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Unlocking Neurodivergent Potential
The Inclusion Bites Podcast
Unlocking Neurodivergent Potential
AB
Speaker
Alexandra Bellitter
JL
Speaker
Joanne Lockwood
00:00 Inclusion Bites: Bold Conversations Journey 03:45 Neuro-Inclusive Coaching Strategies 06:28 Navigating Neurodiversity Support Systems 11:23 Chronic Procrastination and Perfectionism 13:28 Adapted to Change; Last-Minute Efficiency 15:58 Navigating Workplace Self-Advocacy 22:01 Rethinking Workplace Behaviour Expectations 23:06 Understanding Neurodivergence: Benefits and Perceptions 27:57 Self-Employed Mindset Independence 28:52 Neurodivergence and Rigid Expectations…
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Featured moments
Highlights
“Remember, everyone not only belongs, but thrives.”
“It is a lifelong love of learning and a commitment to advancing neuro inclusive coaching.”
“Neuro-Inclusive Coaching Quote: "So even just from the initial start of the session, that's one way you can make it more neuro inclusive.”
“Neuro-Inclusive Coaching Quote: "So even just from the initial start of the session, that's one way you can make it more neuro inclusive.”
“The Power of Vulnerability in Choosing a Coach: "Usually when someone signs up for coaching, it is a very raw and vulnerable moment of I'm going to choose to have someone in my life to partner with, to reach my goals.”
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Full transcript
Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging and societal transformation. Ever wondered what it truly takes to create a world? Remember, everyone not only belongs, but thrives. You're not alone. Join me as we uncover the unseen, challenge the status quo and share stories that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.lockwood@seechangehappen.co.uk to share your insights or to join me on the show.
So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites Billard. And Today is episode 163 with the title Unlocking Neurodivergent Potential. And I have the absolute honour and privilege to welcome Alex Bellitter. Alex is the operations manager and lead at Shimmer ADHD Coaching, pioneering neuro inclusive coaching approaches to support the ADHD community in achieving their goals. And when I asked Alex to describe her superpower, she said it is a lifelong love of learning and a commitment to advancing neuro inclusive coaching. Hello, Alex, welcome to the show.
Thank you so much for having me. Very excited to be here.
Yeah, pleasure. We were chatting away just now and you're joined with you at your end in Texas somewhere by a couple of dogs. Is that right? You've got your dogs with you?
Yes, I do. I got Freddie and Bella right with me. They're ready to chime in at any moment.
Yeah. So. Well, we're looking forward to. If they want to join in, if they. If they got something to add on the topic of Neuro inclusive coaching, we can involve them. So. Yeah, absolutely. So, Texas.
Whereabouts in Texas?
I am located in Dallas. It is Dallas. I always feel bad during the winter, saying I'm complaining about the cold when I'm very much in warm weather. But it's still pretty chilly here.
So what's chilly for Dallas, is it. Where are we? 32 Fahrenheit, 0 Centigrade, UK. So where are we in the 60s or 70s?
It does get down into the. Usually there's a week where it does snow, which I think is the. You're allowed to say it's cold at that point. If it's snowing outside, it's usually for only a few days out of the year. So right now it's in the the 40s phase, which quite frankly I have a hard time translating into Celsius.
Yeah, that's probably low 10, 10ish degrees Celsius, something like that. Was it 00:32? So it's got to be 10, 10 or 15, something like that. So nippy, but not freezing.
I'll trust you on that.
Yeah, well, I had a lady on the other day from Atlanta in Georgia and she was saying that had snow forecast there, which is kind of unheard of. So the weather in the States at the moment is all over the place.
Very much so. This February has had really large swings to very, very hot weather, like 15 degrees over the average to very, very low weather. So it's been a bit unpredictable.
Wow. So your superpower and what you do is all around neuro inclusive, coaching around adhd. So how isn't traditional coaching neuro inclusive?
So there's a lot of different elements to that, but I think you can kind of summarise it with whether or not it is in the forefront of what you're thinking about when you're working with your members of how am I expecting this member to present? Am I expecting them to adopt my style? Am I really meeting them where they are at? So a couple examples will be just first, starting the coaching session as it's very common to do very wide questions of how have things been since I've last seen you? All of a sudden there's a lot of different factors to be thinking about when you can narrow down the scope, make it a little easier for the person to focus on what's most meaningful for them. So asking about the topic from the last time we spoke, asking about a particular goal that you had set, those are a way that you can already start the energy in the conversation without widening it so far that the person really has to think about all the different variables. And we know that from divergent thinking that can be very common. So even just from the initial start of the session, that's one way you can make it more neuro inclusive. But there's several points actually the entire session that you can be adopting your own practise to make it most impactful for your member.
So, yeah, I'm aware that if you ask an open question such as how are you? Or tell me about yourself, that could be too broad, you might need more narrowing that down to what do you actually want to do? Tell me about yourself. Well, I'm 5 foot 10 inches tall, 160 odd pounds, whatever. Yeah. So we end up going down the Wrong route. So I guess what you're trying to do here is be open but explicit in the response you're looking for.
Yeah, exactly. So a modification. How are you today? That's a very particular thing to be answering. What am I feeling right now? What encouraged you to sign up for coaching? Tell me about the moment that you hit book a consultation call or the moment that you hit sign up. That's incredibly useful information of we're probably going to start with what you want coaching about or how you're feeling about yourself right now. Usually when someone signs up for coaching, it is a very raw and vulnerable moment of I'm going to choose to have someone in my life to partner with, to reach my goals. I feel like I really need someone by my side, I need someone to collaborate with. They've put a lot of trust in you by hitting that, that first button and it's an incredible moment to talk about, of how did you decide I was the right coach for you? Or how did you decide ADHD coaching was the right one for you? It's a much more meaningful start to the engagement.
So what you're doing a lot of then is helping people who aren't neurotypical, who have ADHD, navigate, if you like, the neurotypical world. Is that base some of the coaching there?
Yeah, absolutely. So it's not just, how do I fit into a neurotypical world? That might be something that we discuss, what systems and structures help them be most successful? Unfortunately, a lot of workplaces in particular have a neurotypical approach to how they do things and neurodiversity is sort of a side conversation. Neurodivergence in itself might not be addressed in the workplace. And of course, we're not just talking about the workplace, but we might be talking within families. As a parent in higher education, while you're in college, people aren't necessarily talking about the tools and structures and concepts that are gonna help you thrive. It's sort of one of those things that you have to go find for yourself, which can be really disheartening of no one's prioritising what I need in this. I have to go on this journey by myself, so. So what we do is introduce you to different concepts that can help you thrive and it feels more naturally leaning into your strengths.
Most of the people I've talked to on this podcast have been coming from the angle of educating employers, organisations on neuro inclusivity. What we're doing here and talking about today really is how we help an individual Self advocate and navigate the world themselves. Not coming from a how could my organisation help them, but how can they help themselves? That's a really interesting angle. I've never discussed this before. I suppose no two people are the same, are they? We can't create a stereotype of a neurodiverse person. Is this or has that? Not everybody has the same hyper focus or the same attention deficit as another person. So I guess you have to first mission is, I guess, discovering how that person sees the world.
So while there, there may be common traits of, you know, impulsivity or distractibility, what we're looking at is more of a spiky wheel. When we're thinking about neurodivergence, a lot of people view a linear line of more neurotypical, more neurodivergent. That's not really what we're looking at. We're looking at a spiky wheel where there's different facets of a person. So how they engage socially, their learning styles, how they like to. I guess that's the same thing I was gonna say how they like to communicate, but how they organise their thoughts, those are all different ways that someone may be more or less social. And that's one particular area. So rather than it being categorical, it's very dynamic in how we view a person.
So what are the typical challenges that a neurodivergent person may face in their workplace? What sort of things holding them back?
Normally, yeah. So sometimes it's whether or not they get to utilise their strengths. A lot of times neurodivergent people are incredibly creative. They do well with collaboration and brainstorming. If they're in a role where it might be more isolated, might be more independent work, they might notice that it's hard to get the energy and motivation to complete their tasks because it's not as engaging. When something's not engaging can be much harder to start on a project. And when that's happening, you might see that deadlines so sort of rule the work is as a deadline approach, you start kicking it into gear because it's due. So you might feel particularly stressed on how you're accomplishing tasks.
It can feel pretty overwhelming towards that end. Perhaps you're missing the deadline because you under or overestimated how much work was going to be included. We know over and underestimation is a big part of creating realistic goals, is what seems realistic. Once you start breaking it down, getting granular with time estimation, you might have been a little bit off the mark and now your boss is asking where a project is. It's not a great feeling. That's something that we commonly see getting to work on time. So again being able to get out the door, get to a meeting on time, joining a meeting late if you're virtual. That's something that we commonly see organisational systems.
So being able to track and manage projects across time, those little details can often get missed or memory. Memory is a big part of it as well. Of do I remember what was assigned to me in a meeting? Do I remember what the agenda was? What did I have a, when I had a conversation with Joe, what did I say during that? Those are all components. Of course the list can go on, but I think that's probably a good beginning conversation of what we're talking about.
I'm smiling because it sounds like you're talking to me here.
