Your leadership training covered everything except this.
Around 1 in 5 of your people are neurodivergent. Almost none of your people leads have been trained to support them properly. It turns up as missed deadlines, sick leave, tense one-to-ones and good people leaving, without anyone connecting it back to the actual cause.
Get the free guideNeurodiversity in the Workplace — key insights every employer should know
You have probably already seen it.
None of it comes labelled. It shows up as a performance issue, a personality clash, or a resignation.
What is it costing?
More than half of your team leads do not feel confident supporting a neurodivergent team member. It is a leadership skill, and most have never been trained in it.
A team lead who can recognise what is happening, and knows how to communicate and support the person, changes the outcome whether anyone names it or not.
Without that, people struggle quietly and everyone around them feels a bit helpless. Wellbeing drops, potential goes unused, productivity slips. And it gets expensive quietly: sick leave, a grievance, and eventually someone experienced leaving.
This is the gap neuroinclusion closes. When neurodivergence is understood, communication gets easier and everyone in the company benefits.
How to work with us.
FocusedMind brings together corporate experience, individual coaching, organisational consulting, and performance and wellbeing expertise — all grounded in a genuine, lived understanding of neurodivergence and its complexity. We work with individuals and organisations, and we know what it takes to turn neuroinclusion from intention into practice.
Talks
One session for a team, a leadership group or the whole company. What ADHD and autism actually look like at work and in life, and what you can start doing differently.
Training for leaders and managers
A full programme for anyone in a people-lead role, online or on site. Learn how to support the different kinds of neurodivergent people on your team, from awareness through to hands-on leadership tools.
Consulting
Practical help with the everyday things: hiring, onboarding, leading a team, communication and adjustments. It starts with a half-day workshop with your HR leads and key people — from recognising what is actually happening, to a clear plan and concrete steps for building a neuro-friendly workplace.
You don't need a whole new DEI strategy to start.
No company-wide buy-in or budget cycle. We don't need to start with policy reviews or strategy documents.
You can start with one talk or one team workshop. We build out from there only if it is useful.
What you actually get.
- Retention. The experienced people you would otherwise lose stay, and you stop paying to replace them.
- Team leads who know what to do. How to support different neurodivergent employees, so it doesn't depend on which manager someone happens to get.
- Performance. Teams stop losing hours to friction nobody could name.
- Problem-solving. Cognitively diverse teams show a 20–30% improvement in problem-solving and risk identification.
- Fewer escalations. Handled early by a team lead, instead of late by HR, health care provider or a lawyer.
- People stop hiding. Who they are, how they work and how they think.
“Jenni gave our team a brilliant session. We covered a lot, and we will certainly use the tools and methods she gave us moving forward.”
For the leaders who are neurodivergent themselves.
Plenty of executives, founders and CEOs have ADHD or autism. It is often exactly what made them exceptional: creativity, pattern recognition, speed, depth, originality. It is also what makes the standard executive playbook quietly exhausting.
One-to-one coaching for neurodivergent executives and leaders, diagnosed or not. We build the practices, skills and strategies that fit how someone actually works and lives: communication, leadership approach, and systems that hold under pressure.
Most have had coaching before. What was missing was someone who did not need the neurodivergent part explained first.
Talks, training and consulting for
Let's start a conversation.
A 30-minute call, no obligation. We look at what is happening in your organisation and what would make the most difference first.
Book a 30-minute callOr start with the free guide: Neurodiversity in the Workplace