Tag Archive for: Leadership

A person sitting at a desk wearing noise cancelling head phones.

A workplace that works for everyone: a neurodivergent perspective

Imagine a workplace that works for everyone, regardless of how their brain processes information. For neurodivergent professionals, the right environment isn’t just about productivity, it’s about maintaining energy for what matters most: our families, passions and lives beyond work.

According to Savills UK [1], 28% of employees feel their workplace actively hinders their productivity. This isn’t just a workplace issue, it’s a quality-of-life challenge that follows us home.

Understanding what’s non-negotiable in a workplace that works for everyone

Before diving into specific solutions, it’s important to identify what’s essential for productivity. For many neurodivergent professionals, these non-negotiables might include:

  • Periods of uninterrupted focus time
  • Control over sensory input
  • Clear communication channels
  • Regular breaks to prevent overwhelm

The need for these elements isn’t just a preference; it’s backed by research. Savills UK found that while 71% of employees want quiet spaces for focused work, only 30% have access to them [1]. This gap between need and availability doesn’t just impact workplace effectiveness; it reduces the energy we need for meaningful moments with loved ones after work hours.

Creating your ideal space

Whether you work from home or in a shared office, a workplace that works for everyone should be designed to support your needs and enhance productivity. Start by positioning your desk to maximise natural light, which can improve your mood and sharpen your focus. Create an “essentials zone” within arm’s reach, keeping chargers, fidget tools and other frequently used items easily accessible. Use notifications only for important communication or custom filters for urgent messages that can help reduce interruptions. Keep your priorities visible without adding visual clutter, a whiteboard or a digital display can strike the right balance. Finally, incorporate soothing elements like weighted cushions, soft lighting, or noise-cancelling headphones to create a calming atmosphere that minimises distractions.

Transforming shared workplaces into a workplace that works for everyone

A workplace that works for everyone could involve creating quiet areas where people can focus without distractions while offering various seating options, such as standing desks or private nooks, to suit different work styles. Providing a simple list of available adjustments makes it easier for everyone to request what they need. Additionally, rethinking how meetings are run can also make a difference. Offering flexible ways to join, like remote attendance, can ensure everyone can participate in a way that works best for them. Finally, thoughtful design touches, such as soft colours and adjustable lighting, help create a comfortable and welcoming environment. 

The science of stress and its ripple effects

The impact of poor office design isn’t just confined to working hours, it ripples through our lives. Research from HRD Australia reveals that noise in open-plan offices can trigger a 34% rise in stress levels and a 25% increase in negative mood [2]. This heightened stress doesn’t simply disappear when we leave the office, it follows us home, affecting our patience, presence and ability to engage meaningfully with our families.

However, there’s hope: According to ZipDo, thoughtful design changes can reduce workplace stress by up to 30% [3]. Imagine what this means beyond productivity metrics, 30% more emotional energy for family dinners, weekend activities and quality time with loved ones.

Making it work: Practical Solutions on a Workplace That Works for everyone

Here’s where innovation comes in. Consider applying:

  • Flexible break systems – creating a menu of break options like meditation rooms, walking meetings or quiet spaces
  • Normalise “reset periods” between tasks
  • Allow for flexible scheduling around energy levels and family commitments

Creating a more inviting and comfortable workplace starts with allowing personalisation, even in shared spaces. Encourage employees to take ownership of their work environment by making small adjustments that help them feel more at ease. Introducing flexible “zones” where employees can claim a space for focused work can create a greater sense of control and providing the freedom to adjust lighting, seating, or desk setups, within agreed limits, helps people shape their workspace to suit their needs, leading to a more pleasant and productive atmosphere.

Rather than striving for perfection, focus on what works best for the team. Solutions need not be flawless; they need to support productivity and well-being. Regular check-ins allow space to review and adjust what works, ensuring changes stay relevant and helpful. Clear guidelines outline what parts of the environment can be changed and what cannot help everyone feel confident in adjusting.

Progressive policies that support everyone

Supporting a diverse workforce starts with offering hybrid work options that accommodate different energy levels, personal preferences and family responsibilities. Providing neurodiversity training helps build understanding and creates better teamwork across all employees. Clear communication such as using written follow-ups ensure that everyone stays informed and included, no matter their working style or location.

Making change sustainable

Remember, creating a workplace that works for everyone isn’t just about professional success but sustainable well-being. When we reduce the cognitive load of managing our work environment, we hold onto precious energy for what truly matters. That might mean having the patience to help with homework after a long day, the energy to pursue personal interests, or simply being more present with our loved ones.

The goal isn’t to create a perfect environment, but to build one that supports your whole life, not just your work lives. With thoughtful design changes potentially reducing workplace stress by 30% [3], we’re not just investing in better workspaces, we’re investing in better lives, stronger relationships and happier families.