A lot of people have that reaction of wait a second, there's something that can be done about this.
Hmm. So I've learned that I'm terrible at taking notes and if I do take notes I never go and read them again. If I don't remember it, I don't often refer back. And I've found that using AI note takers now in video calls helps me get a list of actions that come out of it. I can, I. And because they're bite size I can, I can work on that. It's just the whole enormity of hours conversation I think what did I agree with, what did I quote? Yeah. And the deadline thing resonates with me as well.
You know I, I'm a five minute to midnight person. You know, I've had six months to do something and then five minutes before the deadline I try and pal it all in and then go hmm, I've over committed here or under resourced and it becomes a nightmare. And I think the other problem I have is that I can often find myself wanting to over deliver in that five minutes as well. I have this big expectation in my head that I've mapped it all out and I just want to go over have it all. It's, it's trying to optimise down what you've got time for, what you're going to deliver and it doesn't have to be perfect. I think I just want to perfect everything that could be in my downfall as well. Everything you're saying, it resonates with me completely.
Yeah. And the, the over promising, I just want to comment on that real quick is if you know you're going to be late On a project sometimes we try to mitigate that a little bit. So I'll hear members say, well it's going to be a day late but I'm going to add in this. And now they've added more to their plate to make up for the fact it's going to be late, adding more pressure, which makes sense of okay, how do I balance out this maybe bad news or inconvenient news with something good and then I've added more to my plate which maybe wasn't realistic. It makes a lot of sense but.
It also the mountain gets higher at that point, doesn't it? Not only have you not done the first thing, you haven't done the second thing and the third thing you've over promised. So yeah, it's a real challenge. Yeah, yeah.
It becomes a cycle. And I want to be clear that if you work really well with that late pressure and you deliver on time, that's not a wrong way to go about it. That's perfectly acceptable system of I know I can get it done in this time and it's good quality and it's working for me. We're talking about when it's not working for you of my boss is a little upset or the client I'm working with is a little upset about the deadlines. I don't feel good after doing 48 hours of all nighters to get this process project in. That's when we're talking about like what systems need to change. But if your system's working that's, that's fine, you don't have to do it like everyone else. That's the great thing about our work is as long as it's working, fantastic.
But sometimes it's not.
So mine comes from learned behaviour. I've been in the workplace for best part of 40 years now and I've learned that so often the goalposts change, the deadlines change or the whole project gets cancelled or something radical happens to the projects. I think there's no point investing in it too early because it's bound to change nearer the dates. I wait until I think, well it's going to be locked in by now so I can actually hit something. So I think some of it is just recognising that the world's going to change before I get there and my brain just apologises to myself saying well we'll do it the last minute by that stage. And also I think if you overthink something when the deadline squeezes down you, you don't get the opportunity to do all the overthinking. You have to kind of optimise what you can do in that five minutes. I've got to get it out now.
Okay, what can I do out of all the 50 things I was going to do? And you just make optimise it down. So I think that helps my brain as well, knowing that I can only achieve so much at the time and I can praise it down quickly.
Yeah, that definitely really emphasises quick decision making is there's no time for ambiguity or just being decisive. Sometimes it can be very hard to be decisive and the reason for that is there's a little bit of decision fatigue when you're looking at large projects. You know, keeping our focus in the workplaces there can be so many decisions that it becomes overwhelming to pick any. So when the time crunch comes in, I just have to execute. And it's not about weighing the pros and cons anymore, it's just about what's going to get the job done. When you're working with neurodivergent clients or neurodivergent colleagues, they're going to be considering a lot of different decisions that neurotypicals might not see. They might not see all the options. They might be pretty narrow in scope.
But that's the great thing about your neuro virgin colleague is they can see the big picture pretty clearly. They see the opportunities, the greater possibilities, thinking. But it can also put them in a bind of how do I proceed in the best way.
So I think about in a workplace I. I've got a manager who self identifies as neurotypical. I'll take their word for it if that's who they say they are. And I walk in there as a person who is unsure of their typicality and maybe has some traits or so how do I navigate that interface? Because do I declare my neurodivergence, do I talk about my attributes, how I behave in certain situations? So I do also like a little check sheet of who am I and how do I respond best and then negotiate that at the beginning. I mean, is that a good technique or.
So it largely depends on the workplace because just as much as it is about, I want to advocate for myself. We know that not all workplaces may be receptive. We don't know what the psychological safety of that workplace is. So I would hesitate to give any recommendation of you need to do it this way. You do not disclose it's largely dependent on the support system that you have at work, what your relationship with hr, what your relationship with your manager or the members of your team. But there is a way to navigate and ask for what you need without having to disclose if that's something that you're not sure of. Rather than sharing a specific diagnosis, you can talk about the different components within it. So for time management, I noticed that I really struggle to get this type of project in on time.
I'm hoping to discover different accountability systems or different collaboration systems that can help me move forward. You can also talk about. Instead of time management, you can talk about. Everything is blanking right now, but like note taking. So coming out of meetings, there's really great information that's coming. At our meetings, we do hour and a half meetings. That's a lot for me to take away. I notice that when I'm writing notes, I'm not engaged in the conversation.
What are the options for me to get the agenda before or after? Can someone email me a copy of the notes? That way we're talking about engagement. What is the workplace going to see as a benefit to you getting this new resource for this new accommodate? You don't actually have to name ADHD or memory issues. You can say the workplace is going to benefit. And this.
I mean now we're. We're normalising conversations about menopause in the work workplace. People of a certain women of a certain age or a certain stage of their life have memory issues, brain fog as well. So it's not. It's. Many people have a neuro difference, if you like, at different stages of their life. And is there still a stigma? Is that still a problem? Is there stigma out there?
I think it shows up in different ways. Some workplaces it's going to be much more stigmatised of. This is how we do things and we expect you to conform. It can be really jarring to try to disclose in a workplace like that. There might be some workplaces where there's very obvious signals that it's meant to be psychologically safe. The. The CEO is talking about their neurodivergence. Your boss is talking about it.
They have a group for neurodivergent colleagues to come together and work on project. I think there is a lot more to go with this conversation while it's becoming more visible and more public and that's incredible. I would say the general public's understanding of what narrow divergence is is still in the beginning stages. While we're starting to move away from the stigma of that word, the behaviours and traits and what this looks like in day to day isn't fully understood quite yet.
We've already established that two neurodivergent people are having unique experience of the world. In the same way that if I was trying to interface with a neurotypical person, if I was to interface into a neurodivergent person, we still have to establish the protocols and the ground rules, won't we, about how we communicate, because we may have a difference of view, or we may actually rely on the other person to help us out in certain instances, and the other person's going to go, well, I don't do that either. That becomes another challenge to deal with, I guess.
Yeah, it takes, I would say, radical communication of your needs. And I think that's something that across the board, we could all do better at. Not just neurodivergent people, but also neurotypical people of. Rather than expecting people to communicate in the same way as you. Making those declarations of, this is when I feel heard. This is how I like to collaborate. How do you like to have these conversations? Rather than making assumptions, we can really come together, you know, workplaces, families, friendships. When we are very transparent about our needs because the other person is.
I know it's cliche, but we are not mind readers. We all perceive things to be a little bit different. While I may really enjoy eye contact in a conversation and I know you're listening to me, for someone else, eye contact may be very uncomfortable. And being expected to hold eye contact means that they don't want to engage with you. It can actually harm a relationship. So little things like that. What I might read as you being dismissive because you're not making eye contact with me, you might be fully engaged in the conversation. We don't know unless we.
We talk about how we engage socially.
Yeah, I find this sometimes when I'm on video calls, I'll be looking at this screen or that screen or this screen up there, and I'm gathering information and without doing it. Now, as we're doing this podcast, I've got some notes on different screens so I can listen and look on a different screen at the same time. But I suppose when you're in a video scenario, you don't always know, do you? And people may treat that as being inattentive, not focusing.
Exactly. They may think that you're not engaged, and that's not the case. When I'm coaching with members, I have several members that choose to close their eyes while we're talking, and it helps them think better. They tune into our conversation more. They might feel Less distracted by their environment. That's a. Okay. I never stop to say, can you please open your eyes? I know they're engaging.
They're responding to my questions and that's great. We all are being engaged in a different way.
Are we kind of hung up on these social etiquette, this social construct of social etiquette, if you like, where we kind of expect people to behave as we were brought up or how we were told to behave. And when people transgress or digress from that middle line, we feel kind of insulted or threatened by it.
Same thing with not just the. Maybe the more facial cues we were talking about, but the use of a fidget, for example. A lot of times people associate it with like hyperactive little kids, but that's not the case. It can be helpful for your colleague that's at their desk to have a fidget in a meeting to use a fidget. That doesn't mean they're distracted by it. It might actually be helping them engage. Exactly.
Yep. Got fidget toys with me. Got my little shark here, which I need to sort of play with that. So I've got fidget toys all around me at the moment.
So that might not be common in a lot of workplaces. So it's even things like that of what do we expect from the body to be doing? Rather than just like, how do I show engagement of nodding my head and making eye contact. It's also, is it okay that they're spinning in their chair? Of course, there may be times and places where some behaviours are more adaptive than others. Of this helps everyone concentrate more. That might be a bit of a balance on how we make sure everyone gets to be comfortable in that conversation or be engaged. But it's something that is better not assumed automatically of just making sure everyone's on the same page for what's going to be most conducive to this meeting.
