Partnering with Perrywood Garden Centres

The challenge

Perrywood Garden Centres sought to enhance the confidence and capabilities of their management team in supporting neurodivergent colleagues. As a growing business with a strong focus on people and community, they recognised the importance of inclusive communication and meaningful support, particularly in a fast-paced, customer-facing environment.

Their goal was clear: to equip managers with the understanding and practical skills to hold better conversations with neurodivergent staff, creating a workplace where everyone feels heard, supported, and able to perform at their best.

What we found

Our initial conversations showed that Perrywood’s leaders already had a strong foundation of empathy and care. However, as in many organisations, managers wanted greater clarity and confidence in how to translate this into everyday practice, especially when it came to discussing neurodiversity or individual support needs.

We also found that while some successful strategies were already being used in parts of the business, they had not yet been consistently shared across teams. There was a clear opportunity to bring people together to reflect, learn, and exchange ideas.

What we did

We designed and delivered a two-part training programme for two cohorts of Perrywood managers.
The first session focused on building awareness and understanding, exploring what neurodiversity means in practice and how to hold supportive, constructive conversations with team members. The second session was a practical workshop, providing managers with the opportunity to apply their learning, share experiences, and reflect on what was working well and where challenges persisted.

Each session provided space for open discussion, enabling participants to learn from one another while developing concrete strategies for use in their day-to-day management.

The results

The sessions prompted rich reflection and insight across both cohorts. Managers identified common challenges, surfaced practical ideas, and shared examples of strategies that had worked effectively in other areas of the organisation.

By creating a space for honest discussion and shared learning, Perrywood strengthened its collective understanding of how to support neurodivergent colleagues and fostered a more confident, connected management team. The programme laid the groundwork for continued conversation and collaboration around inclusion across the business.

Supporting lifestyle and personal development coaches in elite sport

The challenge

Practitioners supporting elite athletes face a unique challenge: how to help individuals maintain balanced lifestyles while navigating the demands of competitive sport, and the often difficult transition out of it. Increasingly, coaches and development practitioners were noticing signs of neurodivergent traits among the athletes they supported, but many lacked the confidence, knowledge, or clarity to respond effectively.

What we found

There was a clear appetite among practitioners to better understand how neurodivergence shows up in high-performance environments. They wanted practical insight into how traits such as ADHD or autism might affect focus, transitions, lifestyle decisions, and well-being. More importantly, they needed support in adapting their conversations and coaching relationships to be more inclusive and effective.

What we did

At the invitation of Liz Egan, who leads the International Lifestyle and Personal Development Practitioners’ Forum, Nathan Whitbread delivered a tailored session for coaches and practitioners working at the intersection of performance and wellbeing. The session was designed to be both informative and conversational, encouraging reflection and discussion alongside practical learning.

Rather than offering generic advice, we focused on the realities of supporting neurodivergent individuals through periods of change, identity shifts, and high cognitive load. Nathan introduced neurodiversity-informed concepts grounded in sport-specific contexts, offering real-world strategies for building stronger, more responsive relationships.

The results

Feedback from the session was deeply affirming. Participants appreciated the balance of insight and action, and left with practical tools they could use immediately in their work. Liz Egan shared the following testimonial:

“Nathan delivered a session this morning for the International Lifestyle and Personal Development Practitioners’ Forum, a group that I run for people working in sport. The session was informative and thought-provoking. Nathan took care to ensure that the session was pitched at the right level and relevant for the attendees. We all left with ideas on how we can make simple adjustments to the way in which we work to have a profound impact on those we support. I would highly recommend Nathan and the work he does. Thank you.

The session demonstrated the power of small shifts in awareness and approach, particularly in environments where performance and well-being must go hand in hand.

Partnering with Animas Centre for coaching

The challenge

Animas Centre for Coaching approached us with a clear ambition: to equip their coaches with a deeper understanding of how to work confidently and effectively with neurodivergent clients. They aimed to ensure coaches could build meaningful partnerships with neurodivergent individuals and leaders, while remaining aware of the broader organisational and societal contexts that shape client experiences.

What we found

Our initial conversations revealed that coaches were eager to better support neurodivergent clients but needed more confidence and clarity around how to do so. While they already possessed strong foundational skills, many were unsure how to apply these effectively when working with neurodivergent individuals. There was also a clear need for practical strategies, alongside space to reflect and explore this topic without fear of getting it wrong.

What we did

We designed and delivered a series of training sessions as part of Animas’s professional development programme. These focused on exploring coaching principles—such as partnership, listening, and contracting—through a neurodiversity-informed lens. We aimed to help coaches recognise what they already did well, while giving them the tools to stretch and adapt their practice.

As the programme evolved, our role expanded. We were invited to deliver further sessions focused on ADHD, autistic traits, and other neurodivergent presentations. These offered practical techniques coaches could apply immediately. We also introduced content on coaching neurodivergent couples, supporting practitioners to navigate the dynamic between two different processing styles within a single coaching relationship.

The results

The response was overwhelmingly positive. Coaches consistently highlighted Nathan Whitbread’s sessions as among the most valuable in the entire programme. The training was described as insightful, thought-provoking, and immediately applicable. Feedback showed that the sessions provided a rare combination of psychological safety, challenge, and clarity, deepening participants’ understanding of neurodivergence and boosting their confidence in working with complexity and difference.

Supporting Esther – workplace health administrator with Dyslexia

The challenge

Esther is a Workplace Health Administrator with dyslexia. She found it difficult to read and process written information quickly, which made it harder to communicate clearly and complete tasks in a fast-paced environment.

