Who is neurodiversity coaching for?

The objectives of my neurodiversity coaching are to support neurodivergent employees achieve their potential in their roles and develop a neuro-inclusive working environment for the benefit of all employees.

These objectives can be achieved through coaching with different roles within the workplace:

Coaching can have a positive impact in a range of situations. A formal medical diagnosis is not required. Many people live with self-diagnosis, many will be on a long waiting list to work through the process of getting a diagnosis. Some people may recognise traits in themselves, but are unsure whether they have a neurodivergent condition. And some people may have been diagnosed later in their adult-life and would benefit from supportive and confidential conversations to help them thrive at work.

It’s important to note the vital role of education and coaching for leaders and line managers as well. Current estimates are that 15-20%* of the UK population have a neurodivergent condition. If your organisation employs 10+ people and is representative of the population, then it is likely that one or more of your colleagues have neurodivergent conditions or a combination of conditions. The CIPD report that 31% of employees have not disclosed their condition in the workplace, so you may not be aware of the challenges that employees are living with day-to-day.*

What does coaching look like?

I use a neuro-affirming, strengths-based approach to coaching. The definitions and descriptions of neurodivergent conditions frequently include the language of deficit and disorder, but I place a greater focus on that strengths that each individual has and how they can be used in your organisation.

I find a useful kick-off exercise with clients is to identify strengths using CliftonStrengths or VIA Strengths, and then spend time exploring how these natural talents can be employed more effectively at work. These conversations can uncover challenges, which can be explored in follow-up coaching sessions

Strengths that can be desirable in the workplace include:

These skills can be more prevalent in some neurotypes more than others, but included here as examples. However, in order for employees with these strengths to perform at their best, it is vital to create appropriate physiological and psychological conditions in the workplace. The absence of these conditions can not only lead to under-performance, but also to disengagement, burnout and increase in staff turnover.

What topics can coaching help with?

We know that each employee has their own unique strengths and challenges. While we use neurodivergent conditions (ADHD, autism, dyslexia, etc) to group neurotypes, it must be remembered that each individual will continue to have their own unique strengths and challenges even when they share the same neurodivergent condition. Don’t assume that one autistic employee will share the same strengths and challenges as another autistic employee.

Some of the challenges that some people with a neurodivergent condition have include:

Neurodiversity coaching in your workplace

Each organisation will have different needs. I offer two standard options for neurodiversity coaching in the workplace:

If you are seeking a different solution package then please get in touch with me. I am happy to co-create a solution to meet the needs of your organisation.

Contact me at wayne@palmatumcoaching.com or book a call to explore how your organisation can benefit.

*Price based on online delivery using Google Meet or your preferred video platform. In-person delivery is available at additional cost to be agree. Palmatum Coaching Ltd is currently not required to be VAT registered, so this is the price you pay. Palmatum Coaching Ltd is fully insured, DBS cleared, complies with GDPR and ensures client confidentiality throughout.

*SOURCE: CIPD Neuroinclusion at work https://www.cipd.org/uk/knowledge/reports/neuroinclusion-at-work/