Your turn

How has your work environment affected your life beyond the office? Share your experiences; every perspective helps build workplaces that support productivity and the full spectrum of human life and connection.

Footnotes
Savills UK (2023). Workplace productivity and quiet spaces study. [1]
HRD Australia (2023). Impact of open-plan offices on workplace stress and mood. [2]
ZipDo (2023). Workplace design and stress reduction analysis. [3]

Body doubling in the workplace

Body doubling in the workplace

Body doubling in the workplace: A neuroinclusive strategy for focus and connection

Introduction

If you’ve ever found it easier to focus simply because someone else was in the room, you’ve experienced body doubling in action.

This practice—working in parallel with another person—has become a quiet revolution in neurodivergent communities, particularly among people with ADHD, autism, and executive function differences. For many, it’s not about being watched, but about being witnessed: the subtle motivational power of another human presence.

For HR leaders and managers, body doubling in the workplace provides a fresh, low-cost approach to fostering focus, connection, and psychological safety. It’s one of the simplest tools in the journey toward a truly neuroinclusive workplace.

What is body doubling?

Body doubling is the act of completing a task while another person is present—either in person or virtually. The “double” might be a colleague, friend, or even a stranger online, who is quietly engaged in their own work at the same time.

It’s not surveillance or supervision. Instead, it works through co-regulation—our nervous systems naturally syncing with the calm, focus, or steady rhythm of another person.

Reported benefits include:

  • Easier task initiation (breaking through “task inertia”)
  • Reduced procrastination and distraction
  • Better emotional regulation and sense of accountability
  • Less isolation, especially in hybrid or remote roles

The science and evidence behind body doubling

Formal research on body doubling is still emerging, but the underlying mechanisms are scientifically credible. Here’s what the evidence shows so far:

  1. Academic & Experimental Findings

  • Limited but promising research: A 2025 pre-print titled You Are Not Alone: Designing Body Doubling for ADHD in Virtual Reality (arXiv) found that both human and AI body-double conditions improved task completion compared with working solo.
  • Comparative study (VTechWorks): In a small sample (n=40), participants completed tasks faster and with improved sustained attention in both in-person and video body-double conditions.
  • Theoretical grounding: Clinicians describe body doubling as an externalised executive function that supports a social prompt that helps maintain attention, motivation, and time awareness (Cleveland Clinic; Newport Institute).
  • Adjacent studies: Broader research on social facilitation and co-working effects supports the finding that mild social presence can enhance attention and persistence on tasks.

In summary:

The evidence base is small but growing. The mechanisms of accountability, externalised focus, and co-regulation are consistent with well-established cognitive and behavioural science.

  1. Practitioner and Community Reports

ADHD organisations and coaching networks consistently highlight body doubling as a practical focus tool:

  • CHADD: It helps individuals “choose a specific project, set a time, and be accountable to another person.”
  • ADDA: “The body double becomes a model of control and a mirror.”
  • VeryWellMind: Reports benefits in starting, sustaining, and finishing tasks, with reduced shame and isolation.

Common themes include:

  • Initiation support: Makes starting less overwhelming.
  • Emotional buffering: Reduces anxiety and loneliness.
  • Accountability: Encourages steady focus without external pressure.

Drawbacks are also noted:

  • Too much chatter can distract.
  • Some users feel observed or self-conscious.
  • It can foster over-reliance if not balanced with solo work.

Why body doubling matters for neuroinclusive workplaces

Body doubling aligns with key principles of neuroinclusive design: flexibility, autonomy, and shared ownership of productivity.

In Neurodiversity and Time, we examined how individual rhythms and attention patterns vary significantly. Body doubling supports these rhythms by allowing employees to borrow structure from shared focus rather than forcing conformity to rigid routines.

For HR and organisational leaders, adopting such techniques communicates trust:

“We understand focus looks different for everyone—and that’s okay.”

Exploring potential apps and tools

The rise of hybrid and remote work has led to a wave of digital tools that enable virtual body doubling. The following examples are provided for awareness purposes only, not as formal recommendations. Always review the suitability, privacy, and accessibility of any new platform before introducing it.

Example App What It Offers Format
FocusMate One-to-one timed co-working sessions with accountability check-ins. Virtual 1:1
Flow Club Structured group focus sessions led by facilitators. Group
Flown Combines live “deep work” sessions with wellbeing breaks and community. Individual & group
Caveday Guided work sprints with communal breaks and motivation prompts. Group
Centered Adds gamified focus tracking and gentle AI support for maintaining flow. Solo with social features

💡 Tip: If your organisation already uses Microsoft Teams or Google Meet, you can replicate the same structure by scheduling “silent co-working” slots or optional “Focus Fridays”.

