Neurodiversity training for managers
Managing autistic, ADHD, and AuDHD people, or leading as one yourself, takes more than a one-hour awareness session. This is practical training in how neurodivergent minds actually work at work, built on the ideas in my book The Right Room and around the real situations that trip managers up.
Which training actually helps managers with neurodiversity?
Not a slide deck about being nice. The training that changes anything is grounded in how autistic and ADHD brains genuinely work, and built around the calls managers make in real time. Here is the friction I see most, drawn from the work behind The Right Room, and the three ways we help managers work through it.
Where it breaks down
The friction managers actually hit
Almost every manager who calls me is caught in one of these. None of it means you are bad at the job. It means no one ever taught you how neurodivergent brains work, or what the room is doing to the people in it.
The instinct that built you is breaking you now
You were promoted for being the one who always had the answer. But every time you step in, your team learns to wait, and your capacity drains carrying both the work and the thinking behind it. Getting better at the job starts with not being the answer.
Shadow work
The quiet labor of thinking for your team, starting the task, making the call, clearing the path. It looks like kindness, and it is, but it slowly moves the thinking out of their job and into yours, and the gap only widens.
Reaching for the diagnosis
When a strong neurodivergent employee starts to slip, the easy explanation is the autism or the ADHD. Almost always the structure changed, not the person. The habit worth building is to examine the room before you examine the person.
Your best people masking themselves flat
Masking is a full-time job running invisibly on top of the real one, and no one sees it because it is working, right up until the person who always seemed fine suddenly does not. It was never effortless. It was the most effortful thing they did all day.
Feedback that never lands
Feedback lands on bandwidth, not accuracy. The right notes at the wrong moment, or the vague version of the right notes, quietly miss. The fix is smaller than you think, and it starts with three seconds and one honest question.
Waiting for the list of accommodations
There is no checklist that fits every brain and every workplace. Accommodations help the few. Adjustments, changes to the room itself, help everyone. The skill is reading the friction, then changing the room so it works for more than one kind of mind.
Three ways managers work with us
Where you start depends on how deep you want to go. Each one turns that friction into something you can actually handle, using the same framework the book is built on.
Manager Coaching
One-on-one coaching for managers leading neurodivergent teams, or managing as an autistic, ADHD, or AuDHD person yourself. We work through your real situations, not hypotheticals.
Workshops and Training
Custom neurodiversity training for your managers and teams, from a ninety-minute lunch and learn to a full day, built around autism, ADHD, and AuDHD at work and the calls managers have to make.
Train-the-Trainer
A deeper program that builds neurodiversity expertise in house, so inclusive management becomes part of how every manager leads, instead of something you outsource each time.
Questions managers ask us
More for managers
These ideas come from my book, The Right Room. Start with the guide, or read the pieces below.
Bring neurodiversity training to your managers
Tell me how your team runs and what is coming up, and we will shape the right program around it, whether that is a single workshop or ongoing support.