The POTENTIAL Framework:
Coaching for Autistic & ADHD Professionals

Pattern recognition and processing:

The Challenge: Autistic and ADHD leaders often find themselves noticing patterns and connections that neurotypical colleagues miss, yet translating these valuable insights into action can be frustrating. How might your neurodivergent perception be transformed into strategic advantages that others can understand and implement?

We'll work together to understand how you can harness your exceptional pattern recognition abilities using Senge's systems thinking principles and Heifetz's adaptive leadership framework to transform insights into actionable plans.

• Leverage the autistic and ADHD pattern recognition and attention to detail.

• Channel divergent thinking into innovation with systems to capture insights.

• Convert unique perspectives into strategic advantages in complex environments.

• Develop methods to communicate non-linear thinking effectively.

This approach is particularly transformative for those in roles involving strategic insight and innovation.

Optimise strengths and overcome barriers:

The Challenge: As an autistic or ADHD professional, extraordinary capabilities can coexist with challenges in execution. How might perfectionism, decision-making, or executive function differences be affecting your ability to consistently deliver on your considerable potential?

Across our sessions, we'll build upon your unique strengths using Seligman's Positive Psychology, de Shazer & Berg's Solution-Focused Brief Therapy, and evidence-based Cognitive Behavioural Coaching techniques.

• Implement strategies for task initiation and decision paralysis for professionals.

• Develop methods to leverage deep expertise while managing perfectionism.

• Create personalised frameworks to overcome executive function challenges.

• Transform potential barriers into opportunities for differentiation.

This approach particularly supports those facing complex decision-making responsibilities and high-performance expectations.

Time, transitions and tactical management:

The Challenge: Conventional time management systems are designed for neurotypical minds, not for autistic and ADHD experiences of time. How might your neurodivergent relationship with time, transitions, and fluctuating energy be impacting your performance and consistency?

There are many great tools out there for tapping into task management in a way that empowers your unique thinking. We'll create personalised systems using Divergent Potential's Energy and Interest Matrix, Barkley's executive function research, Dawson & Guare's strategies, and Schwartz'senergy-based task management approach.

• Learn how to align your energy to tasks requiring different levels of engagement.

• Develop techniques for time blindness and variable motivation.

• Implement strategies for transition difficulties and change resistance.

• Optimise sensory environments and support healthy stimming needs.

• Map energy patterns to identify peak performance times.

This approach especially benefits those managing multiple priorities and navigating dynamic work environments.

Emotional intelligence and expression:

The Challenge: Technical brilliance can sometimes be overshadowed by communication differences in neurotypical-dominated workplaces. How might your autistic or ADHD communication style be perceived in professional settings, and what impact might this have on your career advancement and leadership opportunities?

For those that feel stuck at a certain level of their career, you'll learn how to foster authentic leadership using Rogers' person-centred principles, Edmondson's psychological safety framework, and Boyatzis' Intentional Change Theory for authentic self-expression.

• Create frameworks for understanding neurotypical social expectations.

• Develop techniques to manage emotional impulsivity and rejection sensitivity.

• Build authentic communication approaches that honour your natural style.

• Transform emotional intensity into passionate and inspiring leadership.

This approach particularly supports those whose career advancement depends on effective relationship-building and communication.

Neurodivergent navigation:

The Challenge: Autistic and ADHD minds often engage with work in ways that differ from neurotypical expectations. How might your neurodivergent patterns of intense focus, variable motivation, or engagement with different types of tasks be affecting how others perceive your capabilities and commitment?

No matter how your neurodivergence impacts your motivation, we'll work with it, not against it. We'll develop modified methodologies using Newport's deep work principles and Agile frameworks adapted for neurodivergent attention patterns and variable focus.

• Apply deep work principles with modifications for hyperfocus

• Create scripts and frameworks for navigating ambiguous social situations.

• Develop strategies for consistent team engagement despite motivation fluctuations.

• Transform workplace systems to complement your neurodivergent cognitive style.

This approach is especially powerful for those navigating varied responsibilities and inconsistent motivation patterns.

Trust and Leadership Development:

The Challenge: Leadership requires trust-building, which can be complex when autistic or ADHD communication styles differ from neurotypical norms. How might your neurodivergent ways of processing information and social cues be influencing your relationships with team members and your effectiveness as a leader?

You'll be empowered to build self-confidence using Edmondson's psychological safety principles, Dweck's growth mindset research, and Scott's radical candor model adapted for neurodivergent communication styles.

• Address cognitive flexibility challenges using mindfulness-based approaches.

• Develop techniques for managing racing thoughts and distractibility.

• Create strategies for managing rumination and literal thinking patterns.

• Transform unique thinking styles into valuable leadership perspectives.

This approach particularly empowers those in leadership positions who need to build trust and influence across teams.

Identity and inner dialogue:

The Challenge: Years of navigating neurotypical expectations can leave autistic and ADHD individuals with a harsh inner critic. How might experiences of masking, accommodating, or "trying harder" have shaped your self-perception and confidence in your genuine neurodivergent abilities?

Your inner critic is often the hardest to block out, but we'll transform self-criticism using Chamine's Positive Intelligence framework and research-backed self-compassion techniques that balance critical thinking with self-acceptance.

• Counter narratives around laziness or untapped potential that undermine confidence.

• Address social comparison and communication-based self-criticism.

• Develop a positive neurodivergent leadership identity.

• Transform internal dialogue into a source of strength and authenticity.

This approach is especially transformative for those whose self-confidence affects their career progression and leadership potential.

Adaptive systems thinking and accommodations:

The Challenge: Autistic and ADHD professionals often need specific accommodations to thrive in neurotypical-designed environments, yet requesting them can feel risky. How might concerns about professional perception or difficulties articulating your neurodivergent needs be preventing you from creating an optimal work environment?

Don't know where to start with asking for accommodations? We'll apply Heifetz & Linsky's Adaptive Leadership framework, Senge's Learning Organisation principles, and systems-oriented methodologies to find strategic leverage points.

• Focus on consistency and follow-through on innovative ideas.

• Build cognitive flexibility while honouring needs for clarity and structure.

• Develop accommodations for executive function, sensory, and communication needs.

• Transform workplace dynamics to create environments where you can thrive.

This approach particularly supports those seeking to create sustainable work environments that honor their neurological differences.

Lasting success and life balance:

The Challenge: Workplace environments designed for neurotypical minds can lead autistic and ADHD professionals to experience cycles of overextension and recovery. How might ongoing adaptation to neurotypical expectations be affecting your energy, wellbeing, and the long-term sustainability of your career?

Last but not least, we'll make sure your learnings are long-term. We'll create advancement strategies using Boyatzis' Transformational Coaching model, Rogers' Humanistic Psychology principles, and the JD-R (Job Demands-Resources) model to prevent burnout.

• Establish sustainable routines that accommodate motivation fluctuations

• Balance sensory and social demands with recovery time.

• Maintain authentic neurodivergent leadership while meeting career objectives.

• Transform career strategy to build lasting success without compromise.

This approach is especially important for those seeking long-term career sustainability without compromising wellbeing.