To integrate these practices safely and effectively across your workforce, explore our Workplace Needs Assessment Package.

How to facilitate body doubling yourself

Body doubling doesn’t require software. It can be facilitated with nothing more than intention and clarity.

Here’s a simple, three-step recipe you can use with a colleague or friend:

  1. Ask: What are we each hoping to achieve before we start?
    Keep goals specific, small, and time-bound.
  2. Agree: How will we work together?
    Will we talk or stay silent? Cameras on or off?
    Are we checking in mid-way or only at the end?
  3. Check-in: What did we achieve and how do we feel?
    Reflecting briefly consolidates success and reinforces motivation.

These steps mirror effective coaching practice: clarity, collaboration, and closure.

For teams, managers can support this by:

  • Offering optional co-working slots.
  • Setting clear boundaries (voluntary, non-evaluative).
  • Framing it as peer accountability, not performance monitoring.

When energy or capacity is low

During periods of overwhelm or brownout (as explored in Skidding into Brownout), even setting up a session can feel too hard. Managers and HR professionals can help by:

  • Offering drop-in focus spaces without registration.
  • Allowing camera-off participation.
  • Encouraging asynchronous accountability (e.g., shared task boards or “done” lists).

Pairing body doubling with gentle movement, such as walking meetings or pacing while on a call, can further support focus—as described in Unleashed Thinking.

Managing boundaries and risk around Body doubling in the workplace

To maintain psychological safety, organisational guidelines should ensure:

  • Voluntary participation – never a mandate.
  • No data collection or monitoring – sessions remain private.
  • Equal access – suitable for remote and in-office staff alike.
  • Inclusive communication – clarify that focus practices differ by neurotype.

Embedding these safeguards within wellbeing or inclusion policies protects both employees and the organisation while fostering genuine trust.

For structured implementation support, see our Talks & Workshops.

 

The bigger picture of Body doubling in the workplace

Body doubling may seem like a productivity hack, but at its core, it’s about connection, regulation, and a sense of belonging.

When workplaces normalise it, they demonstrate an understanding that focus is relational, not purely individual. For neurodivergent employees, that message is transformative:

“You don’t have to work alone to be doing it right.”

By embedding small, evidence-informed practices like this, we move closer to a world where inclusion isn’t performative—it’s practical.

Want to explore how body doubling in the workplace and other neuroinclusive strategies can help your teams focus and thrive?

➡️ Book a Workplace Needs Assessment
➡️ Explore Coaching Services
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A person sitting at a desk but there is also a big elephant in the room.

Object permanence and neurodiversity

Ever had that sinking feeling when an important event or deadline seems to sneak up on you? Welcome to object permanence and neurodiversity. 

It is pretty common to be caught off-guard in this way, not because you don’t care, but simply because the event wasn’t at the forefront of your mind until it was happening.

Why out of sight can mean out of mind

Understanding object permanence and neurodiversity is not just child’s play.

Object permanence is the ability to understand that something continues to exist even when it’s not visible to us. Basically, if something can’t be seen, touched or actively experienced, it can disappear from our conscious thought, however important it may be. While typically discussed in the context of childhood development, this can have a significant impact on neurodivergent experiences throughout adult life, too.

When object permanence shows up and makes it look like you haven’t

For many neurodivergent individuals, challenges with object permanence can present as:

  • Misplaced or underused tools and equipment – Documents, devices, or tools that aren’t in constant designated visible spots might as well not exist.
  • Task? What task? – Without physical (visible or audible) reminders, critical assignments can slip from our memory causing panic when deadlines suddenly loom.
  • Calendar surprises – Recurring events like quarterly reviews or annual planning can feel unexpected – and unsettling – each time.
  • Mind the relationship gap – Colleagues who are not always physically present may unintentionally fade from our daily thoughts, giving the impression that we place no value on those relationships, even when the opposite is true.

The relationship dynamic: it’s not about not caring

One of the most profound impacts of object permanence affects workplace relationships. Let me share this personal example: my best friend Gavin and I rarely see each other and when we are apart, I seldom think about him. Not because I don’t value our friendship, but because he isn’t in my immediate environment. Yet, when we reconnect, it’s as if no time has passed at all. The bond remains strong — it just doesn’t surface when he’s not physically present.

This creates real challenges in professional settings where constant and consistent engagement is expected and required. Colleagues might assume that if they aren’t regularly contacted, they aren’t valued. Worse, they may label us as “standoffish or distant. In reality, neurodivergent team members often struggle with consistent communication due to the way in which their brains process the concepts of presence and absence.

