Good management often comes down to how work gets broken apart. That is the lesson Justin Nelson wants more financial firms to take seriously when it comes to neurodiverse employees. Nelson serves as Managing Director and Head of the Asset Management and Financial Principals Coverage Team at JP Morgan Private Bank in Connecticut, leading a team that manages more than $15 billion in client assets, and he treats project management as the hinge point for whether a neurodiverse hire succeeds.
Clarity Over Assumption
Nelson’s central piece of advice sounds simple, yet he says most managers skip it. “You have to assign tasks and ensure that they understand how this fits into a larger plan or set of rules,” he advises. Rather than handing someone a broad goal and expecting them to fill in the gaps, Nelson pushes managers to spell out each piece and connect it back to the bigger project.
That approach, he says, plays directly to strengths many neurodiverse employees already bring to a desk. “These people tend to make some of the best employees because to be very exact within a specific framework,” Justin Nelson JP Morgan observes. “If you can lay out the rules and know how to work and communicate with that group of people, you probably have some of your best employees.”
Where the Strengths Come From
The same traits that make interviews difficult, Nelson notes, often translate into precision on the job. “Usually what that means is that while they may have a harder time connecting and communicating, they’re exceptional in other areas. They can be extremely creative and have amazing computational skills which far exceed the norm,” he says. In asset management and financial analysis, where small errors carry real consequences, that kind of exactness has clear value.
Justin Nelson frames structured management not as an accommodation but as ordinary good practice, one that happens to unlock a workforce many JP Morgan competitors overlook entirely. Visit this page for more information.
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