Do I need a diagnosis?

These days, I’m often asked in coaching sessions whether getting a diagnosis would help. As part of the conversation, a follow up concern frequently voiced by neurodivergent clients is: “I don’t want to be labelled”.

Labels are useful because they tell us what something is and how to relate to it. We use labels for the most part because they simplify life for us. An object labelled as chair tells us we can sit on it, a bottle labelled poison warns us away.  People use labels too, Glastonbury for example, has a wealth of goddesses, shamans, hippies, accountants - labels telling us about how people identify themselves reflecting lifestyles, work and belief systems. In psychology however, labels have a dark history.

Throughout history, mental illness and “difference” have often been stigmatised. Even today, many people still talk about depression or anxiety in hushed tones. In the past, treatments for mental illness used to be horrific; ranging from exorcisms to drilling holes in the skull (trepanning), to lobotomies, to electroconvulsive therapy (which, believe it or not, is still used today when all else fails). Little wonder people would fear being labelled when labels have been tied to punishment or misunderstanding rather than care.

Maybe part of the fear of labelling comes from how diagnosis has been tied to prognosis. For example, research shows that outcomes for people with schizophrenia, such as hospitalisation rates, distress levels, and ability to work, tend to be about 50% worse in developed countries than in developing countries.  That says a lot about the power of a community approach that focuses on social support rather than stigma.

Yet, having a label can be incredibly useful. It helps you and your therapist, coach, or doctor find the right treatment and make sense of what’s happening. But what if the label is wrong? Misdiagnosis happens often, especially within the neurodivergent community. Many people are first labelled with conditions like bipolar disorder, anxiety or an eating disorder before their underlying neurodivergence is recognised.

When ADHD or autism are finally identified, treatment for co-occurring conditions often becomes much more effective. For instance, someone coming to therapy for “anger issues” might actually be experiencing meltdowns related to ADHD or autism. Recognising this changes everything. It shifts the approach, the strategies, and even the language used in therapy or coaching.

That initial “label” can in fact operate as a signpost for how best to communicate and support someone. The same applies in the workplace. When neurodivergence is understood, reasonable adjustments can be made which benefit both the individual and the organisation. Employees feel safer, understood, and more productive. Happy employees are less likely to leave.

Then again, if you’re self-employed or managing fine without a label, you might not need a diagnosis. Self-diagnosis can still be helpful. If you suspect you might be neurodivergent, that awareness alone gives you something to explore, reflect on and build from. In the workplace, understanding your traits and needs allows you to ask for accommodations without necessarily disclosing a diagnosis., For example, instead of saying “I’m autistic, so I need X,” you might say “I work best when instructions are clear and written down.” The usefulness of a label depends on the context and the people around you.

A diagnosis won’t hand you a guidebook or a set of strategies. It gives you a name, points you in a direction. If you are suffering with poor mental health a diagnosis might be just what you need as it may help you access treatment and make sense of what is happening. If you are neurodivergent, well, it’s up to you. A label can be a useful place to start and then often with the help of a coach or therapist, to figure out what that means for your unique brain.

Labels don’t define you, they describe experiences. Whether or not you pursue a diagnosis, what matters most is finding understanding, support, and strategies that work for you.

Lauren Richards GMBPsS, MSc, EMCC, HGDipl, Cert Ed., BSocSc 

Positive Psychologist and Coaching Psychologist

www.larkcoaching.co.uk

larkcoaching@gmail.com