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Many employers offer adjustments like flexible hours, remote working or a quiet space. Sometimes the most useful workplace adjustment is ADHD coaching. Studies of workplace coaching for neurodivergent adults show significant improvements in job performance reported by both employees and managers.

Samantha Sullivan is an ADDCA trained ADHD Coach and former EDI Lead.

In this guest blog, Sam shares why ADHD coaching is a valuable reasonable adjustment for ADHD employees:

From EDI Lead to ADHD Coach

For over two decades I worked for an international FMCG business, and for the final seven years I was lucky enough to work in the ED&I space. During my time as EDI Lead, a growing interest in all things neurodiversity became a real passion. I wanted to learn more and support my neurodivergent colleagues at work.

It all began when I attended a talk on Neurodiversity in the Workplace in London, given by a guy called Dan Aherne. When he invited questions from the audience at the end, I held him captive for at least half an hour! That was the beginning of a working relationship with Dan and his amazing team at Adjust, and I’m still learning from them to this day.

Over the years, working with and getting to know many neurodivergent colleagues, I saw firsthand the challenges many face at work and how important training and awareness is for managers and HR teams. Readily available adjustments and a psychologically safe environment give employees the confidence to ask for what would help. They also make sure the business treats each person equitably, rather than as a problem to be managed.

During this time, I saw how transformative ADHD coaching could be. It helps people understand and make friends with a uniquely wired brain, and work with it rather than fighting against it. Happily, that led me to train as an ADHD Coach with ADDCA, and I now get to partner with and support people every day.

ADHD coaching as a workplace adjustment

Coaching can be such a powerful tool, and I believe organisations should view it as a workplace adjustment. Time with a coach gives an employee space to:

• explore a diagnosis or recognised traits
• learn about neurodivergence in general, and how it shows up at work
• work out the right environment to thrive in
• rebuild confidence and identify strengths

I’ve seen how this benefits the individual, the wider team and the organisation.

When can coaching can help?

• During Transitions – Coaching works well during a change in role, office location or organisational restructure when routines and expectations shift.
• Early Careers – I’ve seen coaching be particularly beneficial for apprentices and graduates, who regularly move roles and business areas as part of their graduate programme process.
• Reasonable Adjustment to Performance Management Process – Coaching can also be a good intervention when there are performance issues. The reasons may not always be obvious at first. Time and space with a coach can help find an unlock and create a workable solution for everyone involved.

Coaching works best alongside managers who understand ADHD. Adjust’s Neurodiversity Understood for Managers course gives managers practical tools for the conversations that lead to the right adjustments.