Neurodivergent Workplace Coaching for Neuroinclusive Organisations
Investing in your neurodivergent leadership talent isn't a welfare decision — it's a strategic one. I bring over 25 years of VP-level leadership experience and specialist neurodivergent coaching expertise developed through associate neurodivergent executive coaching roles with Lexxic's Coaching Centre of Excellence and Right Management (ManpowerGroup).
I understand the commercial pressures your leaders are operating under, the organisational dynamics that make neuroinclusion difficult in practice, and ADHD and autistic coaching methodology that actually moves the needle at senior level.
Professional Coaching
For ADHD, Autistic and AuDHD Professionals
Your neurodivergent employees are likely performing well — but not at their actual ceiling.
The gap between where they are and what they're capable of usually isn't about effort or ability. It's about understanding how their brain works and building a working practice around that understanding rather than against it.
Using the Corporate BASICS Framework, sessions address the specific workplace challenges ADHD and autistic professionals face — from executive function demands and energy management to communication, prioritisation, and sustainable output.
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Understanding the ADHD or autistic cognitive profile in a professional context — strengths, costs, and how to work with both.
Practical strategies for time management, prioritisation, and managing cognitive load informed by neuroscience.
Building sustainable working practices that don't depend on burnout-level compensation to maintain.
Communication and stakeholder management grounded in genuine self-understanding.
Long-term wellbeing at work — managing energy, sensory demands, and preventing burnout cycles.
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Neurodivergent professionals operating closer to their actual capability.
Improved retention of talent that currently underperforms or leaves due to unsupported challenges.
Stronger communication and collaboration across neurodivergent and neurotypical colleagues.
A neuroinclusive culture built on genuine understanding rather than policy compliance.
Measurable return on investment in your neurodivergent talent.
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Small group coaching programme for neuroinclusive teams.
Builds communication, collaboration, and trust across neurodivergent and neurotypical colleagues.
Structured around shared professional challenges and individual goals.
Develops mutual understanding that improves how teams actually work together.
Manager Coaching
For Managers of ADHD, Autistic and AuDHD Professionals
Neuroinclusive leadership isn't a welfare position.
Managers who understand how ADHD and autistic professionals actually think, communicate, and work build stronger, higher-performing teams — and retain talent that less informed managers lose.
The Corporate BASICS Framework develops a shift from directive management to curiosity-led coaching — the approach that consistently produces better outcomes with neurodivergent professionals. Co-coaching is available for managers and neurodivergent employees who want to build mutual understanding and develop shared working practices together.
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Developing practical understanding of ADHD and autistic cognitive profiles — what they look like in the workplace and how to lead them effectively.
Building managerial confidence in leading neuroinclusive teams across different cognitive and communication styles.
Workplace approaches grounded in neuroscience — moving beyond accommodations to genuine understanding.
Developing a leadership style that gets the best from neurodivergent professionals rather than working against them.
Building a team culture where cognitive difference is understood as a genuine asset.
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Collaborative coaching for managers and neurodivergent employees working through shared challenges.
Develops mutual understanding of different cognitive styles and working needs.
Builds shared goals and working agreements that reflect how both parties actually operate.
Moves away from managing around neurodivergence toward genuine neuroinclusive collaboration.
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Managers equipped to lead neurodivergent talent effectively rather than inadvertently working against it
Improved retention and engagement of neurodivergent professionals
Stronger team cohesion built on genuine understanding across neurotypes.
A leadership culture that treats cognitive difference as organisational strength.
Measurable improvement in team collaboration and output.
Organisational Development
For Neuroinclusive Leadership at Scale
Most organisations have more neurodivergent talent than they realise…
…and most of that talent is operating below its actual capability. Not through lack of ability, but because the environment works against it. The cost in retention, output, and innovation is significant and largely invisible until it isn't.
This work addresses that systematically — reviewing HR processes, recruitment, retention, and career development through a neurodivergent lens, and embedding neuroinclusive practice into culture and policy in ways that produce measurable results. Using the Corporate BASICS Framework, the work is grounded in your organisation's specific challenges.
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Strategic review of HR processes, recruitment, and career development to attract, support, and retain neurodivergent talent at senior level.
Embedding neuroinclusive practice into policies and culture — moving beyond compliance toward genuine organisational change.
Cultural transformation that recognises neurodivergent cognition as a strategic asset and builds environments where it can contribute fully.
Tailored neuroinclusion initiatives aligned to your organisation's specific talent challenges and business objectives.
Building the internal business case for neurodiversity investment with objective, evidence-based insights and measurable ROI.
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An organisation that draws on the full range of cognitive talent available to it.
Improved retention of neurodivergent professionals who currently underperform or leave due to unsupported challenges.
Stronger innovation and decision-making through genuine cognitive diversity at leadership level.
Neuroinclusive culture built on understanding rather than policy — with measurable impact on how the organisation operates.
A compelling, evidence-based investment case for continued neuroinclusion at leadership level.
The outcome isn't compliance. It's an organisation that thinks better because it understands its people better.
"I came in wanting to understand my AuDHD better and figure out what to do with my career. I left with a level of self-awareness I hadn't had before, clearer about what I'm actually good at, less ashamed of how I operate, and — for the first time in a while — genuinely settled in my work. 10/10. I couldn't have asked for more."
— Adam, Business Development Director