I spent most of my successful career not knowing I am neurodivergent. I struggled without support, missed opportunities, and burned out. Now I help other neurodivergent people succeed with less struggle, whether that’s coaching them directly, supporting them through their workplace, or helping organizations adapt to neurodiversity.
Up to 20% of people are neurodivergent, but most workplaces, career advice, and productivity frameworks were built with everyone else in mind.
I help neurodivergent people clarify and pursue their goals by understanding how they work best, navigating environments that weren't designed with them in mind, and finding their way to a life that feels successful and sustainable.
I help organizations adapt to a neurodiversity model: identifying the barriers that hiring and workplace structures create, and making practical changes to hiring, management, communication, and workplace practices.
Before starting Guideway, I had a successful career as a privacy lawyer, holding senior legal positions at companies like Apple and The Trade Desk, as well as starting and running my own firms. What I didn't realize at the time was the extent to which I was brute-forcing my way through the challenges of being neurodivergent in a neurotypical world.
Despite my success, I can see now that I missed opportunities, and struggled for years with burnout, because I did not even know about, much less understand, my neurodivergence. Had I known, I almost surely would have done things differently.
Now, I use my experience to help others avoid the struggles I went through. I want neurodivergent people to experience success as their authentic selves, without striving to be more neurotypical. And I want that success to come with less struggle and more peace.
More about me and why GuidewaySo I start by looking at the system: the processes, environments, and expectations that create friction. Often, relatively small changes can remove significant barriers.
So I work with how different brains work, not against them. A neuroaffirming approach doesn’t try to “fix” anyone.
So I look for changes that help everyone, not only neurodivergent people. Environments that welcome different kinds of minds tend to be better for everyone in them: more ideas, clearer communication, and a stronger sense of belonging.
So every engagement is tailored to the person or organization, built on their lived experience and their own definition of success.
I’ve known David as a friend and employee, and consulted his brilliant advice for over 25 years. I prize his empathy, insight, and organizational ability.
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