Why do you think there are more people? I'm going to use the phrase coming out as neurodivergent ADHD neurodifferences. What's changed over the last five, 10 years? We hear people blaming vaccines, we hear people blaming this and blaming that, but the reality is, obviously neurodivergent people have been around as long as humans have. So why are people starting to be more aware of neurodivergence now than ever before?
Yeah, so I do want to be very clear that when I'm talking about neurodivergence, we're talking about a natural variation in how people present it is not something to be fixed, healed, treated. This is something that we're working with, this is something that we can be managed when there's difficulties. But there's also plenty of benefits with having a neurodivergent brain and I would say it's largely contributed to visibility of 20 years ago. The conversations looked very different, the stigma looked very different and a lot of people avoided a label for their child. So I hear plenty of times of, you know, I noticed my kid when he was 5 or 6 or my daughter in high school, I had some questions but I didn't know what a label would do, I didn't know how it would impact her self esteem or I didn't know what that would mean for their career. So they elected to not move forward with it. They didn't necessarily have those conversations with their kids or in the opposite. The child gets a diagnosis, you know, in high school and the parent starts thinking, well, that reminded me, like, reminds me of when I was in high school and I don't think that I'm neurodivergent and they go seek a conversation with a medical provider and they get a diagnosis.
So it works both ways of just having more exposure, I think, as more medical providers get accustomed to being able to identify neurodivergence, as schools get more curious about what's going on with the child, rather than describing it as a behavioural problem of, you know, they're just naughty of, wow, they have a lot of energy, they seem to be really absorbed in this type of task. As we get more curious across the board of what's going on with each person, we're starting to notice that more.
People are neurodivergent and it differs by gender as well, doesn't it? So boys would exhibit symptoms in a different way to young girls, for example, which is why it's been misdiagnosed in women for decades.
Yeah, so it can present differently. Of course, it's not a straight line of exactly how it presents for each gender, but it can look very different. And we know that misdiagnosis is very common. A lot of women are misdiagnosed as bipolar or borderline, rather than autistic or adhd. So there's also misdiagnosis that is later correctly identified or what they feel like is now is better diagnosis to reflect their experience. It's different for women, like you said earlier, when it comes to menopause, the hormonal changes, we noticed that even just with their cycles each month, that neurodivergence can look different because of the hormone fluctuations. It's definitely a different story for how to navigate it as a woman.
What's a first sign if you like, you know, I'm just speaking to the person who's listening to this podcast right now thinking, could that be me? Or I'm not sure. How could people. And I appreciate there's not one test or one way of googling this and say, oh look, that's me. But what sort of things that people should look out for? Just, just illustratively, what can people look out for?
So looking out for is an interesting way to think about it because my, my first thought when you had started that question is having that conversation with your medical professional provider, a therapist. It does need to be someone that is very familiar with neurodivergence. Not everyone is. A lot of medical doctors may be somewhat aware, but others are going to really have an area of expertise. I would, I would seek out a conversation with someone that is very experienced with ADHD or autism assessments. And it doesn't necessarily have to be a formal assessment, but just being able to have those conversations of I'm noticing these things about myself. I would. The diagnostic material can be helpful.
However, it doesn't show what it looks like in day to day life. There are many conversations I have with my clients where we're talking about finances and their budgeting goals and investment goals. And as we're talking about something, I may say, may I share an observation about how ADHD may be playing a role. And all of a sudden there's this light bulb moment of that's how ADHD looks. When I'm doing my finances. The diagnostic material doesn't show that. It doesn't show what it looks like in the workplace. And when you're doing finances or when you're parenting, that context is really essential.
That's what we're looking at is what's going on in this actual life area. So it can actually be helpful to talk to your loved ones or workplace colleagues, see what they're noticing. I would say that can be the most helpful, is sometimes when we only have our own experience, we might not notice what other people are observing. And to start having those conversations of, you know, this, this sounded like me. I'm, I'm wondering if you've noticed that or how do you feel in our conversations or what have you noticed about my projects? That can be very helpful information and also something that your providers or trusted therapists might want to know as well.
Yeah, I suppose because I'm self employed, I've worked for myself for decades. I don't need to necessarily explain to somebody else about me. If I'm dealing with a client, I'm dealing on very short projects or short interactions and as long as I deliver what they're after and perform, then I don't think my thinking style comes into it really. It's just, am I the best person for the job? Can I do it? So I don't feel any need to explore that and I'm sure there are many people listening to this who are kind of comfortable in their own skin. They don't need a label or an identity to put this around. But they're obviously realising that, thinking, well, yeah, I do think a bit like that. I do think a bit like that. Yeah, that happens to be as well.
And we shouldn't, I think, I think the danger is if you're not careful, we feel that we're inadequate because we're not doing things the way other people do. We're allowed to be different, aren't we?
Absolutely. And there's a lot of things that attribute to that. It's a pretty common statistic that goes around that a neurodivergent child is going to hear 20,000 more negative comments than their peers by the age of 12. How are teachers expecting you to behave in school? Same thing for high school. If you go into higher education of, well, I expect students to be doing this, you'll hear rule expectations and workplace expectations and it can feel like there's not a lot of wiggle room in that of what accommodations are there or how accessible is this workplace? And so because the automatic default, which no one explained that there were alternatives to, you're doing it differently of I'm not meeting the mark. It's because there's not that larger conversation of there is wiggle room or it can't be done in a different way. And we know a lot of neurodivergent individuals do go on to be entrepreneurs and set their own workplace standards because the traditional way wasn't working for them. So I'm going to do it my way.
I'm going to do it in a way that I thrive and it works really well for them.
So I. I've always considered myself uncoachable. In fact, my family always say I, I would never do as I'm told, I would never follow someone else's rules. How would you work with me then to so I've already said I. I'm. I'm terrible with deadlines. I'll procrastinate for weeks until the last minutes. What sort of techniques can I.
Can I learn that I might actually adopt? That's the hard thing. I mean, you can tell me and come up with a great idea. I won't do that. I'll never change either. Do I have to find acceptance or other techniques that I can start to adopt to help me with that?
It might be a bit of both. I wouldn't say it's going to be one way or the other, but the first thing I would say that as a coach, I'm not here to tell you what to do. We know that nobody likes to be told what to do, especially if it's things that you've already tried. The biggest part of coaching is the collaboration piece of exploring to view things in a way you haven't viewed before, to challenge you on thoughts, to see how much they're serving you. So I might introduce new concepts that you haven't heard of. Would you be curious to hear about this or this is a technique that I've seen work for other people. Would you like to explore how it could work for you? But I will never assign a specific framework or a specific technique of this is what you're going to do for a week and tell me how it goes. It's not very empowering.
I think the biggest thing, what we're trying to do in any neurodiversity coaching is empowerment of you still know your life better than I. I may have more frameworks to use, more models to pull on, more techniques for exposure, but ultimately, you know it's gonna work best for your life and you know what you like. No one wants to do something that they don't like to do. It's not going to be a successful system. So that's really what the partnership is about, is we leave every session with something that you're excited to try, or even if you're not super excited about it, you're willing to try. You want to explore why it's not working for you. And together we'll take that next step in the next session of how do we keep moving forward? But demand avoidance is absolutely a thing. And going to try to avoid triggering that.
Yeah. I would say from my perspective, if the first question was to me, does it cause you a problem? I go, no, it doesn't. It's just, I know that's the way my brain works. I know that's what I do. So I have my own coping mechanisms and I make sure that I've got that Five minutes to midnight space that I know I can just land a plane when I have to. And so I guess you have to have faith sometimes in your own ability to deliver what you need to do when you need to do it or, or have good mitigation strategies when you really miss it. Understand the risk. I guess it's risk management, isn't it? It's kind of part of it.
If I know I can talk myself out of it, no one's gonna, no one's gonna die. You know, the world will keep turning then it's not a problem.
Is sounds like you have systems that are working for you. Of I know exactly what to expect. I'm getting it done in time and my clients don't mind.
Yeah. And I as I say I'm privileged that I don't have a, an employer who is minute by minute demanding on me. I can create my own deadlines. And I also appreciate when I'm working with clients I make sure I factor in expectations at the beginning. So yeah. So you know what you're going to do. And I also, the other thing I do is I book a follow up meeting several days before so it's due or if we're going to do a webinar or something with someone. I said let's have a briefing call a couple days before just to check in on what we're going to be talking about on the Thursday.
Because very often I turn up to that going who are you? What we're going to talk about. I've forgotten all about this. Wouldn't we agree. And I just have a way of phrasing it. So let's just recap what's your expectation of what we're going to be doing on Thursday? And they tell me I go that's exactly what I was hoping for. Thank you. Yeah.
If we were actually doing coaching because I know a few questions back you said how would you work with me? My first question would be about your goals. If you like your current system, you don't necessarily want to change it. What would you like from coaching? What would you want to be different? And as we go into that visioning of what you would like your life to look like, well, we'll talk about partnering together to make that happen. But if you don't want change, that's okay too. Of I, I like where I'm at. This is working and perhaps not. It's not something you want coaching on.