Creating more effective work environments for object permanence and neurodiversity

For leaders and managers, understanding object permanence challenges can dramatically improve your team dynamics and productivity. You might want to consider implementing one or more of the following:

  • Visual workflow systems – Whiteboards, digital Kanban boards, and colour-coded calendars with notifications are all great for keeping work tangible and present.
  • Dedicated spaces – Encourage organised, visual systems for work materials to reduce the cognitive load that comes from trying to remember multiple locations.
  • Structured check-ins – Regular, scheduled touchpoints help maintain connection and engagement without relying on spontaneous memory.
  • Relationship scaffolding – Building team interactions directly into processes rather than leaving them to chance has been proven to be really effective in many workplaces.

Let’s talk: building better workplaces together

Object permanence challenges don’t mean that neurodivergent team members care less about projects, deadlines, or colleagues; far from it – — they just engage with them differently. By implementing thoughtful accommodations, workplaces become more inclusive, productive and effective for everyone.

What strategies have worked in your organisation? Have you found creative ways to support neurodivergent colleagues? Share your experiences in the comments below.

Taking the next step in understanding neurodiversity

In today’s world, creating a more inclusive environment for neurodivergent team members isn’t just good for them – it’s good for your business too. This topic is at the heart of our workplace coaching and training programs. If you’re ready to take the next crucial step in transforming your workplace, we’d love to chat to see how we can provide tailored strategies to address your specific challenges.

Contact us today to discover how our neurodiversity coaching can help your team grow stronger by harnessing the unique strengths of all employees. By addressing challenges like object permanence in practical and empowering ways, your team will be more connected and more productive.

Please reach out to me here if a chat would be helpful.

A group of people learning from each other

Get the value from neurodiversity in your workplace

There’s a common misconception that neurodiversity inclusion involves acquiring a lot of new knowledge and making significant changes to an organisation. However, how to get the value from neurodiversity in your workplace is a lot simpler than you might think. The key to creating inclusion lies in combining existing wisdom with new insights, as this is where the magic happens.

This is a highly strategic approach that fosters sustainable, meaningful change within the workplace, benefiting both neurodivergent and neurotypical employees.

Get the value from neurodiversity in your workplace: Three phases

A neuro-inclusive workplace can typically be successfully achieved in three phases:

  1. The foundation – building knowledge about neurodiversity in the business environment.
  2. The structure – understanding implications for workplace culture and practices.
  3. The support – applying neurodiversity-friendly changes that align with your organisation’s objectives.

The integration gap

When it comes to neurodiversity changes, forward momentum is not nearly enough. Organisations need to be mindful of what we call the “integration gap” if they want their initiatives to be successful. This means creating dedicated spaces for reflection and action. The one thing that traditional neurodiversity training fails to tackle is the fact that this isn’t an “and/or,” situation. Workplaces need to create an environment in which existing knowledge and new insights work together to support neurodivergent employees.

Group coaching – Action Learning Sets

It’s impossible to overstate the importance of collaboration and input when it comes to creating learning spaces. For me, the most effective method of creating this is through Action Learning Sets. This is a group coaching model which brings together individuals, creating a robust shared learning and support ecosystem. Structured learning enables teams to collaborate by sharing skills and experiences. It provides useful tools to support neurodiversity, creates safe spaces for open discussions, avoids repeating the same mistakes and helps the organisation grow and improve faster. They create a safe space to discuss challenges and solutions, provide peer feedback for immediate use and build internal expertise for ongoing neurodiversity development.

Creating a sustainable neurodiversity change management 

While there’s no question that external neurodiversity coaching and facilitation can be valuable, the real power for an organisation lies in its ability to develop internal capacity. As teams learn to run these sessions independently, they create a sustainable framework for continuous improvement in neurodiversity inclusion.

Get the value from neurodiversity in your workplace: practical steps

Using Action Learning Sets should never be an afterthought. These are essential for any organisation who is committed to becoming more neuro-inclusive. These forums bridge the gap between neurodiversity knowledge and practice, creating lasting organisational change.

  1. Begin by forming a pilot group focused on neurodiversity inclusion.
  2. Gradually build organisational confidence in supporting neurodivergent employees.
  3. Develop internal capabilities for sustainable neurodiversity practices.
  4. Transform organisational culture through consistent use.

Ready to transform your workplace?

The journey to true workplace neurodiversity inclusion isn’t always an easy one. As with all important changes, there’ll be challenges as well as rewards.

Contact us today to discuss how we can support your organisation’s neurodiversity implementation through structured, collaborative learning. Whether you’re just starting your neurodiversity inclusion journey or looking to enhance existing initiatives, we’re here to help you create lasting, meaningful change.

Get in contact here

Transformative insights on neurodiversity in the workplace | Professional neurodiversity coaching | Workplace neurodiversity implementation

A standing desk with a pot plant on it

What Does the Ideal Work Environment Look Like?

