Neuro-diversity coaching
Neurodiversity coaching for dealing with change
Around 30% of the population are classed as neurodiverse (a variation in neurological differences, such as Dyslexia; Dyspraxia; ADHD; Autistic Spectrum; Tourette syndrome) and this figure is likely to increase as diagnoses improve and we become more attuned to these conditions.
Supporting neurodiverse colleagues through change
Increased remote working in recent months has been a sudden change which has unsettled most people. For many neurodiverse staff, losing the structure and routine of coming into an office or the face-to-face support of a great line manager has caused some unravelling.
On the flip side, for those who have thrived while working from home, this is about to be upended again as many employers are now looking to reintroduce time in the office.
Neurodiverse colleagues can be extra susceptible to stress and anxiety, needing workplace accommodations such as headphones to prevent auditory overstimulation. What’s often missing is solid structure along with support and guidance to prevent burnout. With a somewhat chaotic approach to work, it is not uncommon for stress to manifest itself as poor performance, long-term sick leave and a lack of cohesion or even discord within teams.
Now is the time for coaching intervention to support neurodiverse colleagues through the next phase of disruption to working life. Whether continuing to work from home for the longer term or a phased return to the office, working to boost wellbeing and manage stress will help colleagues to deal with change and reduce anxiety about the situation.
Liberate neurodiverse colleagues to utilise their amazing strengths
Neurodiverse colleagues sometimes need support and accommodation to maximise their contributions – many highly capable neurodiverse people are often underutilised.
Neurodiverse employees who may be struggling with their communication skills, the ability to be a team player, to deal with emotions at work, and to network need extra help now as more change is coming.
Providing one-to-one support to develop practical skills such as time management and diving into the details of how to plan a working day are key to helping neurodiverse colleagues to deal with this period of change and beyond. It’s time to help staff feel liberated and utilise their amazing strengths contributing to a productive, effective and happy team environment.
Neurodiversity coaching for dealing with change
Around 30% of the population are classed as neurodiverse (a variation in neurological differences, such as Dyslexia; Dyspraxia; ADHD; Autistic Spectrum; Tourette syndrome) and this figure is likely to increase as diagnoses improve and we become more attuned to these conditions.
Supporting neurodiverse colleagues through change
Increased remote working in recent months has been a sudden change which has unsettled most people. For many neurodiverse staff, losing the structure and routine of coming into an office or the face-to-face support of a great line manager has caused some unravelling.
On the flip side, for those who have thrived while working from home, this is about to be upended again as many employers are now looking to reintroduce time in the office.
Neurodiverse colleagues can be extra susceptible to stress and anxiety, needing workplace accommodations such as headphones to prevent auditory overstimulation. What’s often missing is solid structure along with support and guidance to prevent burnout. With a somewhat chaotic approach to work, it is not uncommon for stress to manifest itself as poor performance, long-term sick leave and a lack of cohesion or even discord within teams.
Now is the time for coaching intervention to support neurodiverse colleagues through the next phase of disruption to working life. Whether continuing to work from home for the longer term or a phased return to the office, working to boost wellbeing and manage stress will help colleagues to deal with change and reduce anxiety about the situation.
Liberate neurodiverse colleagues to utilise their amazing strengths
Neurodiverse colleagues sometimes need support and accommodation to maximise their contributions – many highly capable neurodiverse people are often underutilised.
Neurodiverse employees who may be struggling with their communication skills, the ability to be a team player, to deal with emotions at work, and to network need extra help now as more change is coming.
Providing one-to-one support to develop practical skills such as time management and diving into the details of how to plan a working day are key to helping neurodiverse colleagues to deal with this period of change and beyond. It’s time to help staff feel liberated and utilise their amazing strengths contributing to a productive, effective and happy team environment.