No, no. We've picked an example here that actually I'm very comfortable with. Like Many humans I'm inherently lazy. I look for the simplest and easiest path path to success and to change what inherently works for me. I've just turned 60. I'm probably getting a bit old to want to start new habits. Yeah I guess I'm functioning as an adult finally.
Never want to tell someone how to feel about themselves. But I think lazy is one of those terms that a lot of neurodivergent individuals subscribe subscribe to of I'm just lazy. And that's generally not the case. We know humans are inherently goal oriented beings of we're usually in the pursuit of something. There's always a value that we're going after. To an extent it just sounds like resourcefulness. From a coach of I can see the clearest path. I'm going to do that.
We know the brain loves to default to easy but it's not necessarily always lazy. It's just being able to see like this is what's going to require the least amount of resources from me. I can execute it. Well there's just a level of intelligence in that rather than laziness of I I can see the path from A to B and I did it.
Optimising the route I think is what you're saying there. Yeah, I've optimised what works for me. Yeah, I agree. It's, it's not lazy. It's just I'm good at optimising and spending the minimum amount of brain power or physical contribution to a task if I don't need to do it. So yeah, I, I'm not, I'm not somebody who goes out for a run for the sake of going for a run. Because where am I going? I'm going back to where I started. So why do I want to run?
The great question is what is important about running? And if it ends up being well, I just want to feel good in my body and I want an abundance of energy. Well, maybe we don't need to run. Let's talk about other pathways that still get you to that ultimate goal. We can get distracted by overly concrete goals. Sometimes of it has to be done this way. Well what are we really exactly? What are we really working towards? And there's going to be different pathways and sometimes we get just very locked in and that's the helpful thing about a coach is being able to zoom out again of like okay, we're getting really fixated on this one particular thing. How much is that serving us and where else can we go? And maybe that is the thing and maybe we need to work harder on that. When I say work harder, it's not about discipline or energy.
It's about the experimentation of. We need to dive in deeper of different ways we can do it. Not just buckling down and giving double the energy because we know most people when they're. They're searching goals, they're. Or pursuing goals rather they are like spending an incredible amount of energy to do it. So it's not just trying harder but doing it in different ways.
Hmm. So what, what areas do people I'm going to stereotype here, I'm not going to do that. I'm going to step out of that question. Stereotypes of people with ADHD really hyper focused. They could be extremely efficient and we talk about here about efficiency and not being lazy optimising tasks. They can and I say they. I'm going to put a we into that because I think I can we enough so I could feel part of this. By shutting off the world and really focusing on one task, I can get a lot done.
I think the trouble is that people are around me, don't recognise that I need to switch off all my senses and that could cause frustration around. Am I not listening? I'm not paying attention. Or didn't you hear me shouting out or, or I just want to interrupt you and ask you a question. Ask me a question. It would take me three hours to get back my brain back to where it was. It's like closing all the tabs on your browser one by one. You got to try and open them all again.
Yeah, there's just a, a misunderstanding because again, from social norms of, well, I can hear you when you're yelling at me. I have the expectation that you're going to behave the exact same way I do in this situation and that's not the case. I actually have this conversation probably with all of my clients, whether it's a, a boss saying, why weren't you responding to my slack messages? I've been pinging you. But they're really focused on building portfolio or their spouse has been yelling at them that dinner's done for the past 20 minutes and they finally come upstairs and they're livid. It's an expectation that hasn't necessarily been communicated and we haven't found a way that works for both of us yet. It's just the expectation that you must be like me and respond in the same way.
I've noticed we talked about fidget toys earlier. I've noticed when I'm in situations with fidget toys, I'm far less likely to pick my phone up and play with it. I noticed I was at a conference one day and they had fidget spins on the table and I thought brilliant. How new inclusive is that? Just putting out, you know, little toys and things people can play with. And I started playing with one on my, on my hand. I think a ball or something like I'm holding now. And I realised at the end of the day I hadn't one picked my. Pick my phone up and doom scrolled or yeah.
Had to make sure that every single red dot on my icons was gone. I couldn't handle. I can't handle a red dot on my icons. I have to clear all my notifications every time I see them. So are we using our phone sometimes as our. As our fidget spinner? Is it fueling our hunger or is it the other way around? Are our phones creating the hunger? Which way is it?
That's a really hard question to answer. I would say many times. I think because the phone is meant to be a huge dopamine sink. I'm going to call it a sink because we're getting really short bursts. That's the new. Just tap that. That's the new way of getting content is usually pretty short 30 second videos, it's meant to be infinite. Square scroll across the board.
I think as humans we're just really, really engaged with our phone because it's intended to be social media sites from websites are intended to grab our attention and we have a bit of an attention economy of how can we hold your attention for a long time because that's profitable. So I would say yes, the phone can be one of those sources of how do I entertain myself, how do I get stuck stimulation, whether or not it works as a fidget, potentially because you are using your. Your hands to scroll. That could be the case. I think there's probably a bunch of different factors that go into why we might be reaching for our phone. But in the case where you just notice you need stimulation, the phone can be one of the quickest ways to get it and build that habit of well, I'm just not motivated yet so I'm going to go on my phone to. To get that stimulation to get entertainment. It's a huge time thing.
So it is about finding alternative ways that can help boost your brain to get you to a point where you're motivated to do a task. That absolutely is something I work with with many of my members. But it's hard because phone is so accessible. So there's usually Creating friction with the phone. So it's not the most appealing choice, it's not the easiest reach and increasing the likelihood that you'll go for something else. So there's a lot of science around habit building that, that we go through with me and my members. I know that's a bit of a roundabout answer, but I think there's a lot that comes with talking about technology. So that's, that's probably the route I would go.
So you don't think it's not the phone's causing the neurodivergent tendencies? It's kind of. You have the neurodivergent tendencies anyway, and the phone is just a potential outlet in the same way other fidgets and spinners and something to lock your brain onto rather than stim or fidget with something else.
Yeah, and I think there's a larger conversation happening right now about technology and the demands. We're in a very unique place in time where we are constantly being bombarded with notifications, whether that's our email, our text, our slack or teams, our phone alarms going off, our kitchen alarms going off, our calendar beeping that we have to be somewhere. Ten minutes, reminder that we have to be somewhere. There are a lot of demands and alerts that are pulling our attention at different directions. So I think just as the human species, we're dealing with a lot of demands in a way that we haven't before. But it is entirely different for neurodivergent individuals. Their sensitivity to those alerts is different than for a neurotypical. So while all of us may be dealing with more demand and things pulling us away from our tasks, it is experienced very differently between neurotypicals and neurodivergent.
It's funny, as you're talking there, my brain has just gone off into a different direction. I'm now just showing how crazy my brain is sometimes. I'm now wondering why we call them phones. I know why they used to be called phones, but now I hardly ever phone on my phone. 90% of my battery is on social media, browsing, chatgpt, texting people, whatsapping, whatever it may be. It's no longer really a phone, is it? We should be calling personal communication devices. Sorry, this is what I was thinking about when you kept talking about phones. It's like I was off on one.
But yeah, you're right. We've got all these different sort of sources of stimulation and you say the notifications, the bombardment, we're data driven, we're. We're stimulus driven. In everything we do. And most of the social media has emotions attached to them as well, don't they? Likes hate, smiley face emojis. We're all feeding off this kind of social etiquette, trying to keep in contact with people and be stimulating each other. And no wonder that we as a society today are becoming kind of locked into these habits because we can't put the world down anymore.
Yeah, and I love what you said about social etiquette there of just like we were speaking about. What does someone expect in a conversation with us? It is different when we're talking about virtual communication of how quickly do they expect a response from us? How inconvenient is it for me to try to respond to text quickly when I'm trying to focus on a portfolio and test switching can be more difficult. Those are all additional layers that we're having to explore of now that I am so accessible. What do boundaries look like? What systems work well for me? What do I need to communicate? So everyone has a good expectation of how I I'll get back to them or how I'll update them. It's a lot more consideration that has to go into each conversation. And unfortunately it feels like the burden falls on the neurodivergent person because more often than not and I also don't want to do a sweeping statement to say this is how neurotypicals are. But a lot of neurotypical people are not thinking about how the world might be experiencing, experienced, or how this notification may impact a neurodivergent colleague or friend. So unfortunately there's a lot of advocacy to say, hey, this is how this impacts me or hey, I will get back to this on Fridays.
I check my text on Fridays or at the end of the day, how you create a routine looks a little different.
Yeah, I've had to go through my my phone or we call it personal communication device now and turned off notifications on any app that I really didn't care about because I found myself going into these regularly just clearing the little red dots. So I thought, hang on a minute. If I just. All I did is clearing it. Let's just turn. I don't need it. And I also leave my phone these days on DND most of the day and if I miss calls, I miss calls. So what, you'll email me, you'll text me or if you phone me twice, it'll break through the dnd.
