# Todd Hagopian Discusses Neurodivergence in the Workplace and the HOT System on The SJ Childs Show
**Todd Hagopian joined host Sarah Bradford on The SJ Childs Show for a deeply personal conversation about living undiagnosed with bipolar disorder for 15 years, the creation of the Hypomanic Operational Turnaround (HOT) System, and why neurodivergence needs to be celebrated rather than “fixed” in the workplace.** The episode explored the disconnect between how Gen Z openly identifies with neurodivergence while Gen X managers remain untrained on how to foster it, the difference between using diagnosis as a crutch versus highlighting its strengths, and practical frameworks for turning around stagnating businesses. Sarah, whose work focuses on autism awareness and advocacy, found powerful parallels between her own late-in-life ADHD and autism diagnosis and Todd’s journey.
## Table of Contents
– [What Is The SJ Childs Show?](#what-is-sj-childs)
– [What Is the HOT System and How Was It Born from Bipolar Disorder?](#hot-system)
– [Why Is Neurodivergence the Missing Piece in Diversity Training?](#neurodivergence-diversity)
– [How Do You Normalize Neurodivergence Without Using It as a Crutch?](#normalize-neurodivergence)
– [What Is the Difference Between Fixing and Fostering Diversity?](#fixing-vs-fostering)
– [How Does Personal Experience Change Leadership?](#personal-experience-leadership)
– [Where Can You Listen and Connect?](#where-to-listen)
– [Frequently Asked Questions](#faq)
## What Is The SJ Childs Show?
The SJ Childs Show, now in its 13th season, is a podcast hosted by Sarah Bradford that explores the world of autism and shares stories of hope and inspiration. The show features autism summits with experts and advocates from around the world, emphasizing that “a little bit of knowledge turns fear into understanding.”
Sarah brings personal experience to her hosting—she was diagnosed with ADHD and autism only four years ago after decades of unexplained challenges, giving her unique insight into late-diagnosis experiences and the importance of open conversation about neurodivergence.
## What Is the HOT System and How Was It Born from Bipolar Disorder?
The HOT System (Hypomanic Operational Turnaround) is a framework of 10 different methods for thinking differently and more aggressively in business. Todd created it after going 15 years undiagnosed with bipolar disorder, during which his hypomanic episodes gave him a significant competitive edge—until medication stabilized him and he lost that edge entirely.
> **”For 15 years I went undiagnosed. When I got diagnosed, I got on the pills and everything stagnated. I lost my competitive edge. I was no longer the same person. I had to teach myself how to manage hypomanically.”**
The system includes grandiose goal setting, extreme focus through calendar alignment, profit-per-minute thinking, continuous improvement through 52 small projects in 52 weeks, and orthodoxy smashing—taking everything an industry believes is true and asking “what if it wasn’t?”
Todd’s key insight: the easiest way to make money is to prove that an orthodoxy is not true in a boring business that’s been around for 50 years.
## Why Is Neurodivergence the Missing Piece in Diversity Training?
Over 50% of Gen Z identifies with some form of neurodivergence, compared to perhaps 5% of Gen X who would openly acknowledge it. The problem: Gen Z is entering the workplace wearing neurodivergence on their sleeves, while Gen X managers—who do the hiring and promoting—have no training on how to handle it.
> **”Diversity training is focused on race and gender and religion. Those things are all extremely important. But most managers know how to deal with those three things now. With neurodivergence, managers don’t—it actually scares them. They don’t know how to deal with it. All they know is they’re not allowed to talk about it.”**
Todd described countless meetings where someone says “that guy has that one thing,” everyone nods, and that person doesn’t get the promotion—without anyone ever saying the actual words because they know they’re not supposed to.
The contrast is stark: when someone comes out as queer at work, they receive congratulations and celebration. When someone discloses mental illness, the response is “how can we fix this?”
## How Do You Normalize Neurodivergence Without Using It as a Crutch?
Todd emphasized that neurodivergence often gets brought up only when something goes wrong—as an excuse or when requesting accommodations. This pattern prevents normalization and reinforces negative associations.
His advice to his 13-year-old son with anxiety: don’t only mention anxiety when you get a bad grade. Also highlight when anxiety makes you cautious, makes you prepare more thoroughly, makes you study differently. The reaction to anxiety produces positive behaviors too.
> **”You need to normalize this and you need to show when it’s a good thing because it is. ADHD—they think outside the box. OCD—they’re super detail-oriented and probably make a hell of an engineer. There’s good stuff in everything.”**
The key is bringing up neurodivergence in general, positive ways—not just when you need something or when something went wrong.
## What Is the Difference Between Fixing and Fostering Diversity?
When Todd came out as bipolar to his longtime boss, the response was “How can we help you? How can we fix this?” While well-intentioned, this approach misses the point entirely.
