Your Competitive Advantage Could Be Hiding in Plain Sight.
ADHD talent brings creativity, resilience, and out-of-the-box thinking. We show businesses how to embrace neurodiversity through inclusive strategies, leadership coaching, and practical tools that turn potential into measurable results.
Strategic Talent Identification & Retention
Assessment & Profiling: Use HR tools and ADHD-informed assessments to identify employees’ strengths, preferred work styles, and potential challenges.
Strengths-Based Role Alignment: Help managers match roles with employees’ natural ADHD-related strengths (e.g., creativity, hyperfocus, pattern recognition).
Retention Strategies: Advise on tailored accommodations, flexible work policies, and recognition programs that reduce burnout and turnover
Individual Coaching
ADHD Coaching: Provide employees with one-on-one coaching to improve executive functioning, organization, focus, and self-advocacy at work.
Career Development: Supporting ADHD employees in defining career goals, leveraging strengths, and navigating workplace challenges.
Accommodations Advocacy: Act as a bridge between employee and management to implement effective accommodations.
Inclusive Policies & Culture
Policy Development: Integrate ADHD-specific accommodations into HR policies—flexible scheduling, remote work options, quiet spaces, and task management tools.
Inclusive Hiring Practices: Revise job descriptions, interview techniques, and evaluation criteria to reduce bias against neurodivergent candidates.
Culture & Awareness Training: Conduct workshops for leadership and teams to normalize ADHD differences and reduce stigma.
Building ERGs & Networks
ERGs/Community Groups: Help establish ADHD-focused or neurodiversity employee resource groups (ERGs) for peer support, mentoring, and advocacy.
Awareness Campaigns: Organize events, workshops, and storytelling sessions to promote understanding and acceptance of ADHD talent.
Feedback Loops: Provide channels for ADHD employees to communicate needs, experiences, and suggestions to leadership.
Team Development & Coaching
Manager Training: Equip managers with practical strategies for supporting ADHD employees—goal setting, clear communication, structured feedback, and workload prioritization.
Team Dynamics: Help teams leverage ADHD strengths (e.g., ideation, innovation) while managing challenges (e.g., time management, attention to detail).
Conflict Resolution: Address misunderstandings or performance issues with coaching rather than punitive measures.
Measuring Impact & ROI
Productivity & Engagement Metrics: Track how ADHD-inclusive practices improve employee engagement, innovation, and retention.
Diversity & Inclusion KPIs: Integrate neurodiversity goals into D&I initiatives, showing measurable outcomes to leadership.
Continuous Improvement: Adjust coaching, policies, and team strategies based on feedback and performance data.
