Neurodiversity life coaching is about having an ongoing relationship with a coach that helps you navigate life and work out what to do next. This coaching is different to 1 to 1 coaching because it happens over time we may meet once a month or maybe once a quarter. And this gives you an opportunity to think in between and work out what to do next.
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:
This program is a blended learning experience including:
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.
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:
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:
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.
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:
For more about this service please contact me.
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
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Coaching is a place to undertake challenging work, which typically involves self-development. As a leader, you appreciate the value of multiple viewpoints and recognise the difficulties that can come when neurodiverse team members are not fully supported.
LEGO Serious Play is a powerful tool that can be used to explore complex issues and generate innovative solutions. By using LEGO bricks to build models, participants can visualise their thoughts and ideas in a creative and engaging way. This can be helpful for neurodiverse team members who may struggle with traditional forms of communication.
These different types of coaching can work together and one can lead to another. We work with what’s real and present right now so that you can be your most effective self.
Contact us today to learn more about how our executive coaching offer can help you achieve your leadership goals.
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An introduction to neurodiversity that will:
As a specialist workplace coach with years of coaching and training experience, I help organisations and individuals to be more effective in the workplace.
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.
A workplace needs assessment is a structured review of the specific challenges someone experiences at work, with practical, tailored recommendations for the adjustments that will help them work effectively. We conduct workplace needs assessments for employees with ADHD, autism, dyslexia, dyspraxia, and other forms of neurodivergence, providing both the individual and their employer with a clear, evidence-based plan.
Workplace needs assessments focus on the specific challenges an individual is experiencing related to their work tasks and include recommendations for adjustments the assessor believes will help them cope and be more effective at work. These challenges are often related to conditions such as dyslexia, dyspraxia, autism, 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 needed, but they are not required for a workplace needs assessment.
ADHD at work often shows up as difficulty sustaining attention on less stimulating tasks, time blindness, and a working memory that gets overloaded when there are too many things to track at once. None of this is about effort or motivation; it is about how attention and executive function actually work for an ADHD brain.
A workplace needs assessment for ADHD looks closely at how someone plans their day, manages competing deadlines, and stays on top of detail, then recommends adjustments matched to what actually helps. That commonly includes:
Autistic employees often navigate sensory sensitivities, a preference for clear and direct communication, and workplaces built around unwritten social rules that were never actually explained to anyone. The friction this causes is rarely about capability; it is about an environment designed with one kind of brain in mind.
A workplace needs assessment for autism looks at the sensory environment, communication style, and how change and ambiguity are currently handled day to day. Common recommendations include:
Dyslexia affects how written information is processed, which can make reading dense documents, proofreading under time pressure, or holding several instructions in mind at once genuinely harder, regardless of someone’s intelligence or experience in their role.
A workplace needs assessment for dyslexia looks at how information reaches someone and how they are expected to produce it, then recommends practical support. Common recommendations include:
The assessor talks to the individual about the difficulties they are experiencing at work and explores their work environment, seating location, specific work tasks, tools, and current coping strategies.
A 30-minute meeting designed to give the manager a foundation of awareness, so they and the employee are on the same page once the report is shared and adjustments are put in place.
The report outlines the recommendations the assessor believes can help the individual improve their effectiveness in their role. These may include:
See our full workplace needs assessment packages and pricing to find the right option for you or your organisation, or get in touch to talk it through first.