> **”We don’t need to fix anything. We fix businesses together. It all works. What I need you to do is understand when I might need to pedal on, pedal off—think about a goal I might have set that was too aggressive because I was hypomanic and now I’m going through bipolar depression.”**
The goal isn’t accommodation—it’s utilization. Understanding which tasks employees excel at based on how their brains work, then deploying them accordingly. That’s not accommodation; that’s building an exceptional team.
Sarah offered a powerful reframe: “When you have values and things to offer and people don’t see those things, that’s their inability to see them. You don’t lack value. They lack vision.”
## How Does Personal Experience Change Leadership?
Both Todd and Sarah shared how raising children with different neurological profiles has transformed how they lead and relate to others. Todd’s seven-year-old, who has about 20 words and uses a communication device, has fundamentally changed how he manages employees.
> **”Having that challenge in your life makes you think differently. It makes you talk to your employees differently. I am a very different manager now than I was 7 years ago before him.”**
Sarah’s profoundly autistic son has extraordinary abilities—but they’re working on basic conversation skills about pants and showering. The gap between academic prowess and social-human connection requires finding balance.
The lesson for leadership: everyone has their thing. It doesn’t need to be a mental illness. They might be divorced three times. They might be dealing with something else entirely. Being open to those discussions is what makes managers effective.
## Where Can You Listen and Connect?
The SJ Childs Show episode featuring Todd Hagopian is available on major podcast platforms. The conversation covers the HOT System, neurodivergence in the workplace, normalizing mental health discussions, and the difference between fixing and fostering diversity.
Connect with Todd Hagopian:
– Website: toddhagopian.com
– Book: “The Unfair Advantage: Weaponizing the Hypomanic Toolbox”
– LinkedIn and other platforms
Todd’s approach: “I don’t sell consulting or anything like that. I’m always available to answer questions, have a conversation, and get to know people.”
Connect with The SJ Childs Show:
– Website: sjchilds.org
– The show features autism summits and conversations about neurodivergence, hope, and inspiration
## Frequently Asked Questions
### What is The SJ Childs Show about?
The SJ Childs Show is a podcast in its 13th season hosted by Sarah Bradford, exploring the world of autism and sharing stories of hope and inspiration through conversations with experts, advocates, and individuals with lived experience.
### What is the HOT System?
The HOT System (Hypomanic Operational Turnaround) is Todd Hagopian’s framework of 10 methods for thinking differently in business, born from his experience managing bipolar disorder. It includes grandiose goal setting, extreme focus, profit-per-minute thinking, and orthodoxy smashing.
### Why is neurodivergence missing from diversity training?
Current diversity training focuses on race, gender, and religion—areas where most managers now understand right from wrong. Neurodivergence scares managers because they don’t know how to talk about it, only that they’re not supposed to. This leaves a huge gap as Gen Z enters the workforce openly identifying with neurodivergence.
### What’s the difference between accommodation and utilization?
Accommodation treats neurodivergence as a problem to work around. Utilization recognizes that different brain wiring excels at different tasks and deploys team members accordingly—not as a favor, but as smart team-building.
### How do you normalize neurodivergence at work?
Bring it up in general, positive ways—not just when something goes wrong or when you need accommodation. Highlight when your brain wiring contributes to success, not just when it creates challenges.
## People Also Ask
### What is the Armenian origin of Hagopian?
Hagopian is Armenian. During the Ottoman Empire, many Armenians were killed, but a handful made it to the US. Todd’s grandfather came over, fought the Ottomans in World War I, and the family has remained in the US since, with pockets of Armenians primarily in Michigan and California.
### How did Todd’s bipolar diagnosis happen?
After 15 years of not sleeping (averaging 2 hours per night), self-medicating with alcohol, and experiencing cycles of hypomanic success followed by depression and self-sabotage, Todd finally sought help for chest pains and headaches. After extensive testing, a psychiatrist diagnosed him as bipolar almost immediately.
### What happened when Todd went on medication?
The medication worked—but Todd lost his competitive edge. He went from “Tony Stark to Tony Stagnant.” He had to rebuild his management approach by creating systems that allowed him to manage like a hypomanic while staying healthy and present for his family.
### What is orthodoxy smashing?
Orthodoxy smashing means taking everything your industry believes is true and asking “what if it wasn’t?” Then finding ways to operate differently. Todd says the easiest way to make money is proving an orthodoxy false in a boring business that’s been around for 50 years.
### How should managers respond to employees disclosing neurodivergence?
Instead of asking “how can we fix this?” managers should focus on understanding when employees might need to adjust their pace, recognizing when goals might have been set during different mental states, and identifying which tasks align with how their brains work best.