The eight week personal empowerment programme I wrote as an optional resource for those who apply for Growing Talent but don’t progress past the selection stage, is not only certified by The CPD Certification Service but now on it’s third cohort!
Yesterday was the first session. The format is always the same. The first 45 minutes or so focus on the course content followed by open discussion on anything and everything. Brain storming ideas on personal issues, job searches and entrepreneurship.
The foundation content for week one is exploring and analysing where we are, where we want to be, how to get there and tools to use at each stage.
So, what were the thoughts at the end of the session?
“This has been so amazing. Better than I thought. I feel energised and ready to move forward.” Karen.
Karen still felt the same after I gave her some additional homework tasks on top of completing the e-workbook!
Human connection, collaboration and exploration are fundamental to self-empowerment.
Roll on next week!
If you are currently unemployed in London looking for your next opportunity without the pressure of a cv and formal job interview, why not join Growing Talent? Deadline to apply 2 June 2025. _________________________
Wandering around the market on a warm, blue-sky day in Lanzarote, this bag jumped out at me.
The stallholders were a local father and son selling the leather goods they made themselves.
Bags and rucksacks of every size and colour, this green one stood out. The intricate pattern in contrasting red on the flap, two zips on the back and long adjustable strap – exactly what I needed for work back home. Few would have such a bag – bonus! I like to be different!
The father with his smiling toothless grin wrapped the bag and off I went pleased with my purchase.
Back in the hotel room a few hours later, I took the bag out of its wrapping. What was that smell? Subtle, yet pungent. I couldn’t find the culprit anywhere until I sniffed the bag – deeply and closely. Urgh – this was a difference I didn’t want!
After a search on Google, I discovered:
🫣 All sorts of hides can be used – including camel 🫣 All sorts of products can be used to tan the leather – including fish oil and urine! – who knew
Pungent smells can occur when inferior hides and tanning products are used as the leather breaks down. There is no cure.
The bag was left behind but clearly illustrates what you see on the surface isn’t always the whole story!
This is true of people too. Especially in the workplace.
People at all levels must deal with pressure and change continuously. This can weigh heavy on them and their colleagues.
What can be done? Give them the tools and knowledge they need:
💡 Raise awareness amongst managers – is what you are seeing the whole story? 💡 Roll out training for staff to proactively build their resilience and thrive. 💡 Provide coaching for neurodivergent team members to tame the impact on them.
I specialise in workplace programmes that enables teams to thrive. Including:
Neurodivergent coaching 1:1 – how to thrive in a neurotypical workplace (I am a certified ADHD Coach)
Awareness of neurodivergence for managers – what you might see, what you might do. Critical for true team inclusion and reduction of risk of an ET (CPD certified programme)
How to be an ally to your neurodivergent colleague – for non-managers (CPD certified programme)
I-Act Managing and Promoting Positive Mental Health and Wellbeing – global programme accredited by the Royal College of Psychiatrists in line with ISO45003. (I have been delivering this programme to global organisations for over four years)
Time to talk about the transformation I can deliver for your team?
The theme for 2025 is ‘community’ and the impact on us. The workplace is a key ‘community’. Sometimes we’re there more than at home!
Something impactful workplaces can do anytime of the year is run neurodivergent awareness sessions.
Change assumptions into curiosity. Isolation into inclusion. Hidden into seen.
Want to know more?
City & Guilds 2025 Index shows 13% of employers involved in current Employment Tribunals are there because of a conflict with neurodivergence.
It’s easy for pressurised managers to assume symptoms seen are behaviours/attitude. It can also be costly!
Neurodivergent conditions are protected under Disability within the Equalities Act 2010. Compensation in this areas is uncapped with average payments around £45K.
It’s estimated 1:7 adults are neurodivergent – many won’t know it. Assessment in the UK can take 7+ years. Medication is often in short supply. Learning how their neurodivergence shows up enables them to learn how to tame it. This is key in the workplace to enable creativity and productivity to flow whilst smashing the risk of burnout.
Ensuring managers have awareness training to understand how to be curious and engage with all members of their team – is a cost effective ‘no brainer’. Isn’t it?
As is giving colleagues the tools and knowledge to be an ally.
As a certified ADHD Coach, I have devised CPD certified sessions for workplace managers and colleagues.
Are you interested to learn more for your workplace?Contact me for an exploratory chat
Some thoughts from managers who have completed the awareness session:
“I learnt more about the legal side and our legal obligations that I wasn’t aware of. I didn’t know it was classed as a disability.