Why it matters

Ideal work environment: What does good look like?

Often, we only think about what’s broken or missing, but Workplace Needs Assessments also explore what an ideal environment could be, not just for today, but to support future growth. The aim isn’t perfection. It’s a space and setup that genuinely helps someone do their best work, develop confidence, and advance in their career.

Sometimes the changes needed are small. Some can be funded or supported by the employer; others are within the individual’s control. What’s important is looking at the environment holistically, the physical space, the tech, the culture and the trajectory someone is on because adjustments shouldn’t only meet today’s needs, they should help build tomorrow’s possibilities.

What to think about with an ideal work environment

  • What does a “good enough” environment look like for this individual? What are the signals that things are working, and what feels missing?
  • Small, meaningful changes: Sometimes a second monitor, better lighting, or noise-cancelling headphones make a huge difference. What simple shifts could increase focus, comfort, or energy?
  • Balance of responsibility: What can the organisation offer and what can the individual change or advocate for?
  • Looking ahead: Where does the individual want to be in 5 years? If they aim for more responsibility, visibility, or complexity, what scaffolding must be in place now?
  • Career development as part of the adjustment conversation: Too often, we focus on “getting by.” However, the best managers help their people grow to the point where they can take their jobs, and that starts with creating an environment where they can thrive.
  • Designing with future flexibility: Will this person be travelling more? Leading more meetings? Managing others? What changes now could pave the way for smoother transitions later?
  • Psychological safety and permission: Does the environment give people permission to experiment, reflect, and adjust, or is it fixed and inflexible?
  • How is energy spent in the current space? Are there environmental factors (like constant interruptions or long commutes) that sap someone’s ability to think strategically or learn?
  • Shared ownership: Designing the ideal work environment isn’t about ticking boxes. It’s a conversation between the individual, their manager and the wider workplace about what’s needed to support success.

Next steps

Supporting neurodivergent employees starts with understanding what they need. Explore our Workplace Needs Assessment packages and find the right fit for your organisation today here: https://theneurodivergentcoach.co.uk/workplace-needs-assessment-package/

An agenda showing symbols for the HALT strategy - hungry, angry, lonely, or tired.

Time mastery for neurodivergent executives

All too often I have found myself working against the clock when it’s really not necessary. Sound familiar? While neurodivergent executives often have exceptional qualities that drive innovation and problem-solving, they can sometimes time mastery for neurodivergent executives can be challenging. For many neurodivergent leaders, traditional time management techniques don’t always match-up with our unique cognitive styles. By understanding our strengths and challenges, we can create strategies which improve our time and maximise our impact.

Why time management matters for neurodivergent leaders

Effective time management is important for neurodivergent executives as it helps improve productivity by prioritising tasks and minimising distractions. It also reinforces structure, making it easier to organise daily routines. A well-planned schedule reduces stress and prevents burnout, while the right techniques enhance focus and prevent mental fatigue. Additionally, setting aside time for creative thinking can encourage innovation and new ideas.

When something new, exciting, or distracting comes up!

Take a moment to pause first, stop and reflect. Step away by taking a walk, making a cup of tea or do something that clears your mind. Then, revisit the opportunity to see if it still feels right. Next, use the HALT method. Ask yourself if you are Hungry, Angry, Lonely, or Tired. If you are, it’s best to wait before making a decision. Finally, consider the time scale. Set a reminder to review the decision in a few days. This gives you time to think it through with a fresh perspective.

Strategies for neurodivergent time mastery

Understanding and embracing your work style can significantly enhance productivity. Start by identifying your peak performance times, those moments when you feel most alert and focused, and schedule difficult tasks during these times. Minimising distractions and adjusting your workspace can help you maintain concentration. Additionally, using visual aids such as mind maps and calendars can provide structure.

Prioritise tasks intentionally

Effective time management begins with prioritising the right tasks. The Eisenhower Matrix is a powerful tool that helps categorise tasks based on urgency and importance, allowing for more efficient decision-making.

The Eisenhower Matrix

Master the art of focus

Maintaining focus in a fast-paced environment requires a lot of effort. Using time-tracking apps can provide valuable insights into productivity patterns, helping to identify and eliminate time-wasting habits. Breaking down large tasks into smaller, more manageable steps can prevent feelings of overwhelm making even the most complex projects feel achievable. Another useful technique is time blocking, where you use specific time slots for tasks, ensuring focus and preventing the stress of multitasking. Moreover, delegating wisely can free up valuable time for high-priority activities by leveraging team members’ skills.