So I tend to go, my phone's on silent mode for most things and maybe five o' clock in the evening I'll sit and go, oh, blimey, that's been a busy day. And then respond to things and I'll sit there all evening responding to emails in the evening instead. But yeah, it's. I think you have to start to learn to manage these interruptions. In the old days when you had a phone on your desk, I remember doing a time management course and I was always. These time management courses always said to you, just because the phone rings, it doesn't mean it's more important than what you're already doing. But we have this betrained phone ring, pick it up, answer it, deal with it. It's interrupt driven.
If you can break that interrupt cycle where whatever, whatever's interrupting you must be more important saying no. So I've kind of learned that approach in my life that I know what I'm doing is important. Something else is unlikely to be more important at this moment. So that's the technique I use, is just try and stay focused and prioritise on what I'm doing.
Yeah. It can be challenging for some people to identify what is the priority. That might be a skill that they're still working on developing it also, like that works really well for you and for someone that's listening, that might feel like, I don't know who's on the other side of that call. How do I know if it's more important? That's something that, as a coach, we can work together to make sure you feel confident that you're always focusing on the most important thing.
Yeah. I think the modern community, I mean, certainly my iPhone has a way of setting up different focus statuses. And I can put certain people in those focus groups and say, okay, if they phone, it is important. If it's an unknown number, it's like to be a spam or a junk call. And if it isn't, they'll leave me a message. I'll get it. And now my phone transcribes it. I've even got to listen to it.
I just read out what it says. It's even better. I hate listening to voicemails. I want them transcribed and it's brilliant. And if someone leaves me a voice note. Oh, what did you leave me a voice note for? You left me a voice note on a text communication device. Doesn't work. If you want to text me, text me.
Don't talk to me. If I wanted to talk to you or speak to you.
What makes you think they're choosing to use audio?
Well, because they can't bother to Type whatever. I don't know. They're busy doing something else and they just decide to talk to me. So I always reply by text and they go, what are you texting me back for? Can't you just leave? I don't. I'm old school. I'm a texter, not a. Not a voice message.
Yeah. It's interesting because some of my members will actually elect to start using voice notes because they notice it's very hard for them to type out what they're thinking. So they won't respond to text for tape. And then they feel guilty that they haven't responded for days. So they want to send a really nice message and they have to figure out what the nice message is. And their shortcut has been, I'll send an audio and I'll just tell them what I'm thinking right now so I can communicate and they know they're important. So it's interesting how, again, that's just. How do we communicate in the way that's best for us?
Yeah, I. Our son is. I think he was diagnosed as being dyslexic in some parameters after he left school. We know that if we text him on WhatsApp, he won't read it. And often what we'll do is you'll see the notification, read the first line, and then ignore it. It doesn't, you know, he's. He's. As far as he's concerned, he's read it but not acknowledged it, and we find that frustrating.
And Nikki's saying, don't text me because I won't reply. We go, okay, I remember, but I'm a texter, so it's really hard. So I bet if I left him a voice note or if you start leaving us voice notes, it'd be much easier. But yeah, we've taken that to phoning him once a week. It's easier. We know he's gonna pick up the phone if we phoned him and talk to him or video call. So, yeah, it's. It's an interesting way that we got to.
Even amongst people who are typical or not typical, we gotta establish our communication parameters, haven't we?
Absolutely. And it sounds like you found yours with the phone call of. Let's just once a week, cut it down. This makes sense.
Yeah. And it is. It's. It's finding all these scenarios that don't work and finding a middle ground that does work. That's what we're talking about here. And I guess that's what you're doing with your Coaching is helping people hit the things that bother them and find solutions to make them less bothersome, I guess.
Yeah, absolutely. It's about the fact that neurodivergence, in many ways, there might be struggles associated with it, but it doesn't mean that you have to struggle. It's just about finding what works really well for your brain, what works for your lifestyle and being able to capitalise on what's working well. It's all about seeing systems that work rather than trying to fix what's broken. It's moving towards feeling good.
So we're coming towards the end of our hour together. How would you engage with somebody who's listening to this? Who a is? Maybe. Maybe a couple of scenarios. One is that they're. Their neurodiversity bothers them and they need to sort of get themselves into a position where they can start to tackle some of the things that really bother them. Or people are just more curious about the way their brain works and how they can probably explore and uncover and dive deeper into that to discover where are they with their brain. So there's two scenarios.
The answer to both of those is the same. Of course, I'm biassed because I'm an ADHD coach, but with ADHD coaching there are three different elements. So that first is the traditional life coaching, where we're talking about the visions, the goals, the experiments each week and using your strengths. The second piece is going to be psychoeducation. So if you're curious about how does the ADHD brain work? How is ADHD showing up? For me, those are absolutely conversations that we can have. It's all about becoming more informed and empowered with this information. How do I want to proceed? What does this mean for me? Why do I want to know about that? It's all questions that we can go through together. And then the third piece being executive function coaching or skill building, if there's something where you're noticing, hey, you know, I'm really struggling with time management or decision making.
Those are things we can talk about. Different frameworks, different tools that you can use and you can pick and choose what you'd like to work on. But we can introduce you to different concepts and see how you feel about it. So in any scenario, coach will be able to meet where you're at. It's not meant to say coaching has to look one way. It doesn't. It can be very explorative. It can be more implementation.
A qualified and an experienced coach will be able to meet you where you're.
At and how can someone in the workplace say they're a manager or team lead as someone they suspect is neurodivergent in some way? What techniques can they use to try and engage with somebody who's neurodivergent?
So if that person has not disclosed, I would be talking more about the behaviours that you're seeing of. I notice with projects XYZ is happening. What we would like is ABC to be happening. Are you open to exploring different ways that we could do that or could you tell me more about your experience with this project? It's important that people don't feel othered of. I feel like my boss is talking to me in a way where I'm not part of the team or it is about keeping the conversation open. So just focusing on behaviours, the workplace expectations and working together to meet those or see what accommodations can be made. We understand that workplaces generally may have a particular set of expectations for a job to be executed. So just having a very transparent conversation with the employee in a way that you're employing radical candour of.
There's. There's care within that conversation. It's not threatening, it's not meant to be. A huge criticism must be done with curiosity and empathy.
People aren't broken, they don't need fixing. They just need to have different ways of working and to achieve the same goal and objective or adjusting the objective so that everyone can win and succeed. Because often the. Not every, not every goal or objective is hard and fast. It's just custom and practise. So you can sometimes change the pathway to achieve the same goal, can't you?
Yeah, absolutely. It's meant to be flexible. Life is meant to be flexible.
It's more fun that way, isn't it? Just figuring out as you go if it's too mapped out, too planned. It feels a bit rigid. And humans, we like that, that voyage of discovery. Sometimes I know not everybody. Some people want certainty, some people want rule sets. Other people are quite happy with chaos, aren't they?
Everyone's a little bit different. Um, but that's the great thing is you can adapt a life that meets what you find exciting, meets what you find safe.
Alex, it's been absolutely fascinating talking to you. I've really enjoyed it. I always sometimes think conflicts when I have like this helps me self diagnose myself. So I always find it useful. How do people get ahold of you?
So couple ways. You can always just shoot me an email at alexhimmer Care. I'm the lead coach at shimmeradhd coaching, so you can always access me through the website or on my LinkedIn. Alexandra Belletier Fantastic.
Fantastic and well, thank you so much for your time, for sharing your expertise and I've got something out of this today and I've really enjoyed it. Thank you so much.
Thank you for having me. This was a great conversation.
As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Inclusion. Today's discussion struck a chord. Consider subscribing to Inclusion Bites and become part of our ever growing community driving real change. Share this journey with friends, family and colleagues. Let's amplify the voices that matter. Got thoughts, stories or a vision to share? I'm all ears. Reach out to jo.lockwood@seechangehappen.co.uk and let's make your voice heard.
Until next time, this is Joanne Lockwood signing off with a promise to return with more enriching narratives that challenge, inspire and unite us all. Here's to fostering a more inclusive world one episode at a time. Catch you on the next bite.
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Episode Category
Primary Category: Neurodiversity
Secondary Category: Wellbeing
🔖 Titles
Unlocking Neurodivergent Potential: Empowering ADHD Individuals Through Neuro-Inclusive Coaching
Navigating Workplaces with Neurodivergence: Challenges, Solutions, and Self-Advocacy in Action
Beyond Stereotypes: Embracing Unique Strengths and Needs in the ADHD Community
Neuro-Inclusive Coaching: Tools and Strategies for Thriving with ADHD at Work and Home
Radical Communication: Building Inclusive Cultures for Neurodivergent Colleagues
From Stigma to Empowerment: Harnessing Neurodivergent Strengths in Everyday Life
Adapting Workplaces for Neurodiversity: Practical Strategies for Managers and Teams
Embracing Neurodivergence: Real Stories, Real Solutions for Personal and Professional Growth
Decision Fatigue, Deadlines, and Diverse Minds: Understanding and Supporting Neurodiversity
Personalising Success: Why One-Size-Fits-All Fails Neurodivergent Individuals
A Subtitle - A Single Sentence describing this episode
Alex Bellettier explores the dynamic landscape of neurodivergence, revealing how tailored, neuro-inclusive coaching empowers individuals with ADHD to harness their unique strengths and thrive within a world shaped by neurotypical expectations.
