Neuroinclusive Practice™

Foundation training related to neurodivergent ‘conditions’ (such as Dyslexia, Dyspraxia, Dyscalculia, Attention Deficit Disorder and the Autistic Spectrum) is often not delivered as standard to those in leadership roles – yet it is estimated at least 1 in 8 of the working population are neurodivergent.

Therefore, many line managers, supervisors and HR personnel are unlikely to be equipped to ‘spot the signs’ or be able to effectively manage and support neurodiverse staff. Many organisations, also lack accurate organisation-wide, awareness of what neurodiversity actually is and the potential impact of neurodivergent ‘conditions’ – on the workplace.

As a result, neurodivergent colleagues often fail to reach their full potential.

To make progress in this area it is essential for leaders, line managers, supervisors and HR personnel to understand the following:

  • The strengths and opportunities that come with appropriately supporting neurodivergent individuals
  • The range of potential workplace-related challenges, including stigma, prejudice and misconceptions
  • The process of support, is it recognised and publicised? Providing support is not often seen as a priority (until there is some kind of litigation)
  • Why ‘accessible’ workplace processes are essential and how to implement best practice
  • The connection between not providing support and the potential negative impact on wellbeing and mental health
  • The legal obligations in relation to neurodivergent employees (Equality Act 2010).

This program is a blended learning experience including:

  • Online training
  • Webinars
  • Mentoring
  • Coaching support

There are no pre-requisites for attending and we assume people have had no prior training in this area. We start ‘from scratch’ because it is vitally important to ensure we build on solid foundations. (For those who have previous experience or training, this will be a useful refresher and an opportunity to add to their current workplace-related learning).

For more about this service please contact me.

Being Neurodivergent at work

Dyslexia Champions™

Foundation training related to neurodivergent ‘conditions’ (such as Dyslexia, Dyspraxia, Dyscalculia, Attention Deficit Disorder and the Autistic Spectrum) is often not delivered as standard to those in leadership roles – yet it is estimated at least 1 in 8 of the working population are neurodivergent.

Therefore, it is important to support neurodiverse employees. Many organisations, also lack accurate organisation-wide awareness of what neurodiversity actually is and the potential impact of neurodivergent ‘conditions’ – on the workplace.

As a result, neurodivergent colleagues often fail to reach their full potential.

To make progress in this area it is essential for organisations to understand the following:

  • The strengths and opportunities that come with appropriately supporting neurodivergent individuals
  • The range of potential workplace-related challenges, including stigma, prejudice and misconceptions
  • The process of support – is it recognised and publicised? Providing support is not often seen as a priority (until there is some kind of litigation)
  • Why ‘accessible’ workplace processes are essential and how to implement best practice
  • The connection between not providing support and the potential negative impact on wellbeing and mental health
  • The legal obligations in relation to neurodivergent employees (Equality Act 2010).

Accredited Dyslexia Champions™ is the ‘missing link’ that can make the difference – listening, sharing information and enabling individuals to make an informed decision about whether to seek support – or not.

This program is a blended learning experience including:

  • Online training
  • Webinars
  • Mentoring
  • Coaching support

There are no pre-requisites for attending and we assume people have had no prior training in this area. We start ‘from scratch’ because it is vitally important to ensure we build on solid foundations. (For those who have previous experience or training, this will be a useful refresher and an opportunity to add to their current workplace-related learning).

‘This was a fantastic course. I learnt a huge amount and found the course insightful and relevant, both for my role as an educator and manager. I am an incredibly busy person and I think this course was a very good use of my time.”

Sara Rankin – Professor of Leukocyte and Stem Cell Biology.

For more about this service please contact me.

Technology Mentoring

Assistive technology mentoring is about helping individuals understand how technology can solve their workplace problems.

This often involves using several different tools unique to the individual. This can include screen readers, speech-to-text engines, mind mapping and organisation tools. What is important is not the power of the technology, but rather the requirements of the individual. In our experience, we have often found less is more and that there are many free tools for individuals to experiment with as they build their own processes to be as effective as possible within the workplace.

Assistive technology mentoring builds strategies that work for individuals. Additionally it improves existing strategies to become more efficient and overcome communication challenges in the workplace.

Examples of technology covered include:

  • Speech to text – Dragon NaturallySpeaking
  • Screen reading – OrCam, Read&Write
  • Mind mapping – MindView, Inspiration
  • Organisation – Evernote, To-do-ist, Trello

For more about this service please contact me.

One-to-one Coaching

Strategy Coaching is about finding solutions that overcome challenges by using what you are good at. For example, if you plan your holiday well, but struggle with getting a work process completed in the right order, we can use the feelings and techniques that work well for holidays to deliver work tasks.

