ADHD

What a first quarter it has been for my business!

Jane JamesLeave a comment



It started just before Christmas 2024, when I decided to see if Growing Talent‘s Orientation Week and the new Talent Hub resource could gain The CPD Certification Service

Certification gives a strong level of confidence that the learning delivered meets a professional level – and for the unemployed people I work with – a certified certificate – which means a lot!

After a lot of guidance from the The CPD Certification Service team, and some tweaking, certification came through in January 2025 for both the Orientation Week and the Talent Hub.

Neurodivergence and how not to handle it is something I see in diverse workplaces a lot.

Individuals may not even realise they are neurodivergent.

Assessment in the UK can be up to seven years depending on location. Even when assessment has taken place, recognising how their neurodivergence shows up and how they can tame it is often out of reach. This then impacts everything and everyone around them – but it doesn’t have to be so.

This is where 1:1 coaching is key. Simple strategies and steps can be learnt to work with their brain rather than against it. Employers can fund this type of coaching as part of their reasonable adjustments.

In the workplace symptoms can be mistaken for ‘bad attitude’ which can lead to a whole heap of issues.

As a certified ADHD Coach and Certified NeuroAffirmative workplace wellbeing practitioner I wrote two seminars, one for managers the other on how colleagues can be allies.

Both teach what you might see, how to approach, language to use, what you might do to build more cohesive, thriving teams.

Certification came through this morning for both seminars!

Delivered over 1.5 hours virtually with a The CPD Certification Service certificate of completion and an e-workbook for onward learning and reflection, workplaces can now secure this training confidently.

How do you ensure your teams are comfortable and confident in this important area?

Coaching/Training – is it a nice to have? or critical?

Jane JamesLeave a comment

For me, it depends on the type of transformation you want for your teams.

Transforming teams into resilient, empathetic members who engage and support each other with the tools and knowledge of how to do so, is critical no matter what the sector is. Isn’t it?

Often when I speak with businesses,  I am met with ‘that isn’t within our budget right now’. That’s something we might consider in 26/27.

I can understand that brush off. There are a plethora of trainers and coaches out there specialising in this area. How can a business make sure they are getting a return on their investment and the true team transformation they seek?

For me, it’s about asking the ‘3 whys’”

  1. Why should I choose you over others?
  2. Why should I invest in this training now?
  3. Why can’t I deliver this myself?

When you get the answers, you can decide your action and know it will be the right path to take.

If I was asked these 3 whys, my answers would be:

  1. Honesty. If I can’t deliver the transformation you want, I’ll tell you!
  2. Investment now can save you a lot of pain later. When will be the right time to invest in your team to benefit your business? 
  3. Let’s be honest, you wouldn’t let me deliver your role. I don’t have the expertise to do so. But I do have the expertise and record to deliver this type of transformation

My specialist areas are:

Neuro inclusion – ADHD Awareness for managers, how to be an ally for peers and 1:1 coaching for individuals 

Mind health – as an accredited Instructor in I-Act Managing and Promoting Positive Mental Health and Wellbeing, I deliver steps and knowledge on how to prioritise self-care when time is short and how to deliver first responder steps safely to diverse sectors globally.  This is the only programme designed for the workplace to be used by anyone and is in line with ISO45003.

Workplace development – commissioned by various businesses to devise and deliver niche programmes on communication, team empowerment, managing conflict etc

Do you agree with my 3 whys?

How pressure fit is your team?

Jane JamesLeave a comment


Do you know?

How can you tell?

These questions popped in my mind whilst sitting in the dentist chair recently. Whilst waiting for the x-ray results, my dentist asked “so what do you do?”

Those I work with on Growing Talent will know the ‘elevator pitch’ template we explore.

So, to my dentist I replied:

“I work with businesses and their teams to ensure both thrive. I happen to be an @I-act Instructor, Genos EI Practitioner, ADHD Coach and workplace wellbeing facilitator, as well as running a unique journey into employment programme (Growing Talent)”.

Immediately, my Dentist and her assistant wanted to know more about ADHD.

The assistant has a son aged 13 waiting assessment (it’s a very long wait in the UK) and the dentist has a friend who has always struggled in certain areas of executive functioning. I shared some thoughts and signposting with them both. A very short conversation which resulted in the three of us feeling a little more positive and empowered…. Until my dentist picked up the drill – that’s another story!

Why share my experience at the dentist here on LinkedIn?

Dental surgeries are workplaces. People at all levels put on masks to deliver the service they are paid to do whilst trying to hold down the pressures they are feeling – both at home and work – in all workplaces, including yours.

Workplace managers can be overwhelmed themselves and not notice the cues in their teams or self.

So, what can workplaces do?

✅ Train teams at all levels in the steps and tools to be pressure fit – i.e. able to deal with the pressure in the workplace – as well as at home, is a ‘no brainer’.

✅  Raise awareness of the cues to look for, how to start and manage conversations ensuring neuro inclusivity.