Episode Tags
Neurodivergent Potential, ADHD Coaching, Inclusive Workplaces, Self Advocacy, Radical Communication, Workplace Adaptations, Strengths Based Coaching, Psychological Safety, Navigating Neurodiversity, Personal Empowerment
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Alex Belletier to explore the practical realities and untapped strengths of neurodivergent individuals, particularly those with ADHD, in the workplace and beyond. Joanne draws on her signature approach to inclusive discussion, challenging stereotypes and inviting listeners to reflect on how traditional systems often fail to recognise the diversity of thought, communication, and productivity styles. Together, they illuminate the subtle but significant differences between neurotypical and neurodivergent experiences—examining why open questions can be barriers, how deadline-driven behaviours are shaped by environment, and why mainstream approaches to coaching and support frequently fall short.
Alex serves as the operations manager and lead at Shimmer ADHD Coaching, where she crafts and delivers neuro-inclusive coaching strategies designed to empower the ADHD community and facilitate genuine self-advocacy. With a background rooted in a lifelong love of learning and a commitment to advancing neuro-inclusive practices, Alex specialises in helping individuals not simply adapt to neurotypical norms, but thrive by leveraging their own natural strengths. Based in Dallas, Alex brings global awareness and a values-driven approach to her work—focusing on psychoeducation, radical communication, and bespoke strategies that prioritise empowerment over prescription.
Joanne and Alex engage in a nuanced dissection of the challenges neurodivergent people encounter—from struggles with time management, memory recall, and overwhelm, through to the stigma and lack of psychological safety that can pervade professional environments. They also tackle how productive workplace relationships can be established with both neurodivergent and neurotypical colleagues through transparency, empathy, and an explicit focus on needs rather than diagnoses. Their stories interrogate what it means to foster genuine belonging and highlight the dangers of conflating behavioural differences with inadequacy or laziness.
This episode is essential listening for anyone wishing to better understand or unlock neurodivergent potential—either within themselves, their teams, or their organisations. The key takeaway is clear: inclusion is not about “fixing” people, but about recognising and adapting to individual needs and strengths, ultimately enabling everyone to thrive. Expect actionable insights, moments of self-recognition, and encouragement to champion radical candour and flexible systems for a more equitable future.
📚 Timestamped overview
00:00 "Inclusion Bites is hosted by Joanne Lockwood, fostering discussions on inclusion and societal change. Join to explore belonging, challenge norms, and share impactful stories. Participate by contacting joe.lockwoodeechangehappen.co.uk."
03:45 Focus on meeting members where they are and ask specific, meaningful questions to create a neuro-inclusive coaching session.
06:28 Workplaces and families often neglect neurodiversity, requiring neurodivergent individuals to seek their own support systems, but introducing helpful concepts can enhance their strengths and success.
11:23 I procrastinate until the last minute, often overcommitting and aiming for perfection, which creates stress and challenges.
13:28 I delay investing effort in projects until deadlines are firm due to constant changes, allowing for efficient work without overthinking.
15:58 Navigating workplace accommodation depends on the environment, relationships, and support system. You can request support by discussing specific needs, like time management, without disclosing a diagnosis.
22:01 Balancing physical behaviours in meetings helps ensure everyone's comfort and engagement.
23:06 Neurodivergence is a natural variation, not to be fixed, offering benefits and challenges. Stigma has decreased over 20 years, leading to more open discussions and acceptance, although concerns about labelling still exist.
27:57 Self-employed individual values results over labels, focusing on task performance rather than personal identity.
28:52 Neurodivergent children hear significantly more negative comments than peers, face rigid expectations in education and work, and often become entrepreneurs to create environments suiting their needs.
32:04 The speaker manages their challenges through coping mechanisms and risk management, trusting their ability to deliver under pressure.
35:53 Running isn't the only way to feel good and energised; explore varied paths and avoid overly rigid goals.
39:59 Phones are addictive due to social media's attention-grabbing nature, offering quick stimulation and entertainment. They serve as convenient fidgets but can lead to time-wasting habits. Finding alternative motivation methods is crucial.
44:02 Navigating virtual communication involves managing expectations and boundaries, especially for neurodivergent individuals who may need to advocate for their needs and establish clear systems for responding to messages.
45:45 Silent phone during day, manages interruptions by responding to emails in the evening; emphasises learning time management over immediate reactions to calls.
50:49 ADHD coaching involves life coaching, psychoeducation about ADHD, and executive function skill-building.
52:16 Focus on behaviours and workplace expectations, have open, transparent conversations, ensure inclusivity, and explore solutions collaboratively.
54:48 Subscribe to Inclusion Bites to support inclusion and share your thoughts with Joe at lockwoodchangehappen.co.uk.
📚 Timestamped overview
00:00 Inclusion Bites: Bold Conversations Journey
03:45 Neuro-Inclusive Coaching Strategies
06:28 Navigating Neurodiversity Support Systems
11:23 Chronic Procrastination and Perfectionism
13:28 Adapted to Change; Last-Minute Efficiency
15:58 Navigating Workplace Self-Advocacy
22:01 Rethinking Workplace Behaviour Expectations
23:06 Understanding Neurodivergence: Benefits and Perceptions
27:57 Self-Employed Mindset Independence
28:52 Neurodivergence and Rigid Expectations
32:04 Embracing Risk Management Strategies
35:53 Exploring Alternatives to Running
39:59 "Phones: Instant Stimulation Habit"
44:02 Navigating Communication and Setting Boundaries
45:45 Managing Interruptions in Modern Work
50:49 Understanding ADHD Through Coaching
52:16 Promoting Transparent Workplace Communication
54:48 Join the Inclusion Bites Community
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🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗡𝗲𝘂𝗿𝗼𝗱𝗶𝘃𝗲𝗿𝗴𝗲𝗻𝘁 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 🎙️
💡 Ever wondered if the “usual way” of working is really for everyone? Or whether most workplaces are actually designed for neurodivergent people to thrive? Dive into this 60-second audiogram and get ready to challenge your thinking!
This week, I’m delighted to be joined by Alex Bellettier, Operations Manager at Shimmer ADHD Coaching and an absolute powerhouse in advancing truly neuro-inclusive coaching.
Together, we unravel:
🔑 𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗡𝗼𝗿𝗺 – Why a one-size-fits-all approach to coaching often misses the mark for ADHD and neurodivergent minds.
🔑 𝗥𝗲𝗳𝗿𝗮𝗺𝗶𝗻𝗴 “𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲” – How strengths like creativity and collaboration can become superpowers instead of struggles.
🔑 𝗦𝗲𝗹𝗳-𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 – Practical ways to navigate the workplace or everyday life, whether or not you “come out” as neurodivergent.
Why Listen?
"Inclusion thrives on understanding—not just policy. Unlock tools and fresh perspectives to support every brain and create more #PositivePeopleExperiences."
As the host of Inclusion Bites, I dish out weekly episodes to spark, challenge, and inspire your inclusion journey. This tasty clip? Only the beginning.
What’s your take? 💭 Pop your thoughts in the comments below 👇 or share your own tips on neurodiversity in the workplace.
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with SEE Change Happen and Alex Bellettier
TikTok/Reels/Shorts Video Summary
Focus Keyword:
Unlocking Neurodivergent Potential
Title:
Unlocking Neurodivergent Potential: Positive People Experiences for Culture Change | #InclusionBitesPodcast
Tags:
unlocking neurodivergent potential, neurodiversity, positive people experiences, culture change, inclusion, ADHD coaching, workplace inclusion, neuroinclusive coaching, Joanne Lockwood, Alexandra Belletier, diversity and inclusion, inclusive cultures, psychological safety, radical communication, self-advocacy, workplace wellbeing, hybrid working, belonging, inclusion champions, hidden disabilities, employee experience, leadership, communication, disability awareness, coaching for change, see change happen
Killer Quote:
"It's all about seeing systems that work, rather than trying to fix what's broken. It's moving towards feeling good." – Alexandra Belletier
Hashtags:
#UnlockingNeurodivergentPotential, #PositivePeopleExperiences, #CultureChange, #InclusionBitesPodcast, #Neurodiversity, #Inclusion, #Belonging, #ADHDCoaching, #Neuroinclusive, #InclusionIgnted, #Changemakers, #SocietalTransformation, #SEEChangeHappen, #TedTalksInclusion, #WorkplaceWellbeing, #DiversityAndInclusion, #InclusiveCultures, #PsychologicalSafety, #Leadership, #DisabilityAwareness
Summary Description:
Join me, Joanne Lockwood, as I dive into unlocking neurodivergent potential with Alexandra Belletier, a true champion of Positive People Experiences and progressive Culture Change. This episode unpacks how neuroinclusive coaching can empower individuals with ADHD and challenge outdated norms in our workplaces and communities. Whether you’re curious about self-advocacy, keen to foster belonging, or eager to reimagine inclusive leadership, this conversation will equip you with practical insights and the motivation to drive real change. Listen in for fresh perspectives and actionable ideas that ignite culture transformation. Ready to make inclusion real? Hit play, get inspired, and discover how embracing neurodiversity fuels innovation and thriving for everyone.
Why listen?
