Neurodiversity coaching for organisations
Who is neurodiversity coaching for?
Neurodiversity coaching is used in a workplace to help neurodivergent employees overcome challenges faced and use natural strengths to achieve their potential in the workplace. Effective coaching can lead to increased job satisfaction, greater fulfilment, increased productivity and reduce staff turnover.
Coaching is for neurodivergent employees, including those who are in leadership and line management positions within the organisation.
Coaching is also for neurotypical employees who have the desire to gain a better understanding of how to more effectively work with different neurotypes (including ADHD, autism, AuDHD, dyslexia) in their work.
All employees at all levels of seniority can benefit from coaching:
Neurodivergent employees
- Support for all neurodivergent employees, including those in leadership and management roles
- 1-to-1 conversations, dedicated time supporting each individual on topics where it is most needed
- I can help you to identify and make best use of your unique strengths at work, maximising productivity and fulfilment
- Providing support with topics including anxiety, social interaction, executive functioning, preparing for conversations and more
- You’ll benefit from a coach with over 25 years’ of lived-experience of being autistic in the workplace
Leadership team
- Helping you to lead by example
- How to display inclusive behaviours in the workplace
- Develop actions you can take to create a more inclusive working environment
- Role-modelling behaviours to demonstrate the importance of neuro-inclusivity at a senior level
- Become the employer known for supporting employees to maximise their potential
Line managers
- Becoming a more effective manager for your neurodiverse team
- Working with your neurodivergent traits in a management role
- Identify practical actions you can take to support neurodivergent team members
- Improving working relationships with neurodivergent peers
- Working more effectively with your neurodivergent line manager
- Becoming an advocate for neuro-inclusivity in your workplace
People and culture
- Developing neuro-inclusive practices throughout your organisation
- Inclusive recruitment and employee onboarding
- Ensuring support is available for neurodivergent team members
- How you can support line managers
- Supporting disclosure conversations
- Developing a neuro-inclusive working environment for all employees
Coaching can have a positive impact in a range of situations. 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. A formal medical diagnosis is not required to work with me. I understand the importance of meeting each individual where they are at in their specific journey.
As well as supporting the neurodivergent employee, it is important to note the vital role of education and coaching for leaders and line managers. 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 the strengths that each individual has and how these strengths can be used in your organisation.
I find a useful kick-off exercise with clients is to identify strengths using CliftonStrengths or VIA Strengths. We then discuss 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. This is optional, but can be highly effective in changing the narrative for employees who are in need of support.
Strengths that can be desirable in the workplace include:
Creative and innovative thinking
Reliable and trusted
Excellent attention to detail
Problem solving
These skills can be more prevalent in some neurotypes more than others, but are 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 to group neurotypes. But 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:
Understanding workplace communication
Navigating social interactions
Managing sensory sensitivities
Implementing helpful routines
Neurodiversity coaching in your workplace
Each organisation will have different needs. I offer two standard options for neurodiversity coaching in the workplace:
1-to-1 Coach in Residence
One day per month, my calendar open for 60 minute sessions
- Individual 1-to-1 coaching
- 60-minute sessions
- My calendar is open for your employees to book direct
- Book as-and-when required
- No long-term commitment to coaching, ‘book as you go’
- Open to all neurodivergent and neurotypical employees
- Neurodivergent diagnosis is not required
1-to-1 Coaching
Individuals (6 x 60-minute sessions)
- Discuss suspected or diagnosed conditions in a confidential environment
- Strengths-based, future-focused conversations
- Addressing specific challenges in the workplace
- Focus on positive transformation
- Identify potential strategies to use
- A diagnosis is not required to work with me
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/