Turning Challenges into Confidence: Lessons from Dyslexia

By Hannah Baker

Dear Reader,

When I was seven, I was an expert at pretending.

I could "read" picture books without actually decoding the words, using context to fill in the gaps.

It wasn’t until my mom, a teacher, noticed I was faking it that I was tested and diagnosed with dyslexia.

What followed were years of frustration, advocacy, and learning how to embrace a brain that simply worked differently.

While my initial reaction was embarrassment, I now see those early challenges as the foundation for some of my most valuable skills.

While my story is personal, the lessons I’ve learned can be applied by anyone, especially those in leadership roles or aspiring to grow in their careers.

To start, let’s break down one of the biggest misconceptions about dyslexia and how it connects to the skills that designers and leaders can use in their work.

One of the biggest misconceptions about dyslexia is that it’s a vision problem—confusing letters like “b” and “d.”

But dyslexia is far more complex. It’s a neurological difference that affects how the brain processes language, including reading, writing, and spelling.

For example, when someone with dyslexia sees a word, their brain may take longer to decode its structure, making it harder to connect symbols to sounds.

This isn’t due to lack of intelligence or effort—it’s simply a different way of processing information.

It’s not that I see things differently, but that connecting letters to language takes extra effort.

It’s a cognitive challenge, not a measure of intelligence.

This difference in processing has taught me how to think outside the box and approach problems from unique angles—skills I now consider essential in my leadership role.

Unfortunately, these misunderstandings often follow people with dyslexia into adulthood.

They shape how others perceive their abilities.

This can make it harder to advocate for yourself or feel confident in professional spaces.

For years, I hesitated to ask for accommodations or disclose my dyslexia, fearing it would define me in ways I couldn’t control.

However, over time, I learned that addressing my challenges directly allowed me to take ownership of my strengths.

Playing to Your Strengths

As a design leader, I’ve learned to play to my strengths.

My dyslexia forces me to think spatially and holistically, which is a huge advantage in systems design and facilitation.

Tools like Miro allow me to map out complex ideas visually, helping me work in ways that align with my thinking.

Grammarly and AI tools like ChatGPT help me articulate those ideas more clearly.

But it took years to feel confident enough to ask for help when needed.

Sometimes, that meant extra time for edits.

Other times, it meant leaning on my peers to refine my writing.

Understanding and owning your process is one of the most powerful things you can do, no matter where you are in your career.

By leaning into these tools, I’ve turned what could have been barriers into bridges for collaboration and creativity.

Shaping Leadership Through Understanding

This journey has also shaped how I lead and create environments for others.

For those aspiring to lead, the ability to articulate how one thinks and works isn’t just a soft skill—it’s a cornerstone of effective leadership.

It fosters collaboration, builds trust, and demonstrates a clear vision.

Creating spaces where people feel safe to share their process benefits everyone.

When recently asked in a podcast to reflect on my experiences,

The more I’ve understood my unique way of thinking, the more I’ve been able to advocate for my needs and use my strengths to my advantage.

This is something I encourage all leaders to do: reflect on what works best for you and don’t be afraid to ask for the support you need to thrive.

Leadership isn’t about being perfect; it’s about understanding yourself and empowering those around you to do the same.

Lessons for Leaders

Another valuable lesson I’ve learned is the importance of cultivating self-awareness in teams.

When you create an environment where team members feel encouraged to share their own processes and challenges, you not only build trust but also facilitate better solutions.

My dyslexia has taught me that diversity of thought is one of the greatest assets any team can have.

Leaders who embrace and model this approach will inspire their teams to think more broadly and push boundaries.

To make this actionable, here are three takeaways for design leaders looking to foster inclusive and effective teams:

1. Create a culture where team members feel comfortable discussing their strengths and where they need support. This builds trust and helps everyone play to their strengths.
2. Share your own challenges and how you’ve overcome them. This sets a precedent for others to feel safe doing the same.
3. Use tools like Miro, Grammarly, or ChatGPT to improve efficiency and support diverse ways of thinking and working.

Asking for help and understanding your unique way of working isn’t a weakness—it’s a sign of confidence.

It’s how we grow as individuals and as teams.

By openly discussing my dyslexia, I’ve found ways to demystify it for others and show how challenges can be transformed into strengths.

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If you’d like to hear more about my experience navigating dyslexia as a design leader, check out the latest episode of Shortcuts!

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Until next time!

Hannah Baker ​Facilitator & Co-Founder ​The Fountain Institute ​

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