Because creating a truly inclusive culture starts with recognising and unlocking the potential in every individual. Don’t miss out—tune in and be part of the movement.
Call to action:
Listen, engage, and be part of the culture change with #PositivePeopleExperiences—your insight could spark the next big transformation!
Outro:
Thank you for tuning in! If this sparked something for you, please like and subscribe to the channel for more bold conversations on inclusion, belonging, and culture change. For resources, guidance and more inspiring stories, visit SEE Change Happen at: https://seechangehappen.co.uk
Listen to the full episode here: "The Inclusion Bites Podcast" https://seechangehappen.co.uk/inclusion-bites-listen
Stay curious, stay kind, and stay inclusive – Joanne Lockwood
ℹ️ Introduction
Welcome to another thought-provoking episode of Inclusion Bites, the podcast that sparks bold conversations to ignite real change. In this episode, “Unlocking Neurodivergent Potential,” Joanne Lockwood is joined by Alex Belletier, Operations Manager and Lead at Shimmer ADHD Coaching, to explore the nuances of neuroinclusive coaching and support for the ADHD community.
Joanne and Alex delve into what it truly means to create spaces where everyone—not just those who are neurotypical—can thrive. Together, they challenge traditional coaching norms, highlight the importance of meeting individuals where they are, and unpack the unique strengths and diverse experiences of neurodivergent people. Whether in the workplace, in education, or at home, the conversation focuses on practical strategies for self-advocacy, navigating the expectations of a neurotypical world, and dismantling stereotypes about neurodivergence.
Expect a candid, enlightening dialogue brimming with personal insights, actionable approaches for managers and colleagues, and a compassionate look at why neurodivergent talent so often remains overlooked or misunderstood. If you’re passionate about inclusion, leadership, or simply want to deepen your understanding of ADHD and neurodiversity, this episode promises to challenge perspectives and offer fresh, empowering perspectives.
Plug in, get comfortable, and prepare for another bite-sized journey towards building a more inclusive world.
💬 Keywords
neurodivergence, ADHD coaching, neuro inclusive coaching, inclusion, belonging, workplaces, self-advocacy, psychological safety, stigma, executive function, time management, communication styles, workplace accommodations, open questions, social etiquette, memory challenges, fidget toys, decision fatigue, procrastination, deadline management, strengths-based coaching, learning styles, collaboration, disclosure, radical candour, habit building, technology distractions, resilience, self-acceptance, diversity and inclusion
About this Episode
About The Episode:
In this compelling episode, Alex Belletier offers a fresh lens on unlocking neurodivergent potential, drawing on her expertise as Operations Manager at Shimmer ADHD Coaching. With candid insight, she explores the nuanced realities of neurodivergence in daily life, shifting the conversation from simply educating employers to empowering neurodivergent individuals themselves. The discussion unpacks practical tools, self-advocacy strategies, and the pursuit of systems that foster strengths, rather than demand conformity.
Today, we'll cover:
The limitations of traditional coaching models and how neuro-inclusive coaching tailors approaches to individual needs.
Practical adjustments to communication—such as reframing open-ended questions—to support focus and engagement.
The significance of understanding individual "spiky profiles" rather than relying on stereotypes in neurodiversity.
Common workplace challenges for neurodivergent people, including time management, project estimation, and navigating deadlines.
Techniques for self-advocacy at work, whether disclosing neurodivergence or requesting practical accommodations.
The value of radically transparent communication styles to bridge neurodivergent and neurotypical working relationships.
How habits, technologies, and routines can be optimised to play to neurodivergent strengths, creating sustainable systems for thriving.
Listen now: https://seechangehappen.co.uk/inclusion-bites-listen
💡 Speaker bios
Joanne Lockwood is the passionate host of Inclusion Bites, where she invites listeners on a journey towards greater inclusion, belonging, and societal change. As the guiding voice behind the podcast, Joanne believes in creating a world where everyone not only belongs, but truly thrives. Through bold conversations and powerful stories, she challenges the status quo and uncovers the unseen, encouraging listeners to connect, reflect, and inspire action. Whether starting the day or winding down, Joanne’s warm presence makes everyone feel part of the conversation – and she welcomes listeners to join her in exploring what it really means to build a more inclusive world.
❇️ Key topics and bullets
Certainly! Here’s a comprehensive sequence of topics covered in the transcript of Episode 163 of Inclusion Bites Podcast, titled “Unlocking Neurodivergent Potential”, with clear primary topics and relevant sub-topics:
1. Introduction to the Podcast and Guest
Podcast’s focus on inclusion, belonging, and transformation
Introduction of the guest: Alex Bellettier, Operations Manager and Lead at Shimmer ADHD Coaching
Alex’s superpower: love of learning and advancing neuro-inclusive coaching
Alex’s location and brief personal context (presence of dogs, setting in Dallas, Texas)
Light conversation on weather and transitions to the main interview
2. Understanding Neuro-Inclusive Coaching
Comparison between traditional and neuro-inclusive coaching
The pitfalls of broad, open questions versus tailored, explicit queries
Practical examples of how session openings can be made more neuro-inclusive
Emphasis on meeting individuals where they are
3. Navigating the Neurotypical World
Coaching aims to empower neurodivergent individuals to navigate neurotypical systems (e.g., workplaces, families, education)
Lack of systemic support for neurodivergence in organisations and institutions
Importance of introducing neurodivergent-friendly tools and frameworks
4. The Myth of the Neurodivergent Stereotype
Diversity of neurodivergent experiences (no universal neurodivergent profile)
The concept of the “spiky wheel”, not a linear spectrum
Various facets: social engagement, learning styles, communication preferences
5. Common Workplace Challenges for Neurodivergent Individuals
Barriers to leveraging strengths (creativity, collaboration)
Issues with motivation, engagement, and energy when tasks lack stimulation
Deadline-driven work, time estimation, and missed deadlines
Organisational challenges: project tracking, memory, and meeting recap
Personal anecdotes from Joanne reinforcing shared experiences
6. Coping Mechanisms and Strategies
Use of AI note-takers and breaking down tasks into manageable actions
Tendency to over-promise and pressure to compensate for delays
The cycle of last-minute work and the nuances in whether this is problematic or functional
Learned behaviour from years of professional experience
7. Decision-Making and Overwhelm
Quick decision-making under time pressure versus decision fatigue
Unique approaches neurodivergent individuals may bring to complex decisions
The strength of big-picture thinking juxtaposed with challenges in selection and action
8. Self-Advocacy and Disclosure in the Workplace
The complexity of whether to disclose neurodivergence
Assessing psychological safety and support in a given workplace
Alternative strategies to request adjustments or support without explicit disclosure
Normalising accommodations using broader parallels (e.g., menopause-related changes)
Persistent stigma and varied organisational cultures
9. Communication Styles and Social Etiquette
Radical communication: making needs explicit, avoiding assumptions
Examples of divergent social cues (eye contact, engagement, fidgeting)
Misinterpretations stemming from unmet or differing social norms
Adaptations, such as using fidgets or different meeting behaviours, in professional contexts
10. Rising Visibility of Neurodivergence
Increased public visibility and changing stigma
The historical reluctance to diagnose due to concern about labelling
Role of parents, schools, and medical professionals in shifting the landscape
Gender differences in diagnosis and presentation (e.g., underdiagnosis in women, impact of menopause and hormonal changes)
11. Self-Identification and Support Pathways
How individuals can begin to recognise possible neurodivergence
The value of professional consultation with knowledgeable therapists or clinicians
The limitations of diagnostic material versus lived daily experiences
Leveraging feedback from loved ones for greater insight
12. Embracing Difference and System Flexibility
Choosing to self-identify (or not) based on personal circumstance and need
The prevalence of neurodivergent individuals in entrepreneurship due to traditional system mismatch
Recognising “lazy” as an often misleading label; re-framing as resourcefulness and optimisation
13. The Role of Coaching: Structure and Methods
The philosophy of neurodivergent coaching: empowerment, partnership, and experimentation
Moving away from prescriptive advice toward client-centred exploration and solution discovery
Addressing both acceptance of existing strategies and gradual adoption of new ones
14. Strengths and Potential Pitfalls: Hyperfocus and Productivity
Hyperfocus as a double-edged sword: high productivity, but potential for social misunderstanding
Need for environmental controls to optimise performance (e.g., minimising interruptions)
The impact of others’ expectations on productivity techniques
15. Technology, Stimulation, and Habit Loops
The blurred line between phone use as fidget versus distraction
Social media and technology as powerful attention magnets, especially for neurodivergent individuals
Strategies to build healthy boundaries around devices and notifications
Reflections on how technology both challenges and supports neurodivergent productivity
16. Communication Modalities and Preferences
Different methods for different people: text, phone calls, and voice notes
Matching communication tools to the needs and strengths of neurodivergent individuals
Negotiating family and workplace communication strategies to reduce frustration
17. Individualisation and Flexibility in Life and Work
Emphasis on finding what works best for each person, rather than rigidly enforcing norms
The value of coaching in working through struggles and enhancing what’s already working
The priority of self-knowledge, agency, and teamwork in productive change
18. Guidance for Managers and Team Leaders
Constructive engagement with neurodivergent colleagues — focusing on behaviour and outcomes, not diagnostic labels
Using curiosity, empathy, and radical candour in workplace conversations
Establishing flexible goals and processes to maximise team success
19. Conclusion and Contact Information
Recap of the episode’s key themes and learnings
Alex Bellettier’s contact details and ways to engage with Shimmer ADHD Coaching
Joanne Lockwood’s call for continued engagement, listener stories, and feedback
This outline presents a holistic journey through the episode’s themes, highlighting the nuanced discussion of neurodivergence, workplace inclusion, individual strategies, and the practicalities of navigating life and employment as (or with) neurodivergent individuals.