Create a healthy work-life balance

A sustainable work-life balance is essential for long-term success and well-being. Setting clear boundaries between work and personal life helps prevent burnout, ensuring that neither aspect overshadows the other. Prioritising self-care activities, such as exercise, meditation, or hobbies, can create relaxation and make you feel well. Lastly, incorporating regular breaks throughout the day can boost productivity and mental clarity, allowing you to approach tasks with renewed energy.

Empowering your neurodivergent team

To create a supportive and productive work environment, consider offering flexible work arrangements, such as adjustable hours or remote options, to meet different needs. Educating your team about neurodiversity can help increase understanding and empathy, making the workplace more inclusive. Encouraging open communication allows team members to share challenges and find solutions together. Additionally, providing mentorship and coaching can offer valuable guidance and support, helping neurodivergent employees succeed.

By using these strategies and creating a supportive work culture, neurodivergent executives can harness their unique strengths to achieve exceptional results.

Would you like to explore time mastery for neurodivergent executives in more detail?

I’ve helped organisations like yours to become more effective and productive through expert coaching. Why not get in touch for an informal conversation about how you can control your timekeeping, rather than it controlling you?

A man holding a sign saying the word no.

Decision making the power of “no” – #3

Decision making for neurodivergent people, saying “no” can be particularly challenging. However, it’s a crucial skill that can significantly improve your well-being. By mastering the art of saying “no,” you can reduce stress and increase your productivity.

Decision making?

Saying “no” is important because it protects your mental and physical health by stopping you from taking on too much work or working outside of your contracted hours, which can lead to burnout and anxiety. Saying “no” can also help you focus and be more productive since it allows you to prioritise your own activities without taking on more and more. It’s an effective method to take control of your life and make decisions that improve your progress and satisfaction both in and outside of work. With greater time, you’ll be able to manage your executive function activities such as planning, organising and time management. If you don’t make enough time for your own work and obligations it can lead to significant exhaustion and physical or mental distress.

Saying “no” can benefit others too. It helps distribute work more fairly, giving everyone a chance to contribute and preventing anyone from feeling overloaded. By setting boundaries, you can focus on your own priorities and deliver higher-quality results, which boosts productivity for the whole team. When you’re not overwhelmed, you’re better able to support others and contribute positively.

Saying “no” can be challenging though, but there are ways neurodivergent individuals can make it easier. Start by practicing self-compassion and being kind to yourself instead of engaging in self-criticism. Set clear boundaries to communicate your limits and priorities. Preparing what you want to say in advance can give you confidence when saying “no” and a great place to start is by practicing in the mirror.

By mastering the art of saying “no” and communicating it effectively, you can take control of your life and reduce your stress. Remember, it’s okay to prioritise your needs and say “no” without guilt or shame.

If you’d like to talk about this, please contact me. Saying no is sometimes about the team as well as the individual. So, considering your culture and how your environment encourages or discourages you from saying no is equally important.

 

A red background with a few documents on it.

Reapplying for Access to Work

Reapplying for Access to Work can be daunting. When I first applied for Access to Work, I had a rough idea of the support I needed, but after working with my support team and learning more about my business, I gained a clearer understanding of what truly helps me thrive. If you’re considering reapplying, you’re probably in the same position, knowing more about what works, what doesn’t and what could make a real difference in your work life. This blog is here to give you the confidence to ask for what you need while ensuring you follow the rules of the scheme.

The Reapplication Process: What to Expect

Reapplying for Access to Work isn’t as daunting as it may seem. It’s about demonstrating why your current support remains essential or why you need adjustments based on your evolving work needs. In my case, I had to consider whether my funding might be reduced and have honest conversations with the people who support me about what we could still make work. Having open discussions with your support providers is key. If your funding changes, knowing what’s possible within your budget will help you continue to get the most value out of your support.

Understanding Value: When reapplying for Access to Work, looking beyond the Price Tag is key!

One critical lesson I’ve learned is the importance of truly understanding the value of support rather than simply looking at the price. There’s significant variation in pricing for similar-sounding services and this can be misleading. For instance, two personal assistants might have the same job title, but their actual offerings can be worlds apart. It can be tempting to provide the lowest quotes to Access to Work, thinking this will make your application more attractive. However, this approach can be shortsighted and potentially costly in the long run. A cheaper service that doesn’t meet your specific needs can end up costing you more in time, productivity and frustration.

When evaluating support, consider:

  • The specific skills and expertise of the support provider
  • Their understanding of your unique work challenges
  • The range of services they offer
  • Their flexibility and ability to adapt to your changing business needs
  • References and proven track record

Remember, Access to Work wants to ensure their funding is used effectively. This means finding a support solution that genuinely helps you be more productive and successful, not just the cheapest option available.

