In an interview quoted by ADDitude, he explained that he can “distill complicated facts and come up with simple solutions” and quickly ask: “How can I do this better?”
What he credits it for:
Business takeaway: Some people are natural “system improvers”. Give them space to redesign processes, not just follow them. Clear goals plus flexibility in method can unlock high impact.
6) Daymond John (FUBU; Shark Tank) – dyslexia
Daymond John has described dyslexia as “not a weakness” but a different way of learning. He has also spoken publicly about the volume of responses he gets from parents and other dyslexic people when he mentions it on television.
His early FUBU story is also widely described as an example of resourcefulness and risk-taking (including significant family support and financing).
What he credits it for:
Business takeaway: Representation matters. When leaders disclose neurodivergence, it reduces stigma and can make it easier for employees to ask for adjustments that improve performance.
For full reference, follow link below:
https://www.uptimize.com/resources/6-business-icons-who-credit-their-success-to-neurodivergence