A creative turned consultant & coach. I’ve always questioned why even the most forward thinking and innovative workplaces follow the same script. In fact, these questions began at school and continued into my working life. I continued to give 200% to compensate for the difficulties I had operating in structured environments, resulting in frequent burnout and job hopping. It impacted every area of my life. Chaos and instability meant I was unable to make a consistent income or stay in one home for long. Friendships and relationships suffered as the people around me tired of my chaos. I had no solid ground and was in despair. Eventually I was diagnosed with ADHD which offered so much explanation and validation for the difficulty I was experiencing. The more I learned, the more I realised how common my experience was. For so many, those rigid and unquestioned structures in the workplace are impacting their ability to live a stable and full life. So I retrained as a CPD accredited ADHD coach and early on I was struck by the reality that everyone I spoke to had work at the centre of their story. These were ambitious, talented individuals whose lives were being thrown into chaos because of the environments they were expected to operate in. Inclusivity isn’t just for people like me, I’ve found that so many people are questioning the structures of the workplace. Why aren’t employers? Because inclusivity has become a word so loaded that it’s lost its inherent meaning. I work with individuals and businesses to reframe inclusivity because I really believe that when we approach it as a mindset and a strategy, not a tickbox or case by case exercise, it’s value reaches far beyond the obvious, and touches every area of a business, allowing for better staff retention, morale, stability and growth.
Because there’s a good chance you’re missing out on talent, innovation
and retention that is there for the taking.
This isn’t just about making sure everyone is having a whale of a time (although that’d be nice). Truly inclusive workplaces create spaces where people feel safe to think differently and give their best, and opens the doors to talent that may not fit into regular boxes. But Inclusivity has become a buzzword associated with forms, liability and a bunch of stats and has lost it's true meaning. It's much simpler than you think to make a start.
My work isn’t about HR, politics or ‘wokeness’. It’s about whether your people are quietly disengaging, feeling excluded, or planning their exit while you’re patting yourself on the back for offering a Headspace subscription, office fruit and a 4pm finish on Fridays. You might even be offering reasonable adjustments but without inclusivity, those could be backfiring. It’s about giving you the best opportunity to see your business grow sustainably and maximise the potential offered by the unique skills and traits of the people you hire, by giving them room to shine.
Self
Awareness
Motivation
Impulsivity
Problem
Solving
Emotional
Regulation
Memory
Coaching Framework
I trained with ADHD Works, learning and building upon a framework centred around executive dysfunction. Whilst ADHD is associated with a 30% development delay in Executive function; everyone experiences differences in each area of executive dysfunction and this can affect how we approach our work as individuals and as teams.
Executive functions are skills which help us to 'do what we know'. Building coaching around these means we can take a 360 look at the challenges you are facing and create unique ways of working with them that accommodate those individual differences and give everyone the tools to do their best work.
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My consultancy also centres around these areas of executive function, allowing me to spot areas of dysfunction within your business and help you build strategies and methods that bring out the strengths in your team.
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Whether you’re a founder wanting to grow their business and harness and nurture the best talent, a manager looking for better ways to lead a diverse team, a team member navigating neurodivergence, or the person responsible for handling the disclosure process, I can offer support and guidance.If you’re ready to take inclusion beyond ‘a core value’ and see the benefits of inclusive strategy across your business then I’d love to help you put that into motion.​
I work with leaders and teams of all shapes and sizes who want to improve their environment and potential, but may not know where to start. You don’t need a well established HR team or a huge budget, I will give you the tools to start building inclusive practices and strategies as long as you are willing to ask, ‘how can we do this better?’
If you‘re asking yourself any of these questions, I can help:
• Why is staff turnover so high?
• Why do my employees seem disengaged?
• We’re growing fast but why can’t the staff keep up?
• Why do things still feel off even though I’ve given reasonable adjustments?
• How do I navigate working with a neurodivergent employee?
• I should probably think about inclusivity but do I really need to? How?
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