Stop Being the Go-Between in Preventable Performance Conflicts
A 3-week programme that equips your HR team to coach managers through neuroinclusive conversations—so you're building capability, not fielding grievances.
View the Programme Get StartedYou're hearing this from managers every week
"This person isn't performing"
But when you dig in, the manager's instructions weren't clear. There's no written brief. Expectations were assumed, not stated. The "performance issue" is a communication mismatch.
"Help our managers distinguish between poor performance and 'I asked them to do it in a way that doesn't work for their brain.'"
"I don't know what I can and can't say"
Managers freeze when someone discloses. They're terrified of saying the wrong thing, so they say nothing—or worse, deflect straight to you.
"You should speak to HR about that."
"They're using their diagnosis as an excuse"
When you hear this, you know the manager has already lost trust. They're framing accommodation as manipulation instead of information that helps them manage better.
"Managers see adjustments as something other people provide, not realising it might be a tweak to how they're communicating."
"We have regular 1:1s"
But there's no agenda, no structure, no changed behaviour from either party. Just "catch-ups" that don't move anything forward—then surprise when issues escalate.
"The catch-up is a nice-to-have rather than: these are the things that are going to help with your development and reduce environmental barriers."
"We need to wait for Access to Work"
Managers think they can't act without a formal assessment. Meanwhile, low-cost and no-cost adjustments—like sending an agenda 24 hours ahead—go unmade for months.
"HR can help quickly by considering low-cost and no-cost adjustments—you don't need a formal assessment to send an agenda 24 hours ahead."
"I have to walk on eggshells"
Translation: "I don't know how to manage this person." The manager needs coaching, not confirmation that neuroinclusion is difficult.
"Let me share some approaches that work. You're not lowering standards—you're removing barriers."
The real problem isn't the employee. It's what HR does next.
Right now, when a manager comes to you with a "performance issue," you're probably doing one of two things:
Option A Taking over the conversation entirely—becoming the permanent go-between.
Option B Sending them resources and hoping they figure it out.
Neither builds manager capability. Neither stops the next case landing on your desk.
There's a third option: A structured programme that builds your coaching skills over three weeks—with real application between sessions—so you can develop manager capability in real-time.
HR Enablement: Coaching Managers Through Neuroinclusion
Three focused sessions over three weeks. Learn, apply, return, refine. This isn't a knowledge dump—it's capability building with accountability built in.
HR Enablement Programme
3 sessions over 3 weeks | 60 mins each | Up to 15 participants
The Diagnostic Lens
- Is this performance or environment? The questions that change everything
- The "Before Performance Management" checklist you'll use every time
- Style vs. performance: when managers penalise difference, not underperformance
- What "success looks like" actually means—and why most managers skip it
Coaching Managers Through Resistance
- "Walking on eggshells" / "Using it as an excuse" / "Not fair to the team"
- Scripts that address the underlying fear, not just the surface objection
- Low-cost adjustments that don't need Access to Work or formal assessment
- When disclosure happens mid-escalation: what to do, what to say
Building Sustainable Capability
- The EXPLORE framework: teaching managers to use it themselves
- Disclosure responses that don't deflect to HR
- Creating adjustment processes that actually get used
- Group debrief: What worked? What's still stuck? What needs escalation?
Prices + VAT | Includes all 3 sessions, recordings, and complete toolkit
⏰ Next cohort starts February 2026 — limited to 15 participants
When you need support with specific cases
The programme builds your foundation—but sometimes you need guidance on a live situation right now. The manager who's already drafted the PIP. The employee who disclosed yesterday. The grievance that's about to land.
That's where case consultation comes in.
HR Case Consultation
60 minutes | 1:1 with HR lead
- Work through a specific live case
- Get the diagnostic questions for this situation
- Develop the coaching approach for the manager
- Scripts for the conversations you need to have
- Follow-up resources tailored to the case
Prices + VAT | Package discounts available
⏰ Usually available within 48 hours
Get Guidance on a Live CaseThree-Way Alignment
HR + Manager + Consultant
- Joint session before a difficult conversation
- Align HR and manager on approach together
- Model the coaching conversation in real-time
- Build shared language and frameworks
- Create consistent practice going forward
Prices + VAT | 60 mins | Ideal before complex conversations
⏰ Book 1 week ahead for scheduling
Align Before the Difficult ConversationIdeal for HR teams who are...
Constantly fielding the same issues
Different managers, same pattern: unclear expectations, no adjustments, straight to performance management
Wanting to build capability, not dependency
You'd rather coach managers to handle situations than become the permanent intermediary
Developing reasonable adjustment guidance
You're building or refreshing your adjustment processes and want them to be genuinely useful
Preventing grievances, not just responding
Every grievance that could have been prevented is time and trust you'll never get back
Supporting neurodivergent staff and students
Higher education HR teams with complex needs across academic and professional services
Operating in regulated environments
Where getting adjustments wrong has legal implications and audit requirements
Ready to Get Started?
Frequently Asked
How is this different from Manager Training?
Manager Training teaches managers what to do. This programme teaches HR how to coach managers through what to do. Different audience, different outcome: managers learn skills; HR learns how to build those skills in others.
Why three sessions instead of one?
Because one session is a knowledge dump. Three sessions with application in between builds habit. You'll actually use these frameworks with real managers between sessions—and come back to troubleshoot what didn't work.
Can we book Manager Training too?
Absolutely—and they work well together. Train your HR team first to build coaching capability, then roll out Manager Training. HR can reinforce the learning and handle questions that arise.
Do you deliver in-person or online?
Online via Zoom with Mentimeter for interaction. This keeps the time commitment manageable across three weeks. In-person delivery available for the full programme on request.
What if someone misses a session?
All sessions are recorded. Missing one is fine—they can catch up before the next. Missing two means they're not getting the value, and we'd suggest joining a future cohort instead.
Can you support a specific live case right now?
Yes—that's what HR Case Consultation is for. Book a 1:1 session and we'll work through your specific situation together. Usually available within 48 hours.