Have you ever had a conversation with someone who just couldn’t see beyond the rules, the logic, or the “right way” of doing things? No matter how much you tried to explain the human side of things, they just kept coming back to technical details and procedural correctness?
If so, you’ve experienced what it’s like to be in a NeuroDivergent relationship—or in an HOA meeting.
Today, we’re talking about what happens when rule-based thinking replaces human connection—whether in relationships, workplaces, or entire communities. We’ll explore why some people, especially those on the Autism Spectrum, tend to focus on transactional problem-solving rather than emotional engagement. And we’ll look at how this same rigid, rule-driven thinking leads to dysfunction in institutions like HOA Boards.
Why This Discussion Matters
People often assume that when a leader or partner refuses to acknowledge emotions, they’re being intentionally dismissive. But that’s not always the case.
In many cases, rigid, rule-driven minds simply don’t process emotional information the way NeuroTypical people do.
That’s why, in both NeuroDivergent relationships and bureaucratic institutions, we often see the same three major patterns of dysfunction:
- Rigid Rule Enforcement Over Common Sense
- Transactional Thinking Over Emotional Connection
- Mislabeling Assertiveness as Aggression
These patterns create serious misunderstandings in relationships, workplaces, and governance.
Let’s break them down.
Pattern #1: Rigid Rule Enforcement vs. Common Sense
Many NeuroDiverse individuals view the world in black-and-white terms. They follow rules literally because it gives them structure and predictability.
This can be helpful in certain fields—like engineering, software development, or law. But it becomes a problem when rules replace common sense and human connection.
This is exactly what happens in some NeuroDivergent relationships—and in some leadership positions.
For example, in my community, our HOA Board President is a software engineer who designs AI systems for a living. And he runs the HOA Board the same way he writes code—purely transactionally.
Here’s how it plays out:
- Instead of engaging in real conversations with homeowners, the Board only communicates through unsigned, anonymous emails.
- They refuse to take responsibility for past damage because they “didn’t know about it before.”
- They require homeowners to file formal complaints just to be heard, and ignore submissions that don’t cite a specific rule violation.
This isn’t just bad management. This is rule-based, transactional thinking at its worst.
And in relationships, this same pattern leads to emotional disconnects between NeuroDiverse and NeuroTypical partners.
A NeuroDiverse spouse might say:
- “I didn’t realize you were upset, so why are you bringing it up now?”
- “If you wanted me to do something differently, you should have told me at the time.”
- “I followed the plan exactly—what’s the problem?”
To a NeuroTypical partner, these responses feel dismissive. To a NeuroDiverse partner, these responses feel logical and fair.
And this is where Empathy Dysfunction (EmD) comes into play.
Pattern #2: Transactional Thinking vs. Emotional Connection
This is where the real disconnect happens.
People with Empathy Dysfunction (EmD) often struggle to:
- Recognize emotional cues in real time.
- Express their own emotions in a way that connects.
- Understand why people need emotional validation, not just solutions.
This is why some NeuroDiverse individuals—and some rigid, rules-based leaders—struggle to engage in meaningful emotional conversations.
This happened in my HOA when the Board finally acknowledged that runoff from their property had caused damage to mine.
Did they take responsibility? No.
The HOA President took an AI-driven approach:
- He agreed to fix the problem moving forward, but refused to compensate me for the damage already done.
- He claimed that because he was unaware of the issue for years, he had no responsibility for past harm.
- He treated the situation as a technical repair, not a human issue that had affected my home, my finances, and even my dog’s health.
His wife, Vikki, an IT manager for a government agency, took a similar approach:
- “I just found out about this problem three months ago, and I need time to process it.”
- “I don’t see why I have to pay for something that happened a long time ago. Can’t we just move forward?”
To them, only newly discovered problems are “real” problems. But to those of us living with the consequences, that logic is deeply frustrating.
This is Empathy Dysfunction at work.
This isn’t about malice or indifference. It’s about how some minds process responsibility.
Pattern #3: Mislabeling Assertiveness as Aggression
When NeuroTypical partners—or frustrated homeowners—push back against rigid, rule-based decisions, they are often misinterpreted as being hostile, aggressive, or unreasonable.
- HOA Example: Homeowners who demand transparency from the Board are labeled “difficult” or “troublemakers.”
- NeuroDivergent Relationship Example: A NeuroTypical partner tries to have an emotional conversation, but their intensity is perceived as an attack.
Why does this happen?
Because rigid thinkers struggle to process emotional nuance.
To them, all heightened emotions—frustration, urgency, sadness—feel like criticism or hostility.
This is why real conversations never happen in these systems.
And this is why we need to shift from transactional management to interactional leadership.
Final Reflection Question
“If someone only acknowledges problems once they become aware of them—but refuses to take responsibility for the emotional or financial harm caused before that—how does that affect trust?
And if empathy isn’t naturally there, how do we bridge that gap?”