Proactive
Improving clarity and performance across the organisation, for everyone
Reactive
Supporting a specific neurodivergent employee who needs something to change
I've seen this from both sides of the desk: as a neurodivergent person navigating workplace systems, and as the person building and refining those systems professionally.
PROACTIVE - Improving clarity and performance across the organisation, for everyone
REACTIVE - Supporting a specific neurodivergent employee who needs something to change
Most workplaces aren't designed to exclude people – but many are full of friction that some people carry far more than others. There are two ways organisations usually come to this work, and both are valid starting points.
1:1 support for a specific employee, in the context of their role
Workplace Coaching
A framework for the conversations and decisions that workshops alone can't reach
For HR & Managers
A half-day session that ends with something your team can use straight away
Workshops
Your documents reviewed, with recommendations and suggested redrafts
Neuro-Inclusive Document Review
The framework in full, with real life examples
Ways to work together
The Book
Every service on this page is designed to deliver value in its own right – not as one piece of a plan that only pays off if every stage goes ahead. A workshop, a document review, a single workplace coaching engagement: each makes a real difference on its own, whether or not you go further afterwards.
That's a deliberate approach. Ambitious change projects often stall – priorities shift, budgets change, people move on – and a project that's most of the way to its vision can end up with little to show for it. I plan differently: working with you to identify staged improvements, so that even if circumstances change, what's already been done continues to add value. It also means progress is visible early, rather than only at the end.
“Sharon has an exceptional ability to step into unclear or undocumented processes and quickly make sense of them. Through targeted questions, she identified gaps, clarified responsibilities, and built practical procedures that improved consistency in delivery. She’s highly reliable and works at an impressive pace.”
What this looks like in practice
Read it
Managing ADHD Employees: Why Hyperfocus Needs Autonomy, Not Control
03.
Read it
ADHD Performance Reviews: How to Give Feedback That Works
02.
Read it
ADHD and Reasonable Adjustments: Is the Environment the Real Problem?
01.
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.
The Values Corner
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