My top tip to be neuro inclusive is aim everything to fit neurodivergent team members.

What you do, will also work for neurotypical team members. Currently most workplaces are structured for neurotypical minds – which does not work for neurodivergent ones.

The certainty is the pressure fitness of your teams will hit your bottom line.

The question is, will that hit be positive or negative?

What do you think?

How do you ensure the pressure fitness of your team?

i-act (for positive mental health and wellbeing) training. Mental Health Training
Genos International Europe
ADHD Works
Growing Talent

When you get so much more for choosing innovative, why wouldn’t you?

Jane JamesLeave a comment

Calling all #London employers looking for new talent. If you don’t already get the innovative benefits below in your current recruitment process, is now the time to change?

✅ Completely free

✅ Get to know all applicants – before the selection stage

✅ Build connections with applicants at our challenge event

✅ Selection through our ‘slow dating’ and 1-2-1 stages

✅ CPD Certified Orientation and Holistic week delivered prior to joining you

✅ Qualification in i-act (for positive mental health and wellbeing) training. Mental Health Training in line with workplace psychological safety prior to joining you on site

✅ ADHD 1:1 coaching for your new talent where applicable

✅ Dedicated coach for you and your new talent

When you can train in a role making the person more important than any existing skills and qualifications – why not choose Growing Talent?

Growing Talent is an into work collaboration with employers, unemployed, JCP, community groups and charities. It is not a recruitment company.

Deadline for employers to join our 39th programme is 6 February 2025.

A big thank you to the awesome employers who have already confirmed they will be taking part including:

Pedro and Co Pertemps Network Group

Andy and Co ISS A/S

Mafalda & Shelby CIS Security Limited

Daisy, Stace & Co SPS UK & I

Paul, Dave & Co #NGBailey

Helen #Addecco

Thanks also to #DavidSteeds, Rob Matthews (Anna) and their awesome JCP teams across London sharing this opportunity with their customers and the fabulous Matthew Izekor and team at #SouthwarkCareLeavers making a huge difference to young people already bruised by life.

Lastly, thanks to our sponsors Adam Bushell and Allen Salmon

Is this a little bit scary?…..

Jane JamesLeave a comment

Scrolling through online videos of life in the Scottish highlands, my personal nirvana, one of those annoying pop-up ads appeared!

You know the sort of thing. Designed to engage you in something you don’t need that will likely cost you money you really can’t spare. Usually I hit that ‘skip’ button pretty quickly!

But this appeared different. A publishing company selling the idea you can write a book, without any knowledge on the subject, get it published and start reaping royalties within hours!

It took me years to write and upload my non-best sellers, how could this idea be true? I was hooked!

Artificial Intelligence (AI) was the answer! Which got me thinking, how many books are being sold that were not written by a human? Not an issue if the buyer is aware of this. Afterall it saves searching endless pages online for information on a particular subject – you can just buy a book AI has put together. Of course this is only going to work for non-fiction books. At the moment, AI doesn’t have the capacity of empathy. How long before it does I wonder.

The era of AI has brought many fantastic advances including:

 Healthcare – robots doing intricate surgery under the guidance of the surgeon

 Neurodivergent people – AI and ChatGPT are hugely helpful

 Manufacturing – automating many tasks humans don’t want/can’t do

But it also has some concerns for me including:

 Digital Dementia – if we outsource our brains to our devices as illustrated by Dr Manfred Spitzer and Jim Kwik – how quickly will our brains decline?

 Are we on the verge of replacing human connection with AI – thinking of the care industry for example. Not so far fetched considering the film Robot & Frank was released in 2012.

 Are we losing integrity? Publishing a book we didn’t write and gaining royalties.

 Copyright – if AI is mining the internet to put ‘your’ book together, what is your protection against challenges of plagiarism and copyright?

The publishing company has over four stars on Trustpilot. Lots of reviews of people receiving royalty cheques. Very enticing advertising for an investment of around $2K

Or is it just a little bit too scary?

What do you think?

Why do we keep doing the same old same old?

Jane JamesLeave a comment

We know there are different options out there – but maybe they are a little too unknown.

If I’m honest, that’s why I kept my old watch for so long. I brought it on the 1stanniversary of my business – in shock really that I was still in business – and wanting to mark the occasion. 

For the last few years, it has run slow. Without my glasses, I can’t see the date. Trying to change the date without changing the time was a frustrating challenge for me which usually resulted in giving up and having the wrong date and time!

I’ve now gone digital. Easy to read time and date, funky options for the face, interchangeable straps – the positives are endless! Why didn’t I make the change before and reap the benefits sooner? Well better late than not at all!

Which got me thinking about employers looking for new talent.

When sharing the positives of Growing Talent with employers, I’m met with the same expressions I had over changing my watch. 

It’s tough to make a change, do things differently and take a fresh approach even in conjunction with – not in place of – existing recruitment practices.