I learnt more about the executive functioning and how that’s impacted and additional ideas about how to support someone with ADHD to make reasonable adjustments for them.”
“I thought it was really informative and contained a good level of information to increase the awareness for a manager in spotting and helping individuals with ADHD”
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’”
Why should I choose you over others?
Why should I invest in this training now?
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:
Honesty. If I can’t deliver the transformation you want, I’ll tell you!
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?
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
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?
Are you aware there are two types of brains within your team? Neurotypical who fit traditional workplaces and neurodivergent who don’t.
Raising awareness within your workplace of how neurodivergence may show up gives you the foundation to manage it, break the stigma, build cohesive teams where all flourish.
𝘞𝘩𝘢𝘵 𝘩𝘢𝘱𝘱𝘦𝘯𝘴 𝘪𝘧 𝘢𝘸𝘢𝘳𝘦𝘯𝘦𝘴𝘴 𝘪𝘴𝘯’𝘵 𝘳𝘢𝘪𝘴𝘦𝘥?
𝗣𝗢𝗧𝗘𝗡𝗧𝗜𝗢𝗡𝗔𝗟𝗟𝗬:
🔔 Increased sickness levels – maybe burnout
🔔 Disjointed teams – productivity hit
🔔 Loss of talent
🔔 Employment Tribunal challenge
But it doesn’t have to be this way. Here are three ways to build a neuro inclusive workplace and team where all will flourish:
✅Awareness session for managers to understand how neurodivergence might show up and what to do.
✅How to be an Ally – for teams to know how to support their neurodivergent colleagues.
✅Funding 1:1 Coaching as part of their reasonable adjustments, for their team members who may be neurodivergent and not event realise it
All three are more cost effective than risking an Employment Tribunal!
Do you agree?
Is it time for you to raise awareness in your workplace?
This week saw the completion of my ‘in-class’ journey to become a certified ADHD Coach with ADHD Works. The only coaching programme designed specifically for neurodivergent people certified by CPD.
Leanne Maskell created ADHD Works to enlighten both employers, neurodivergent and neurotypical people. The course has been a revelation to me! Learning Leanne’s journey, and that of the majority of my neurodivergent peers on the course, has revealed to me the unintentional and needless harm that can be done in the world of work for neurodivergent people.
I’ve worked with some amazing people on this course from all parts of the world and time zones. The 9am start for me was a 1am start for those in certain parts the USA! Such is the hunger to learn more on how to find a place for neurodivergent minds in neurotypical workplaces and a clear need to do so across the globe.
I am in the minority of neurotypical coaches on my cohort. I’m astounded by the empathy, innovation, talent and sheer professionalism of Leanne and my neurodivergent peers. All shared their experiences of being harmed in the workplace by neurotypical policies and practices. Some felt they had no option other than to leave roles they were incredibly good at.
Tara shared a typical experience. Working in gaming engineering, her company has mandatory six-monthly self-assessments which has to be completed using an unexplained framework. One element is ‘state your high impact on others’. How can this be answered accurately when the term ‘high impact’ isn’t explained in the framework? For neurodivergent minds Rejection Sensitive Disorder and the 30% delay in Executive Functioning can see intense overthinking to the point of leaving their company, or worse.
How much talent is being lost from business because of inflexible neurotypical policies and practices?
Yet, let’s consider Tara’s example – a neurotypical brain would be able to ‘blag’ terms that hadn’t been defined but how much more valuable information could be given if all policies, frameworks etc were written for neurodivergent minds? Clear, short, clearly explained terms would benefit all brains and automatically make workplaces inclusive and safe.
Let’s step back to look at the journey to secure the role. The recruitment process.
Do those tasked with talent identification question their assumptions? – maybe question why the person opposite them isn’t showing masses of enthusiasm?
Could they be intensely shy, have social anxiety, be neurodivergent or any other number of reasons?
Or do they assume the person isn’t interested and dismisses them – potentially missing out on the most amazing talent for their business?
Leanne is a qualified lawyer, model and published author. Her books A-Z of ADHD and ADHD Works should, in my opinion, be mandatory reading for all workplaces. Most of all, she’s an unstoppable force in changing things for ADHDers. In creating ADHD Works she’s started a global movement for change.
In the UK, the Equalities Act 2010 covers neurodivergence. I wonder if employers are aware an assessment doesn’t need to be in place before protection starts.
I’m proud to be part of Leanne’s movement and join a community of global coaches.
If you are interested in learning more about how ADHD coaching may help your teams, business and reputation – message me.
