BOOK YOUR PRACTICAL GUIDANCE SESSION
£250
90 minutes – Online via Zoom
This 90-minute 1:1 session gives you dedicated time to explore your particular challenge, question assumptions and consider practical possibilities.
Whether you're managing people directly or supporting managers in an HR role, it can help to have an independent perspective.
Perhaps you're struggling to communicate expectations, unsure how to support a neurodivergent team member, or trying to find a practical way forward when different needs and expectations seem difficult to reconcile.
When the usual approaches aren't working... or you're not sure where to start
Every team is different, and so is every challenge. Here are some examples of situations where an independent, informed perspective might help.
What could we explore together?
The aim is to identify practical possibilities that support the individual while also considering the needs of the team and organisation.
Explore the underlying barriers, the outcome the adjustment is intended to achieve and whether there are alternative or creative approaches worth discussing with the employee.
An employee has requested an adjustment, but the proposed approach is proving difficult to accommodate, or you're unsure how to balance individual needs with operational requirements.
“We want to support a reasonable adjustment request, but we're struggling to find a workable solution.”
Explore whether relatively simple changes to communication, information or working practices could make things easier for everyone.
Recurring misunderstandings, missed handovers, complicated trackers or inconsistent processes are creating unnecessary difficulties.
“We keep having the same problems, and I'm wondering whether the way we work is part of the issue.”
Explore whether unclear expectations, working practices, environmental factors or genuine differences in capability might be contributing, and what could reasonably be changed.
A team member is struggling with aspects of their role despite showing clear strengths elsewhere.
“I know they're capable of more, but I can't work out what's getting in the way.”
Explore how to provide clarity, feedback, structure and flexibility while respecting individual needs and avoiding unnecessary demands.
You genuinely want to help but aren't sure what support would be useful.
“I want to support my neurodivergent team member, but I'm worried about putting them under more pressure.”
Explore whether differences in how people think, communicate or work might be contributing, and how to create a more inclusive team environment without expecting everyone to behave alike.
Someone delivers good work but struggles with the team's social expectations, communication styles or ways of interacting.
“They're doing a great job, but they don't seem to fit in with the team.”
Explore how to make use of those strengths while supporting effective collaboration.
A team member anticipates problems and develops solutions before others have caught up. Their strengths are valuable, but their approach sometimes creates friction.
“They're brilliant at finding solutions, but they keep racing ahead of the team.”
Explore ways to establish clear expectations, responsibilities and progress checks without creating unnecessary pressure or restricting independence.
You want to give people autonomy while maintaining appropriate oversight.
“I don't want to micromanage, but I need to know the work is being done.”
Explore how differences in capability, including those associated with neurodivergence, might explain this apparent inconsistency, and what approaches could help.
You have a capable, reliable team member who produces excellent work but struggles with certain tasks or expectations that others appear to manage easily.
“They always deliver, but they seem to pick and choose what they can do.”
Explore whether expectations, instructions or ways of communicating could be contributing to the misunderstanding, and what might help.
You feel you've been clear about what's needed, but the message doesn't seem to be landing.
“I've explained it several times, but they're still not getting it.”
Throughout my career, I've worked across different sectors, listening to people, understanding how work happens in practice and finding ways to make processes, communication and working arrangements more effective.
Drawing on more than 30 years of practical workplace experience, combined with professional coaching skills and specialist knowledge of neuro-inclusion, I'll help you explore what's happening, identify potential barriers and consider what might reasonably be changed.
Practical experience, combined with specialist knowledge
That experience has taught me that what looks straightforward from one perspective can be extraordinarily difficult from another.
People have different strengths, capabilities and needs. Not every challenge has a simple solution, but sometimes a relatively small change can make a meaningful difference.
My approach combines practical problem-solving with coaching-informed exploration. Rather than arriving with a predetermined answer, we'll look at your situation together and consider what might actually work for the people involved.
We'll explore what's happening, question assumptions and consider what may be contributing to the difficulties you're experiencing.
This is a collaborative, coaching-informed conversation focused on your particular workplace challenge.
What happens during a session?
Depending on your situation, we might look at:
How expectations and information are communicated.
You may leave with an adjustment you can try straight away, a different approach to a conversation, or a clearer understanding of what needs further consideration.
The balance between autonomy, accountability and support.
How neurodivergence may affect someone's experience of work, including differences in strengths, processing and executive functioning.
Whether working practices or team expectations are creating unnecessary barriers.
Practical adjustments or alternative approaches worth exploring.
What is realistically within your influence and what may require further discussion or specialist input.
The aim isn't to prove that a solution exists. It's to establish what might be possible.
Instead, the focus is on exploring possible explanations, recognising where assumptions may be influencing understanding and considering constructive ways forward.
Although we can explore practical approaches to reasonable adjustments, this session does not provide legal advice or a formal assessment of an employer's obligations. Employers remain responsible for meeting their legal duties and seeking appropriate specialist advice where necessary.
I won't attempt to diagnose someone or determine their capabilities without their involvement.
This isn't a performance management service, an assessment of an individual employee or a substitute for occupational health, HR or other specialist advice where that's needed.
What this session isn't
The session may be suitable for funding through your organisation's personal professional development budget, depending on its arrangements.
No prior knowledge of The NEW E.R.A. Method® is needed, and there's no obligation to book further support.
No discovery call required. You can book directly.
Before we meet: After booking, you'll have the option to complete a short questionnaire about the situation you'd like to explore. This helps us make effective use of our time together, but it's entirely optional.
Who it's for: Managers, team leaders and HR professionals seeking an independent perspective on a specific workplace challenge.
Fee: £250
Format: Online via Zoom
Duration: 90 minutes
Session details
90 minutes | Online via Zoom | £250
If you're facing a management or workplace challenge and would value an independent perspective informed by practical workplace experience, professional coaching and specialist knowledge of neuro-inclusion, this session offers dedicated time to explore it.
You don't need to have the answers before booking.
Ready to explore what's possible?
Read it
Managing a Team When One Person Works at a Different Pace
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On-the-Job Training and Structure: Why It Matters for Neurodivergent Employees
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ADHD Performance Reviews: How to Give Feedback That Works
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Reflections, practical insights and real-world thinking from my work as a neurodiversity consultant and coach, and from my own experience as a late-diagnosed neurodivergent person.
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