With increased costs of employing someone in the UK soon to come into force, it’s even more pivotal to employ those who fit your role, business and team and vice versa. 

But, how do you know someone before you’ve employed them? 

A key problem for employers. 

For those with roles to fill in London, the solution could be @Growing_Talent.  Check out the benefits below:

  • Zero cost
  • A four-part getting to know you event
  • A profile sheet showcasing the individual’s skills, attributes and potential
  • Slow dating style 1st stage selection – quality time building on the connections already made
  • 1-2-1 final selection stage – in-depth exploration of each other
  • Robust pre-onboarding covering workplace, life skills and qualification in mental health and wellbeing
  • A dedicated mentor for you and your selected participant
  • Weekly mutual reviews to audit progress
  • Access to a wider, diverse talent pool
  • Increase your social mobility investment
  • Sets you apart from your competitors
  • Enhances your brand reputation
  • Higher retention of new joiners
  • On going support

Does your existing recruitment process offer all of this?

If you have a role based in London, why not try @Growing_Talent out?

Get in touch for more details.  Next programme commences early February 2025.

A great way to end 2024!

Jane JamesLeave a comment

Learning never stops, even for those who teach.

Proud to be part of Leanne Maskell ‘s awesome ADHD Works global movement to raise the bar on mind inclusion.

This was an intense 6 week course with peers from across the globe taking part to raise the bar in their own communities – home, work, family, friends!

We learned together. We grew together.

Now we can make even more of a difference in our respective communities!

hashtag#ADHD
hashtag#Neurodivergence
hashtag#Neurotypical
hashtag#Workplace
hashtag#Allbelong

A thought on coaching…….

Jane JamesLeave a comment

What I love about coaching others – whether its:

🎯 unemployed people into sustainable employment
🎯 workplace teams to be more cohesive
🎯 1:1 ADHD coaching to work with, rather than against, unique brains

– is the collaboration with everyone, sharing knowledge to empower each other. Whilst others learn from me, I also learn from them.

Even more breathtaking to me is receiving a comment from someone I’m in awe of. Leanne Maskell the trailblazing activist for neurodivergence and founder of ADHD Works – who trained me to be one of their certified ADHD Coaches:

“Thank you for sharing this Jane – so grateful to have people like you in the world!”

What was the post I wrote that drew this comment?

It focussed on someone I’m currently delivering 1:1 ADHD Coaching to in line with their preference of using text and voice notes.

Throughout my entire career coaching close to 1,000 people into work through commercial recruitment, unique employment programmes like the Real Apprentice and currently Growing Talent, the hundreds of workplace personnel I’ve trained in proactive mind health i-act (for positive mental health and wellbeing) training. Mental Health Training and the courageous people learning to understand and tame their neurodivergence, the following three traits have been front and centre of everything I do:

🎯 lead with kindness and empathy
🎯 meet people where they are – everyone is unique, the way they are coached should be too
🎯 empower people to grow in confidence and become independent of me

What has been front and centre of your style working with others?

So sad to hear……

Jane JamesLeave a comment

I’m currently coaching someone who has been impacted by their neurodivergence since primary school. One example of how this impact showed-up was they were always the last to get ready for PE but didn’t know why. Their teacher was always hurrying them up – not asking curious questions to find out what was really going on. How different their life could have been.

Instead, trying to work with a brain that just won’t ‘fit in’ has impacted their personal and work life.  Known to always be late, friends give false times to meet up, but the impulsive distractions that often occur getting ready to go out, mean sometimes false deadlines don’t work!

Five coaching sessions in, a new understanding of how awesome their brain is, their interest based nervous system, the 30% delay in Executive Functioning has delivered a new respect to work with, not against, their brain.  Coaching is helping to name their areas of impact to learn tools to tame this. Once learnt, these tools will help in all areas of their life – including being able to retain a job to do the things they want to.

1:7 adults are neurodivergent  There are two brain types amongst workplace teams, neurodivergent and neurotypical  – which employers may not even realise. Those who are neurodivergent may not even realise it either! The symptoms may be mistaken as behaviours.

The person I spoke about earlier, has never been assessed. As they haven’t been assessed, they haven’t explored the benefits of medication for them with a psychiatrist, chemically taming how their neurodivergence shows up.

We have seen recent press reports that medication for neurodivergence is again globally in short supply.  

Why? 

When I first heard of Leanne Maskell and joined @ADHDWorks’s Champion course in September 2023 – the global shortage was mentioned then.  Over a year later it appears nothing has changed.  

Would this be acceptable for any other medication? 

So, what can we do?

In the workplace, I’d say plenty!

  • Build awareness amongst your managers – what they might see, what they might do
  • Ensure teams know how to be an ally
  • Fund 1:1 ADHD Coaching for any staff that need it as part of your ‘reasonable adjustments’. 

It’s worth noting, in the UK, a formal assessment doesn’t have to be in place for an employer to be at risk of an ET challenge.

Of course there is a financial cost involved. But what’s the cost of doing nothing?