Strategy Coaching can focus on managing stress levels, understanding how to modify habits in addition to identifying and focusing on longer-term goals for motivation.

Strategy Coaching is a two-way process where you will need to try new ideas that need to be practised between sessions. Though this can be challenging at times it does reap long-term rewards.

As part of the sessions, there is also the opportunity to look at career progression, presentation skills, and communication skills.

Key features

  • One-to-one with supervisor follow-up.
  • Bespoke coaching based on your objectives.
  • Delivered online or face to face.
  • Strategies that work.

For more about this service please contact me.

Leadership Coaching

Leading in the neuroinclusive workplace presents very different opportunities and challenges, and as a result leaders often need different types of support to help their teams be effective. These coaching sessions are delivered by an experienced leadership coach who is neurodivergent and has experience in leading neurodivergent teams.

This is very much a bespoke offering, get in contact if you would like to find out more.

For more about this service please contact me.

Neurodiversity Awareness Training

An introduction to neurodiversity that will:

  • Help people understand the various neurodivergent conditions such as dyslexia, dyscalculia, autism, dyscalculia and ADHD
  • Explore why neurodiversity matters and how it makes organisations better
  • Look at the building blocks of a neuroinclusive workplace
  • Signpost the next steps

As a specialist workplace coach with years of coaching and training experience, I help organisations and individuals to be more effective in the workplace.

What’s included?

Empowering neurodiversity in the workplace session

Timings

60 or 90min options

Neurodiversity explained – what is it?

Let’s explore the language of neurodiversity and how this helps to frame what it is. We’ll look briefly at each of the underlying diagnoses that come under this umbrella, including what they look like, associated strengths and difficulties and how they are interrelated.

Why neurodiversity matters – how it makes organisations better.

Neurodiverse individuals are likely to account for 1 in 8 of the average organisation’s workforce with specific industries having far more. Many of these individuals will be undiagnosed, though this landscape is rapidly changing with more active screening and diagnosis taking place. The negative components of neurodiversity are often well understood; what can be less well understood is the huge positive impact that neurodiverse individuals can and do have on organisations.

Building an inclusive, neurodiverse workplace – what you need to consider and be aware of.

We will look at some of the benefits that come from introducing awareness training, workplace needs assessments and coaching to individuals and organisations. Then we’ll look at communication, and how this can be adapted and reviewed to ensure it meets the needs of both employees and the business. Finally, we’ll look at environmental factors that often need to be considered when making a workplace an effective environment for all employees.

Useful resources – what’s next and where to get further support and assistance.

During this session, we will explore specific issues, discuss guidance on what to consider and what to do next. We will also include advice on what support is available and the types of actions you can take. Many changes have little or no cost and we often find making a workplace more neuroinclusive is better for everyone.

Q&A

We will close this session with an informal Q&A. This can be conducted as an open forum and/or through using pre-submitted questions.

“Nathan delivered some engaging and informative training for us that has helped encourage more conversations about how we can better embrace our neurodiversity and support each other.”

Sean Kent

Executive Resources Director at Hundred Houses Society Ltd

 

For more about this service please contact me.

 

System blindness

Workplace Needs Assessment

This assessment focuses on the specific challenges that an individual is experiencing in relation to their work tasks and includes recommendations for adjustments that the Assessor believes will help them cope and be more effective at work. These challenges are often related to conditions such as dyslexia, dyspraxia (DCD), autism (ASD/ASC), dyscalculia, Tourette’s Syndrome, ADHD, anxiety and mental health.

Note: This is not a screening or diagnostic assessment, it is an assessment to provide practical adjustments that improve workplace effectiveness. (The assessor can help with these if they are needed, but they are not a requirement of a Workplace Needs Assessment).

What’s included?

Pre-meeting

  • Individual questionnaire
  • Line manager questionnaire
  • Copy of individuals job description

Assessment meeting (1-2 hours)

The assessor will talk to the individual about the difficulties they are experiencing at work and explore their work environment, seating location, specific work tasks, ‘tools’ and current coping strategies.

One-to-one Manager awareness meeting (30 minutes)

Included is a 30 minute ‘one-to-one manager information meeting’.  This meeting is designed to provide the manager with a foundation awareness to help them and the employee when the Workplace Needs Assessment report is shared and adjustments are then put in place.

Assessment report (produced within 14 days)

The report outlines any recommendations (Reasonable Adjustments) which the assessor believes can help the individual improve their effectiveness in their role.

These recommendations may include:

  • Equipment – physical and or software
  • Coaching/mentoring on the use of equipment/software
  • One-to-one strategy coaching
  • Awareness training – (in the form of CPD) for colleagues.  (To encourage and support a neuroinclusive work environments, as approx. 1 in 8 of the UK population is neurodivergent)

For more about this service please contact me.