Neurodiversity training, coaching and consultancy
Neuroinclusion isn’t always straightforward
You want an inclusive culture where people can perform at their best. But when it comes to supporting neurodivergent employees, equipping managers and getting things like reasonable adjustments right, it can sometimes feel unclear, complex or difficult to navigate.
You might know what you want to improve but not necessarily what support you need to get there. Or you might know something isn’t quite working, but you’re not sure where to start.
You don’t need to have all the answers before we talk.
I can work with you to understand what’s happening in your organisation, what you’d like to be different and what support could make the biggest difference.
That might be one of my tried-and-tested workshops or coaching programmes. Or we can design something bespoke around your people, goals and the opportunities or challenges you’re facing.
I understand this from both sides
I understand how complex this can feel – both from a personal and organisational perspective.
I spent more than 20 years working in organisations, including in senior leadership roles, before being diagnosed with ADHD at 40. Not long afterwards, I experienced burnout and was signed off work for several months. Years of masking, people-pleasing and working in ways that weren’t sustainable for me had finally caught up.
Conversations at work were often tricky. My manager and HR genuinely wanted to support me, but none of us had the clarity, language or confidence to know what would make a meaningful difference.
Now, through my work supporting neurodivergent people and organisations, I see variations of that same challenge again and again. It’s rarely a lack of good intent. More often, people need greater understanding, confidence and practical tools to know what to do.
Good neuroinclusion isn’t about having all the answers. It’s about giving people the understanding, confidence and practical tools to respond well to the person in front of them.
What can better neuroinclusion look like?
- Build manager confidence and capability to have open, strengths-based conversations about individual needs, working styles and support.
- Support performance and working relationships by helping managers and neurodivergent employees understand what's getting in the way and what could help.
- Create more neuroinclusive teams and working environments where different needs are understood and people feel able to ask for the support they need.
- Retain neurodivergent talent by identifying and removing unnecessary barriers that can contribute to overwhelm, disengagement and people leaving.
Ways we can work together
There’s no one-size-fits-all approach to neuroincluson.
You might know exactly what you need, or you might want some help working that out. I offer tried-and-tested training and coaching alongside more bespoke support, shaped around your people, your goals and what’s happening in your organisation.
It starts with a conversation. We’ll explore what you’d like to achieve and take it from there.
Neurodiversity training and workshops
Practical, engaging training for leaders, managers and teams, designed to build understanding, confidence and practical skills.
Sessions can be tailored to your organisation, with topics including neurodiversity awareness, neuroinclusive management and leadership, reasonable adjustments, communication and supporting neurodivergent colleagues.
I also offer ready-to-go workshops when you need something more straightforward.
Workshops and training typically start from £450.
Manager and leadership development
Helping managers and leaders build the confidence and skills to support different people well – while still navigating performance, expectations and the realities of managing a team.
This can include workshops, facilitated sessions or coaching, and can be designed around the particular challenges your managers are facing.
Coaching for neurodivergent employees
One-to-one coaching gives neurodivergent employees a confidential space to better understand how they work, recognise their strengths and develop practical strategies for the challenges they’re experiencing at work.
Coaching can support areas including workload and prioritisation, communication, confidence, emotional regulation, working relationships, sustainable performance and navigating change.
Coaching can be employer-funded or supported through Access to Work.
Neuroinclusion consultancy and bespoke support
Sometimes the challenge is bigger than a single workshop or coaching intervention.
I can work with you to understand what’s happening across your organisation, identify barriers and opportunities, and prioritise practical changes that will make the biggest difference.
Support might include:
- Listening and insight gathering, including surveys, focus groups and stakeholder conversations
- A neuroinclusion or employee experience review
- Practical recommendations across the employee lifecycle
- Support to turn recommendations into action
You’ll come away with greater clarity on what matters most and where to focus next.
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