This informal CPD article, ‘How workplace coaching can support neurodivergence’, was provided by Champs Consulting, who support organisations globally delivering mental health first aid training, stress-free living workshops and wellbeing consultancy solutions.
How workplace coaching can support neurodivergence
All employees can benefit from workplace coaching. For neurodivergent people, coaching can be an especially beneficial form of workplace support. Coaching can equip people with the tools and strategies that best help them navigate challenges, advocate for their needs, and embrace their strengths. With strategies developed through workplace coaching, neurodivergent employees can have the agency to be their neurodivergent selves with ease and confidence.
Masking and trying to fit into a neurotypical world is exhausting. But with tailored workplace coaching, neurodivergent employees can find ways to be their authentic selves at work and flourish in a safe, supportive environment.
Neurodivergence: What is it and how does it differ from neurodiversity?
Within every organisation, there will be many people who think differently, have different strengths, and experience different challenges. This is neurodiversity.
We know that differences in people’s culture and life experiences will play a part in this — helping shape who they are as individuals. Neurodiversity refers to all of humankind as we are all unique individuals. However, there is also the fact that some people’s brains are wired to work differently. This is neurodivergence.
It’s important to note that neurodiversity and neurodivergence are two different things. Neurodivergent was coined as an opposite to “neurotypical”. The term neurodivergence covers many medical disorders, learning disabilities and other conditions including dyslexia, dyspraxia, dyscalculia, ADHD, autism, Tourette’s syndrome, to name a few.
It is estimated that between 15 and 20 percent1 of the global population is considered to be neurodivergent. Everyone’s experience with neurodivergence is unique. Diagnosis can take place at any stage of someone’s life. Some people may be diagnosed as children, others may not receive their diagnosis until they are adults, if at all.
Diagnosis may happen because of a change in circumstance such as a job or the working environment that brings attention to challenges, or someone feeling safe and secure enough to then start the assessment process. Another common time where we see people recognising neurodivergence in themselves is when they are going through the diagnosis process with their child.
How coaching can benefit neurodivergent people inside and outside the workplace
Coaching can be a powerful experience. We don’t often get the chance to pause and reflect on ourselves. Coaching gives people the avenue to do this in a safe space. There are many benefits of coaching including:
- Builds confidence and resilience.
- Goal orientated success.
- Increased satisfaction (job and life).
- Working more effectively.
- Self-awareness and connection.
Neurodivergent coaching, however, has some subtle but important differences. It is important that neurodivergent people work with a coach who understands neurodivergence and has experience supporting people who are neurodivergent.
Neurodivergent coaching should also:
- Be able to explore what the coachee’s neurodivergence means for them.
- Help the coachee identify their neurodivergent strengths (which can often be overshadowed when things aren’t going as well as they would like).
- Give the coachee agency and a safe space to be their neurodivergent selves (having a safe space to talk without judgement is crucial).
- Allow the coachee to notice what strategies they already use and highlight how they can use them, or new ones, to aligns to their natural ways of working.
The most effective strategies are often the simplest ones. Sometimes, a slight tweak is all that is needed. By working with an experienced neurodivergence coach, neurodivergent people can learn how to embrace the strengths of their neurodivergence and effectively develop their coping strategies. This style of coaching is beneficial for any neurodivergent employee, regardless of where they sit in the organisational structure — be it trainee employees or senior executives.
Neurodivergent coaching is also crucial for those who do not have a formal diagnosis. Self-diagnosis is just as important. Self-diagnosing neurodivergence is the first step for figuring things out for yourself. It is also important to note that formal diagnosis takes a lot of time and resources. They aren’t always accessible and so, we should never discount or exclude self-diagnosed neurodivergent people.
