Work with your brain.
Find your flow.
Thrive in your career.
Practical ADHD coaching to help you work in a way that feels more natural, build on your strengths and create sustainable success at work.
The aim isn't to make someone with ADHD work like someone without it.
The aim is to understand how they work best, identify where ADHD is getting in the way, and create the strategies, structures and habits that allow their capability to show.
What is ADHD coaching?
ADHD coaching helps people understand how ADHD affects the way they work and develop practical strategies that suit their brain. It starts with the bigger question of where and how you do your best work, then builds the practical skills underneath it.
Career Direction and Role Fit
Understanding the type of work, environment, pace, structure and management style that allow you to perform at your best, and using that to make better decisions about your current role and the next one.
Leadership With ADHD
A structured six-month engagement combining coaching, psychometric insight, stakeholder feedback and observation of leadership in practice, focused on delegation, decision-making, communication, accountability and execution.
Performing Consistently
Turning capability into performance that others can see and rely on: clear priorities, realistic plans, getting started, following through and managing time, deadlines and workload.
Working Well With Others
Building productive relationships with your manager, team and stakeholders: handling feedback, difficult conversations, interruptions, impulsivity and different communication styles.
Confidence and Resilience
Understanding your reactions to criticism, pressure and perceived rejection, managing overwhelm and rebuilding confidence when years of struggling with seemingly simple things have taken their toll.
Navigating a Difficult Period
Practical support when performance is being questioned, your job feels at risk or you have recently lost a role. See when it's urgent.
When performance or employment is at risk
Many people seek coaching only when the situation has become urgent: difficult feedback, a performance improvement plan, fear of losing their job, or having already lost it. At that point the issue is rarely intelligence or potential. It is usually a gap between capability and the consistent, observable behaviors the workplace requires.
If You Are Being Performance Managed
- Turn difficult feedback into clear expectations and actions
- Separate ADHD-related issues from those needing a different response
- Prepare for manager meetings and show progress clearly
- Build realistic systems for priorities, deadlines and follow-up
- Consider workplace adjustments without losing sight of the role's requirements
- Decide whether the role and environment are still the right fit
If You Have Lost Your Job or Are Struggling to Make an Income
- Process what happened without letting it define your capability or future
- Spot recurring patterns and what needs to change next time
- Rebuild confidence and a clear narrative for interviews
- Assess roles for genuine fit, not just title, salary or urgency
- Set up working strategies before you start the next position
A reset, not a verdict
Being dismissed can be deeply destabilizing, particularly when ADHD-related difficulties have already affected confidence. Coaching creates space to reflect and reframe the experience, taking the learning and using it to inform the next chapter. Often it means recognizing that this was unlikely to be the right role, structure, business or management style for you to work successfully. The aim of coaching is to establish what that looks like, and to find it.
One simple cycle
Workplace coaching is practical, confidential and grounded in the real demands of your working life. We begin with what is happening now, identify the patterns underneath it and agree what would make the greatest immediate difference.
1 Understand
Explore how ADHD has shaped your working life to date, the positives as well as the negatives, and the situation you are facing now.
2 Use Your Strengths
Identify what your strengths reveal about the work, environment and career path where you perform at your best, and prioritize the one outcome that matters most.
3 Build Strategies
Experiment with practical strategies that fit your brain and your role, and apply them to live work, conversations and decisions, not hypothetical exercises.
4 Sustain
Review what works, adjust what does not, be kind to yourself along the way, and build habits that last as your situation changes.
What makes this approach different
As a qualified and practicing ADHD coach, I combine nearly 30 years' experience in HR, leadership and organizational development with the lived experience of being diagnosed with ADHD later in life. I understand the workplace from multiple perspectives: what it feels like for the individual who is struggling, what their manager needs from them and what the organization expects.
Why playing to your strengths is crucial
For someone with ADHD, the environment and nature of the work make an enormous difference. The same person may struggle in one role and thrive in another.
May struggle when work is dominated by
Thrives when work is interesting
The challenges are real, but they are only part of the picture. When strengths, role and environment align, the same three people benefit.
For the Individual
Understand where you naturally perform at your best and where you need more effort or support.
- Seek out work with variety, urgency, problem-solving and human connection.
- Put structure and support around repetitive or low-interest tasks rather than fighting them.
- Choose roles, teams and managers by genuine fit, not just title or salary.
For the Manager or Leader
Small adjustments in how work is shaped and communicated often unlock a large difference in output.
- Set clear expectations and priorities, in writing, one at a time.
- Play to strengths: give the creative, urgent and complex work to the person who thrives on it.
- Give direct, specific feedback and check in regularly rather than annually.
For the Organization
Fit is a retention and productivity issue, not a personal one.
- Keep the ideas, energy and problem-solving that ADHD talent brings.
- Reduce the instability, inconsistency and turnover that poor fit creates.
- Turn an at-risk employee into a consistent, sustainable contributor.
