The training that changes what managers do on Thursday.
Not a briefing on neurodiversity. A 90-minute session that gives managers a framework, seven scripts, and 30-day evidence that something shifted.
"Before this session I didn't know what to say when someone disclosed. Now I have the actual words — and I've used them."
What managers do differently in the 30 days after
Not what they know. What they do when seven real situations arise.
| The situation | What they now do differently | |
|---|---|---|
| 1 | A team member discloses a diagnosis | Responds with "Thank you for telling me" and asks what would help — not HR, not documentation. Follows up within five working days without being chased. |
| 2 | Someone is quiet but still delivering | Reads this as a signal worth acting on. Checks in directly rather than waiting for a visible problem. |
| 3 | Output drops noticeably | Checks whether expectations were clear, the environment is right, and communication has been fair — before raising any performance concern. |
| 4 | A colleague comments on a team member's visible behaviour | Addresses it with the colleague, not the team member. Does not make the team member the problem. |
| 5 | A team member asks for a working adjustment | Asks whether it could become a team default. Implements without requiring a reason or formal process. |
| 6 | A difficult conversation needs to happen | Messages with the topic named and urgency removed. Does not send "we need to talk." |
| 7 | Critical feedback needs to be given | Delivers it in writing, with advance notice, on outcomes not style. Separates the feedback from the relationship. |
Within 30 days, when a team member discloses a neurotype, a manager who attended will respond with curiosity rather than sympathy, agree next steps in writing, and follow up within five working days — without being chased. This is what we measure. Not satisfaction scores.
In their own words
Sound familiar?
Managers go straight to performance management
Without checking whether their instructions were clear, or whether a small environmental tweak would have solved it. The person is managed out. The problem remains.
"Sometimes managers see adjustments as something other people provide, not realising it might be a tweak to how they're communicating."
Style differences get labelled as poor performance
Direct communication becomes "rude". Written task preferences become "difficult". Detailed verbal updates become "not a team player." The PIP follows.
"The manager's instructions weren't clear — but it's the employee who ends up on a performance plan."
Employees mask until the reserves run out
Because disclosure feels risky. Because "everyone's a bit like that." The withdrawal looks sudden from the outside. It wasn't.
"When you use your non-dominant hand to write, it's slow and frustrating. That's what masking feels like — every day."
HR caught in the middle
Fielding grievances that could have been prevented. Coaching managers who don't know what they can and can't say. Watching capable people leave.
"We need resources to help managers distinguish between actual poor performance and asking someone to work in a way their brain doesn't support."
1:1s without structure
"We don't really have agendas, we just have a catch-up." No structure means nothing changes. Nice conversations that don't move anything forward.
"The catch-up is a nice-to-have rather than: here are the things that will actually reduce environmental barriers."
Waiting for formal assessments before acting
Managers think they need Access to Work or occupational health before they can adjust anything. Meanwhile, no-cost changes that would help go unmade for months.
"You don't need a formal assessment to send an agenda 24 hours ahead."
Not awareness. Capability.
Most organisations that come to us have already done neurodiversity awareness. The question they're asking is why nothing has changed.
| Standard awareness training | Manager Group Training |
|---|---|
| ✗ Teaches what neurodiversity is | ✓ Teaches what to do when it matters |
| ✗ Measured by satisfaction score | ✓ Measured by behaviour change at 30 days |
| ✗ Knowledge transfer: recall-based | ✓ Performance transfer: scenario-based throughout |
| ✗ One-size content for mixed audiences | ✓ Manager-specific: the seven situations managers face |
| ✗ Ends when the session ends | ✓ Pre-session diagnostic + toolkit + 30-day check-in |
| ✗ Awareness without tools produces anxiety | ✓ Scripts and frameworks managers can use the same week |
| ✗ Neurodiversity as a topic | ✓ Neuroinclusion as a management practice |
What happens, and when
Pre-session diagnostic
18 scenario questions. Establishes each manager's baseline across 7 behaviour domains.