What we found

Our assessment showed that:

  • Esther has strong verbal communication skills and a clear desire to contribute effectively
  • She would benefit from assistive technology and strategies to help with processing written information

What we did

To support Esther, we introduced:

  • Dragon Naturally Speaking dictation software, with training
  • Targeted coaching on new work processes, breaking down tasks, and strategies for taking minutes

The results

For Esther there is:

  • Greater confidence when communicating
  • Better efficiency in completing written tasks
  • More active participation in meetings

For the organisation there is:

  • Smoother communication within the team
  • Fewer documentation errors
  • Improved information flow between departments

“The software and strategies recommended have transformed how I work. I now contribute more effectively to meetings and complete documentation with confidence.” — Esther

Supporting Paul – IT security specialist with ADHD

The challenge

Paul works as an IT Security Specialist and has ADHD. He found it hard to concentrate in a noisy open-plan office, especially when working on complex tasks. He also struggled with planning and prioritising work, which led to missed deadlines and high stress levels.

What we found

Our assessment highlighted two key needs:

  • A quieter workspace to reduce distractions
  • Structured support for time management and focus

We also discovered Paul’s strengths in problem-solving and creative thinking.

What we did

To help Paul thrive, we introduced:

  • Access to a quieter area in the office
  • Coaching sessions focused on planning, organisation, and time management

The results

For Paul there was

  • Better concentration on complex work
  • Improved time management
  • Lower stress levels

For the organisation there was

  • Projects delivered on time
  • Higher quality in security analysis
  • A more engaged and productive team member

“The assessment process identified practical solutions that worked within our existing office structure. Paul’s productivity improved significantly, and the whole security team benefited.” — IT Director

Supporting Eleanor – Data Analyst with Autism

Eleanor is a detail-oriented and meticulous Data Analyst with Autism, employed at a leading data analytics firm. She possesses an exceptional ability to identify patterns and inconsistencies in large datasets. This skill is crucial to her role in providing accurate and reliable insights for the company’s clients.

The challenge

Despite her exceptional analytical skills, Eleanor experienced significant challenges in the company’s busy, open-plan office environment. Her sensory sensitivities, particularly to fluorescent lighting and unpredictable background noise, made it difficult for her to concentrate and sustain focus on complex data analysis tasks. She also found the need for frequent, unscheduled changes to project workflows and communication methods to be a source of considerable anxiety. These challenges impacted her productivity and caused her significant workplace stress.

What we found

Recognising these challenges, Eleanor’s manager, Mark, collaborated with HR to initiate a Workplace Needs Assessment. The assessment process involved a detailed consultation with Eleanor to understand her specific needs, preferences, and the impact of the work environment on her performance.

The assessment revealed that:

  • Eleanor possesses exceptional analytical skills and a remarkable ability to focus on detail in a suitable environment.
  • The sensory environment of the open-plan office was a significant source of discomfort and distraction, negatively impacting her concentration and productivity.
  • Clear, predictable communication and structured workflows were essential for her to feel secure, confident, and perform optimally.

What we did

  • Provide a dedicated workstation for Eleanor in a quieter area of the office, minimising exposure to auditory and visual distractions, and equip it with adjustable, non-fluorescent lighting.
  • Implementation of high-quality noise-cancelling headphones, allowing Eleanor to reduce ambient noise levels further when needed.
  • Establishment of transparent and predictable communication protocols, including providing written agendas for meetings in advance, ensuring that communication is concise and structured, and minimising unscheduled changes to project workflows whenever possible.

The results

Implementing these adjustments led to a significant positive transformation for Eleanor and the organisation.

For Eleanor:

  • A substantial reduction in sensory overload and discomfort, significantly improving her concentration and focus during complex data analysis tasks.
  • Increased feelings of calm and reduced anxiety in the workplace, creating a more positive and supportive work experience.
  • Enhanced ability to apply her exceptional analytical skills effectively, resulting in higher quality, more accurate, and more reliable data analysis.
  • Greater confidence and increased engagement within the team, fostered by a more predictable, structured, and supportive work environment.

For the Organisation:

  • Improved data analysis accuracy and reliability, a critical function for informed decision-making and delivering high-quality insights to clients.
  • Increased productivity and efficiency from a highly skilled and valuable employee, maximising her contribution to the company’s success.
  • A more inclusive and accommodating work environment, demonstrating the organisation’s commitment to employee well-being, diversity, and creating a workplace where everyone can thrive.
  • Enhanced team performance through the full and effective contribution of Eleanor’s unique talents and expertise, improving overall team outcomes.

“The changes to my workspace and the clearer communication protocols have made a huge difference. I can now focus on the data without feeling overwhelmed, and knowing what to expect helps me feel much more settled and able to do my best work. I feel more confident and valued.”

Eleanor

 

“Supporting Eleanor and ensuring she has what she needs to thrive has been a priority for the team. The Workplace Needs Assessment process was incredibly helpful in understanding the specific challenges she faced and identifying practical solutions. The adjustments we’ve implemented, like the quiet workspace and clearer communication, have made a tangible difference for Eleanor and the whole team. We’re seeing even greater accuracy in her work, and she’s contributing more confidently than ever. From my perspective, it’s made managing the team smoother and more effective, knowing everyone has the right environment to perform at their best. It’s a testament to how understanding individual needs can lead to collective success.”

Mark, Eleanor’s Manager

This case study illustrates the transformative power of Workplace Needs Assessments in creating a genuinely inclusive and productive work environment. By understanding and addressing the specific needs of neurodiverse employees like Eleanor, organisations can unlock their full potential, enhance team performance, and achieve significant business benefits.