Sustainable success
Coaching doesn't focus only on fixing what someone finds difficult. Sustainable success comes from understanding where someone naturally performs at their best, creating more opportunities to use those strengths and putting practical support around the areas that require greater effort. Research also associates adult ADHD with employment instability and reduced occupational functioning: someone can be exceptionally capable and still need effective strategies and support to perform consistently.
Sources: Freeman et al. (2019), Small Business Economics; Schippers et al. (2022), Frontiers in Psychiatry; Boot, Nevicka & Baas (2020), Journal of Attention Disorders.
Coaching options and pricing
Choose the level of support that reflects the situation you are facing. A complimentary 20-minute introductory conversation is available to explore fit.
Prices below are starting points except where noted. Your final fee depends on the scope of assessment, feedback and observation that best fits your situation.
Not sure where to start? Book a single Focused Session.
One 50-minute session on a specific challenge, decision, conversation or immediate priority. Fixed price, booked directly.
Workplace Reset
Building practical systems, improving in-role performance or navigating early performance concerns.
- Psychometric assessment
- Structured feedback session, with colleague or manager input where useful
- Optional observation of a meeting or working session
Career Rebuild / Refocus
Making sense of job loss, rebuilding confidence, clarifying role fit and preparing for the next position.
- Psychometric assessment
- Structured feedback session, with colleague or manager input where useful
- Optional observation, such as a mock interview or presentation rehearsal
ADHD Leadership Program
Coaching, psychometric insight, stakeholder feedback and observation of leadership in practice, focused on delegation, decision-making, communication, accountability and execution.
Additional observation sessions, extended feedback processes or broader stakeholder input beyond what's outlined above are quoted separately.
Employer-sponsored coaching
The best outcomes happen when a capable person and their organization want the same thing: for that person to do their best work, consistently and sustainably. Employer-sponsored coaching gives a talented employee, founder or leader the practical support to get there, and gives the business a clearer, more confident contributor in return.
For the Individual
Understand how they work best, build strategies that fit their brain and their role, and turn capability into performance that is visible, valued and sustainable.
For the Manager
Clearer expectations on both sides, better conversations and a practical way to support someone to succeed without lowering the bar.
For the Organization
Keep the talent you have already invested in, reduce the cost and disruption of underperformance or turnover, and gain a more consistent, engaged contributor.
What losing a capable person really costs
Losing a capable employee, founder or leader is expensive well beyond the visible cost of a vacant role. Industry estimates commonly place the cost of replacing an employee, including recruiting, onboarding and lost productivity, at 50 to 200% of that person's annual salary, higher still for senior or specialist roles. Research on adult ADHD in the workplace (Freeman et al., 2019; Schippers et al., 2022; Boot, Nevicka & Baas, 2020) links unmanaged ADHD-related challenges to employment instability and reduced occupational functioning. Employer-sponsored coaching is priced well below that replacement cost, and its purpose is directly aimed at preventing it.
Turnover cost: Gallup, "This Fixable Problem Costs U.S. Businesses $1 Trillion" (2019), which puts replacement at one-half to two times an employee's annual salary.
Karen Hennessy-Coles
Qualified coach and People & Leadership Consultant with nearly 30 years' experience across HR, leadership and organizational development.
Karen has supported employees, managers, founders and executive leaders through the realities of working life, from performance challenges and difficult conversations to organizational change, career decisions and leadership growth.
Diagnosed with ADHD later in life, Karen combines coaching and HR expertise with lived experience. Her approach is direct, practical and compassionate: understanding the person without losing sight of the expectations and responsibilities of the workplace.
Frequently asked questions
Do I need a formal ADHD diagnosis?
No. Coaching can support people with a diagnosis, those awaiting assessment or those who recognize ADHD-related patterns. It does not diagnose ADHD.
Is coaching therapy?
No. Coaching focuses on goals, strategies and action. If clinical or therapeutic support is needed, I may recommend working with an appropriately qualified healthcare professional.
Can coaching help if I am on a PIP?
It can help you understand expectations, identify obstacles and take focused action. It cannot guarantee that a PIP will be extended, completed successfully or that your employment will continue.
Can you speak to my employer?
Yes, where appropriate and only with agreed boundaries and your permission. Employer-sponsored coaching begins with a clear agreement about confidentiality and any reporting.
What if I was recently fired?
Coaching can help you make sense of the experience, identify patterns without becoming trapped in self-blame, rebuild confidence and choose and prepare for your next role more intentionally.
Will you tell me exactly what system to use?
We will explore practical tools, but there is no single ADHD system that works for everyone. The goal is to find strategies you can genuinely use and sustain.
Take the next step
Book a complimentary 20-minute conversation to discuss what is happening, what you want to change and whether coaching feels like the right support.
Prefer email? karen@promoverepeople.com
Coaching provides general developmental support and is not medical, psychological or legal advice. If you are experiencing a mental-health crisis or require diagnosis or treatment, please contact an appropriately qualified healthcare provider.