When reapplying for Access to Work thinking about Managing Payments, Cash Flow and Budgeting for Support is key

One important aspect of Access to Work funding is understanding the financial flow. In my case, I pay for support in advance and then claim the money back. The time it takes to be reimbursed varies, so planning for cash flow is essential. It’s also important to remember that the people you work with will have their own payment terms and they’ll need to be paid accordingly. This might need to be negotiated, but what matters most is understanding who can carry the risk and ensuring you have enough contingency in place to manage any delays.

Let me share my personal example: there was a time when I forgot to sign the Access to Work form, it was just an oversight because I was too busy. That small mistake delayed the payment by 30 days, which could have caused a cash flow issue. Luckily, I had built enough contingency to handle it, but it reinforced just how crucial it is to have a financial buffer in place. When reapplying, consider how your budget is structured and whether you need to adjust your claims to reflect changes in your business. If your support provider helps with different aspects of your work (such as marketing, admin or coaching), make sure your claim reflects this accurately.

The Value of Outsourcing: Focus on Strengths

The support I receive covers essential areas of my business including marketing like social posts, writing, design, scheduling, newsletters and proofreading. By outsourcing these, I can focus on revenue-generating tasks such as coaching, speaking and supporting my clients. This not only keeps me working at my best, but also means my business is more sustainable and contributes more financially (including through taxes). It’s a win-win.

A key takeaway is to identify the areas where support allows you to be most productive. If administrative work, for example, slows you down due to challenges like dyslexia, outsourcing it can free you to focus on what you do best.

Collaboration and Continuous Improvement

A great working relationship with your support team can lead to even more efficiencies. In my case, my support provider not only helps with tasks but also contributes ideas for blogs and processes that improve my workflow, like our social media planner. When reapplying, consider how your support is not just maintaining but enhancing your work.

Tying It All Together

If you’re reapplying for Access to Work, reflect on what you’ve learned since your initial application. Be confident in requesting the support that genuinely helps you perform at your best.

For more guidance, check out my previous blog on applying for Access to Work, and keep an eye out for our revamped ebook, where we’ll dive even deeper into these topics!

A hand holding a rugby ball with the title "Rugby World Cup 2003"

Leading diversity: The rugby playbook

Rugby is a masterclass in teamwork and leading diversity, strategy and leadership, where success comes from recognising and using each player’s unique strengths. The same applies to business; great leaders understand how individuals think, process information, and contribute to a shared goal. Cognitive diversity, like in rugby, means every team member brings a different strength to the table.

Lewis Moody sums it up best:

“I love this blog. Rugby gave me a wonderful start in life, helping me understand how diverse we all are as individuals and how those diversities if celebrated and nurtured in the right environment, can deliver remarkable results. Nathan has combined his 2 passions, Rugby and coaching for neurodiversity, to shine a light on the importance of understanding our people and celebrating our diversity to be able to harness and drive personal and team performance within organisations. Knowing Nathan as a coach, I wouldn’t hesitate to jump on a discovery call with him to explore new possibilities for my own team.”

Lewis Moody MBE (Former England Rugby Captain)

Success in rugby hinges on understanding how players think and process information. A prop forward’s mindset differs vastly from a fly-half’s, just as your finance director’s approach contrasts with your head of innovation. This cognitive diversity isn’t just natural, it’s crucial for building high-performing leadership teams. This blog explores how the principles of rugby coaching can be applied to maximise the potential of neurodiverse leadership, creating a competitive advantage in your organisation.

Reading the game: leading diversity with different thinking styles

Consider a rugby backline: the scrum half needs lightning-fast decision-making, the fly-half requires strategic vision and the centres balance analytical and intuitive thinking. Each position demands a unique cognitive approach but must function in harmony. This mirrors your organisation. Some leaders excel at detailed, sequential processing (your methodical problem-solvers), others thrive on pattern recognition and intuitive leaps (your innovators), while some shine in crisis management (your operational leaders).

The scrum: structured support for neurodiverse leadership

A scrum provides a structured environment where diverse players contribute effectively. Similarly, coaching neurodiverse leadership teams creates a framework for success. As rugby coaches adapt to different positions, corporate coaching helps build inclusive cultures where diverse thinking styles can flourish.

Key coaching strategies for leading diversity:

  1. Position-specific training:
  • Rugby: Props require different coaching from wingers.
  • Business: Adapt communication to individual processing needs. Use visual aids for visual thinkers, structured instructions for sequential processors and auditory methods for those who process information best by listening.
  • Outcome: Enhanced understanding and improved performance.
  1. Creating protected space:
  • Rugby: The scrum provides a protected space for specialised roles.
  • Business: Establish work environments that adjust to different sensory needs and different focus styles. Offer quiet spaces, flexible working arrangements and minimise distractions.
  • Outcome: Increased productivity and engagement.
  1. Clear signals and communication:
  • Rugby: Distinct calls and signals for different plays.
  • Business: Experiment with multiple communication channels (email, instant messaging, face-to-face) to suit diverse processing styles. Ensure clear and concise messaging once you know what works.
  • Benefit: Improved information retention, team coordination and reduced misunderstandings.