90-minute session
Live, with Mentimeter throughout. Concept → question → reveal format. Not a lecture.
Post-session toolkit
Three tools delivered same day: checklist, universal practices list, boom-bust guide.
30-day check-in
Measures real behaviour in real situations. Not hypotheticals. Not recall.
Summary report
Domain-level shift data. Evidence of what changed — and where coaching would help next.
Choose your starting point
The group session is the core product. Coaching supports what comes after — the specific situations managers are navigating.
Manager Group Training
90 minutes · Up to 25 managers · Online or in-person
- Pre-session diagnostic across 7 behaviour domains
- EXPLORE framework for neuroaffirming conversations
- The before-performance-management checklist
- Scripts for the 7 conversations managers avoid
- Responding well to disclosure mid-conversation
- Interactive Mentimeter throughout — concept, question, reveal
- Post-session toolkit + 30-day behaviour check-in + summary report
All prices + VAT · Online delivery · In-person pricing on request
Training is just the start.
Group sessions shift the baseline. Real behaviour change happens when managers have support for the specific situation they're in right now — the team member who just disclosed, the performance conversation they've been avoiding, the dynamic they don't know how to name.
That's where coaching comes in.
1:1 Manager Coaching
60 minutes per session
- Confidential space for specific team situations
- Work through real performance conversations
- Build confidence with disclosure responses
- Address "walking on eggshells" dynamics
- Follow-up resources tailored to context
Prices + VAT · Package discounts available
Co-Coaching
Manager + employee together · 60 minutes
- Manager and employee build a shared picture of how each other works
- Name what masking costs — and agree what to do when it’s visible
- Turn friction points into specific, agreed working arrangements
- Leave with a Work With Me document, not just a conversation
- Follow-up materials sent to both — no one has to remember alone
Prices + VAT · 60 minutes · Includes post-session materials for both participants
Ideal for organisations where...
Higher Education
Supporting neurodivergent staff and students across complex teams
Public Sector & NHS
Clear processes and audit trails for reasonable adjustments
Professional Services
High-performing teams with diverse thinking styles
Tech & Research
Where neurodivergent talent drives innovation
Regulated Industries
Where getting adjustments wrong has legal implications
Growing Organisations
Building inclusive management capability from the ground up
Frequently asked
We've already done neurodiversity awareness training.
Awareness and capability are different products solving different problems. Awareness answers "what is neurodiversity?" This session answers "what do I do on Thursday when this comes up?" Organisations that have done awareness training are often the best candidates — their managers already have the language and need the tools.
Can't we just do an e-learning module?
E-learning works well for knowledge transfer. It doesn't work well for behaviour change — which requires practice, feedback, and commitment. The 30-day data consistently shows live sessions produce measurably different outcomes from self-directed learning on the same material.
Do you deliver in-person or online?
Both. Online sessions run with Mentimeter for interaction. In-person delivery is available UK-wide; travel costs may apply outside Greater London.
Our managers are really busy. Ninety minutes is a lot.
Ninety minutes of scenario-based learning with a toolkit that goes home with them produces a different outcome than three hours of slides. The session was designed to be 90 minutes, not compressed from something longer. Every minute is deliberate.
How do we know it'll actually make a difference?
Every manager completes a pre-session diagnostic before attending. At 30 days, the same scenarios come back alongside questions about real situations that arose. Shift is measured at the domain level. If a domain hasn't moved, that's visible in the data — and becomes the basis for the next conversation.
Can we invoice via purchase order?
Yes. We'll send a proforma invoice with 30-day payment terms. PO numbers can be added later if needed.
Can you tailor content to our organisation?
Group training follows our proven structure — which is what makes the 30-day data meaningful. For bespoke programmes, book a discovery call and we'll scope what's right.
How quickly can you deliver?
Typically within 2–3 weeks. For urgent requirements, ask — we can sometimes move faster.
Ready to get started?
Request an invoice or book a 15-minute call. We'll confirm price, date, and session design within 24 hours.