Spotlight: Coole Insight Director, Steve Coole, talks Neurodiversity and Working Freelance

Steve Coole, September 2024

Edited by Beth Evans

Steve Coole is the Founder and Director of Coole Insight Ltd. A company that specialises in students' union development, supporting SU professionals and SU's as charitable organisations. They offer comprehensive training, mentoring, and organisational review processes designed to enhance the effectiveness of staff, officers, trustees, and the overall performance of SU's. One key offering is the Student Officer Support Programme, which runs annually from July to June, specifically aimed at helping student leaders to maximize their effectiveness as student representatives. I talked to him about how he manages working freelance and what top tips he has for neurodiverse folks looking to do the same!

BE: What’s it like to work freelance and where are there any resources you found valuable in that beginning process?

SC: I feel like I skipped the anxiety, fear, and perceived risks associated with people who are looking at being self-employed because I had no choice but to work hard and do something to support myself and my family. Now six years in, we are established and have been shortlisted for the Great British Entrepreneur Awards in November 2024, which I still can’t quite believe!

That said, running a business can be a lonely and isolating space at times so retaining focus, motivation and work ethic is essential. In terms of tools and resources, my network is like a second family to me so that is the first thing I would say -  use the people around you, but only use them to the same level to which you are willing to give.

There is a Ted Talk called ‘How great leaders inspire action’ by Simon Sinek, and watching this genuinely changed my perspective on the world! Simon's theory and examples in this talk can be directly applied to Coole Insight’s growth and development.

BE: Growing up, when was the first time you realised that you processed things differently to your peers and when was the first time you really embraced that?

SC: Very early on, pre-school I would say. I noticed that I was very emotional and very sensitive, the smallest things would make me cry and I would get easily overwhelmed with my emotions. This mainly used to happen when I felt that I had disappointed someone, let them down, or didn’t do well enough, or if they didn’t like me through no fault of my own. I needed to be liked, I needed to people please, I needed validation and I hated myself for wanting those things. I think because on the surface it seemed that other kids didn’t react or respond the same way as I did to situations, and they also didn’t seem to care as much as I did about what people think (although I am sure they did).

I would work so hard to be liked, get fixated on being nice to everyone so people would speak positively about me, this pattern then continued through my teenage years and into adult life. I recognise now that some of these symptoms and behaviours were potentially a direct result of my circumstances growing up, but it was only when I got my Bipolar diagnosis at 35 years old that I truly embraced my difference, and for the first time in my life actually accepted myself, who I was, and why I am the way I am. This enabled me to express myself without apology, trust my intentions and to take much greater ownership and responsibility for my behaviours, 

BE: How does your neurodiversity influence the way you work?

Here are some examples of how I lean into aspects of my neurodiversity:

• Hyperfocus - This helps with my creativity, productivity and motivation to complete tasks.

• Impulsivity - Often enables me to be positive approach and adopt a more optimistic, can do attitude

• Emotional Sensitivity - Without doubt this has accelerated my learning and mindfulness when it comes to emotional intelligence, something that is at the heart of our flagship student officer support programme.

• Diagnosis - My diagnosis changed my life. Labels are not for everyone but when I received my diagnosis it was the moment I first began to accept myself, understand myself, and felt I could truly express myself in a controlled way, being more deliberate, purposeful, and conscious with my decision making, actions, and behaviour.

BE: how did you learn to lean into the study/work methods that work for you rather than what is expected of you?

SC: There are a few ways that I lean into my neurodiversity when it comes to work. What others expect of you first all doesn’t make those expectations right, as the expectations are often formed by their experience of the world, and the lens that they are looking through - which in itself comes with a variety of bias and unconscious bias. So, I think it is important to acknowledge and distinguish between another person’s expectations of you, the expectations you have of yourself, and expectations that have been clearly agreed by yourself and the other parties.

This latter point is key, because it involves me letting the parties know what I am ok with and what I am not ok with, expressing where I think I can bring most value to a situation, whilst also creating my own accountability framework to deliver on the promises I make against those expectations.

BE: What top tips would you give to neurodiverse people as they enter the workplace?

SC: Don’t try to change who you are for anyone else, for a situation, or for a job. Instead, collect feedback on your impact, refine your approach and stay true to your values. On the point of values, I have a tip before you enter the workplace...

Finding the right workplace is like finding a life partner, their values should match yours, and if either party doesn’t feel that connection or fit at the interview stage then both parties have the opportunity to walk away. Personally, I am a great believer in authenticity, having a willingness to be seen, and the ability to be vulnerable through a lens of strength. Own your decisions, take responsibility for your actions in the workplace, and never use your neurodiversity as an excuse if your actions or behaviour genuinely upsets another person, or creates a negative impact.

Maybe most importantly, an employer should take the time to make sure any reasonable adjustments are made as appropriate and provide the necessary reasonable support. Your neurodiversity is part of who you are, and makes up your whole self, and so self-awareness is especially key in my opinion, based on my own experiences. 

BE: Finally, what is the most important life hack you’ve learned in regards to your neurodiversity?

SC: That’s a tricky one in a world of improving AI! However, as a neurodiverse individual I would say something like ‘When you are working from home don’t work from home’. If you have meetings then that’s a bit different, but if you have a day of writing, emails, or reading, then I find that changing my physical environment is way more productive than staying at home in familiar, and sometimes distracting surroundings that my brain is used to seeing day to day.

A change of scenery can often bring new stimulus so why not give it a go!