Open play: Adapting to different processing speeds

In open play, players process information and react at different speeds, and this unpredictability can be a powerful advantage. The same applies to leadership, understanding and leveraging different thinking styles can make teams stronger. Some leaders are quick intuitive decision-makers who excel in high-pressure situations, while others are methodical analysts who thrive in detailed planning. Some have a natural ability to spot patterns and identify opportunities, while others bring innovative problem-solving skills, finding unexpected solutions. Coaching helps leaders recognise both their own and their team’s diverse strengths, enabling them to harness these abilities effectively and build a more adaptable, high-performing team.

The line-out: Leadin diversity to building on individual strengths

A successful line-out relies on players with different cognitive approaches to timing and coordination. Similarly, strong leadership comes from recognising and integrating diverse thinking styles. Effective coaching helps organisations identify these strengths, build well-balanced teams, develop inclusive communication and create support systems that enable everyone to contribute to success.

Training ground: creating safe spaces for growth

Just as rugby teams need a supportive training environment to grow, organisations must create spaces where neurodivergent leaders can develop their skills with confidence. They need opportunities to practice new approaches without fear of judgment, receive feedback that aligns with their thinking style and refine strategies that suit their natural way of processing information. By creating this kind of environment, leaders can build confidence in their unique problem-solving abilities. Creating safe spaces isn’t just about support, it’s about unlocking potential, encouraging innovation and helping team members thrive.

Match day: putting it all together

 On match day, every player knows their role and how they contribute to the team’s success. The same clarity is essential in organisations. Effective coaching ensures clear procedures that adapt to different thinking styles, flexible systems that allow for varied approaches and support structures that bring out the best in each individual. When diverse contributions are recognised and valued, teams operate at their highest level. Match day is where all the hard work comes together to deliver a winning result.

The championship mindset: leading for cognitive diversity 

Championship rugby teams succeed by embracing diverse playing styles, and the best organisations do the same by embracing cognitive diversity. Coaching provides a framework to identify and develop different thinking styles, create inclusive environments and build teams that thrive on complementary strengths. By adopting leadership strategies that accept neurodiversity, organisations can unlock innovation, improve decision-making and drive long-term success.

The final whistle: building your winning team by leading diversity

The best rugby teams actively seek out diverse playing styles. Through targeted coaching, your organisation can create an environment where diverse thinking isn’t just accepted, it’s celebrated as a strength.

Ready to build your championship leadership team?

Just as every excellent rugby team needs a skilled coach, your organisation needs support to unlock its full potential. Whether you want to enhance team performance, create inclusive leadership strategies, develop structures that support diverse thinking or build a more resilient organisation, contact me for a discussion about how we can help your organisation transform cognitive diversity into your competitive advantage.

A fence with the word yes in front and the word no behind it.

Hesitation: The perils of the fence-sitter – #2

Hesitation while it might seem like a safe tactic to avoid rejection or disappointment, the habit of not committing to a “yes” or “no” can lead to a host of damaging results.

The cost of indecision can be great, affecting many areas of your life. Hesitating too long often means missing out on experiences, relationships or career opportunities which can damage trust and personal and professional connections. The uncertainty that comes with not making a decision can lead to high levels of stress and anxiety and can decrease your productivity, making it harder to focus and move forward with important tasks. Over time, repeatedly avoiding decisions can erode your self-confidence and harm your self-esteem.

Hesitation can stop commitment

Making a commitment matters because it brings clearness and direction to your life. A clear “yes” or “no” helps you stay focused and gives you a sense of purpose. Being honest and direct, even when the answer isn’t what someone wants to hear, strengthens relationships by building trust and respect. Firm decisions also increase productivity by allowing you to concentrate your energy and resources on your chosen path. Over time, making confident choices can boost your belief in your ability.

Tips for overcoming  indecision

Overcoming  Indecision can be easier with a few simple strategies. Start by setting a deadline to give yourself a clear timeframe for making a decision. Take time to weigh the pros and cons by listing the potential benefits and drawbacks of each option, and trust your gut, as intuition often leads to good choices. Practice mindfulness by staying focused on the present moment instead of worrying about past mistakes or future uncertainties. If you’re still unsure, get advice from trusted friends, family, or a mentor to gain other’s perspectives.

By embracing good decision-making skills, you can jump off that fence, stop any hesitation and move forward to unlock your full potential.

What are your experiences with indecision? How have you overcome this challenge? Share your thoughts in the comments below.