The Hook
What if the very things you’ve been told to “fix” are secretly your superpowers? The rulebook’s wrong—neurodivergent thinking isn’t a weakness. It’s the missing piece that could unlock NEW levels of creativity, success + fulfilment. Ready to challenge everything you know about what it means to thrive?
Ever felt like your brain was playing by a different set of rules—and wondered if it’s a liability, or your unfair advantage? Here’s the twist: the world’s greatest change-makers don’t fit in… they stand out. The path to belonging (and brilliance) starts with this question: what else becomes possible if you refuse to shrink?
Picture this: deadlines slip, details blur, focus runs wild—sound familiar? Now, imagine if those “flaws” were your greatest leadership assets. Seriously. We’re flipping the script on what makes you valuable at work, at home, in life. Curiosity piqued?
Why do the most original ideas emerge on the edge of chaos—not in the neat, quiet rows of “normal”? If you’re exhausted by box-ticking and craving a workplace (or life) that actually celebrates how YOU think… this might be the conversation that changes your lens, forever.
“You’re just lazy.” Heard it before? Time to bin that myth for good. There’s a science to why your mind works the way it does—AND practical tools to thrive, not just survive, on your own terms. Want the strategies that actually work for real, imperfect humans? Dive in.
🎬 Reel script
Unlock the power of neurodiversity in your business. In this episode of Inclusion Bites, I explored how traditional coaching often overlooks neurodivergent talent—and how neuro-inclusive coaching empowers individuals with ADHD and other differences to truly thrive. Discover why personalised support, open communication, and flexible systems are key to fostering creativity and productivity at work. Want your team to reach its full potential? It starts with understanding, adaptation, and radical inclusion. Listen to the full conversation now on Inclusion Bites.
🗞️ Newsletter
Subject: Unlocking Neurodivergent Potential: Insights from Inclusion Bites Episode 163
Welcome to your latest Inclusion Bites update!
In this issue, we spotlight Episode 163: Unlocking Neurodivergent Potential—a conversation certain to resonate with anyone passionate about inclusion, workplace diversity, or the untapped power of neurodivergent thinking.
Featured Conversation:
Joanne Lockwood (she/her), our host and champion of inclusive cultures, sits down with Alex Belletier, Operations Manager and Lead at Shimmer ADHD Coaching. Alex is pioneering new standards in neuro-inclusive coaching, dedicated to supporting the ADHD community in achieving their goals and embracing their strengths.
Key Highlights from the Episode:
What Makes Neuro-Inclusive Coaching Different?
Traditional coaching often assumes a “one size fits all” approach, which doesn’t address the nuanced needs of neurodivergent individuals. Alex explains how reframing questions, narrowing the focus, and meeting clients where they are transforms the whole experience—empowering individuals and celebrating their unique strengths.Beyond Stereotypes: Embracing the “Spiky Wheel”
Instead of seeing neurodivergence on a simple linear spectrum, Alex describes it as a “spiky wheel”—each person has a distinctive profile. Two people with ADHD might have entirely different traits and support requirements, debunking the myth of a universal neurodivergent experience.Navigating Neurotypical Environments
Many neurodivergent individuals face challenges fitting into workplaces and systems designed around neurotypical norms. Alex shares strategies for self-advocacy, from requesting clear agendas to finding effective accountability systems—whether you choose to disclose a diagnosis or not.Cultivating Radical Communication
Open, explicit communication forms the foundation for genuine inclusion. Joanne and Alex discuss how both neurotypical and neurodivergent people can benefit from clarifying their needs, preferences, and communication styles, ultimately resulting in better collaboration and mutual respect.Technology, Fidget Toys, and Management of Distractions
The conversation delves into modern challenges, such as navigating constant notifications and choosing healthy outlets for focus and stimulation. Alex encourages practical habit-forming strategies and embracing tools—like fidget toys or AI note-takers—that support productivity.Coaching for Empowerment, not Conformity
Alex demystifies ADHD coaching: it’s not about “fixing” people, but empowering them to find strategies that genuinely work for their brains and lives. The focus remains on strengths, personal goals, and self-acceptance.
Who Should Listen?
Individuals curious about their own neurodiversity
Managers and team leads supporting neurodivergent colleagues
Anyone interested in the realities—and advantages—of inclusive working practices
Action Point:
Start a dialogue. Whether you’re managing neurodivergent individuals or navigating your own workplace journey, ask: What systems actually work for you? The answer may help unlock potential you never knew existed.
Connect & Share:
Loved this conversation?
Listen to Episode 163: Unlocking Neurodivergent Potential
Share your thoughts or a story for the next episode: jo.lockwood@seechangehappen.co.uk
Stay tuned for more bold conversations redefining inclusion and belonging.
#InclusionBites #PositivePeopleExperiences
—
Joanne Lockwood
Host, Inclusion Bites Podcast
seechangehappen.co.uk
Connect. Reflect. Inspire Action.
🧵 Tweet thread
🧵 Unlocking Neurodivergent Brilliance at Work! #InclusionBites #Neurodiversity
1/ Ever wondered why traditional coaching doesn’t always hit the mark for neurodivergent folks—especially those with ADHD? 🧠 On Inclusion Bites, Joanne Lockwood and Alex Belletier of Shimmer ADHD Coaching challenge how we think about difference in the workplace.👇
2/ Neuro-inclusive coaching means meeting people where they are. Instead of broad, overwhelming questions, it’s about focusing conversations and breaking things down—so neurodivergent thinkers aren’t left out or overwhelmed from the start.
3/ Too often, workplaces try to “fit” neurodivergent people into neurotypical systems. But what if we flipped that? Neurodiversity isn’t a flaw—it’s a natural, creative, and necessary variation in how humans operate. Strengths, not shortcomings! 💡🌈
4/ The reality: No two neurodivergent people are alike. Forget stereotypes. It’s not a linear scale, it’s a “spiky wheel” of strengths and challenges—communication, organisation, social styles—all differ. Personalised support is key.
5/ Common struggles? Under/overestimating time, last-minute sprints, memory lapses, and note-taking woes. But here’s the thing: optimising the route to success—rather than shaming “lateness” or “procrastination”—unlocks potential AND wellbeing.
6/ Workplaces: Fidget toys, flexible deadlines, and tailored comms aren’t “nice-to-haves”—they can be game changers. Normalising these adaptations benefits EVERYONE, not just neurodivergent staff. 🪁
7/ Disclosure: Creating psychological safety is vital. Neurodivergent people shouldn’t have to “come out” to get basic support. Managers—focus on behaviours and needs, not labels. Radical candour + curiosity beats tick-box “inclusion”.
8/ Advocacy goes BOTH ways. Neurotypicals, too, can state their preferences. True inclusivity = transparent comms about how we work and feel heard. “We’re not mind readers!”
9/ The tech angle: Today’s world bombards us with notifications and distractions. For neurodivergent brains, this can be overwhelming—but with the right strategies (and less stigma), navigating it all is possible.
10/ You’re NOT broken if you work differently. Optimising your workflow and seeking out what makes you thrive is a strength. Sometimes being “lazy” just means being hyper-efficient! 🔥
🙌 Ready for more bold, actionable conversations? Dive into the full episode of #InclusionBites with Joanne Lockwood and Alex Belletier: https://seechangehappen.co.uk/inclusion-bites-listen
#ADHD #Neuroinclusion #WorkplaceCulture #Belonging #Diversityandinclusion
(🔗 Want to share your story or insight? Email jo.lockwood@seechangehappen.co.uk and join the movement for real, lasting change!)
Guest's content for their marketing
Certainly! Here’s an article, written from Alex Belletier’s perspective, ideal for personal marketing use to highlight her guest appearance on the Inclusion Bites Podcast.
Unlocking Neurodivergent Potential: My Conversation on the Inclusion Bites Podcast
I recently had the privilege of joining Joanne Lockwood as a guest on the renowned Inclusion Bites Podcast, where we dedicated an episode to “Unlocking Neurodivergent Potential”. As the Operations Manager and Lead Coach at Shimmer ADHD Coaching, it was an invaluable opportunity to share my passion for advancing neuro-inclusive coaching and to showcase the profound strengths within the ADHD and broader neurodivergent community.
The Heart of Neuro-Inclusive Coaching
During our conversation, I explored what it truly means to support neurodivergent individuals through coaching practices that value their unique perspectives and talents. Too often, traditional coaching is rooted in neurotypical frameworks, which can inadvertently pose barriers for those whose brains are wired differently. On the podcast, I described how narrowing the focus of coaching conversations, meeting clients where they are, and tailoring questions to their real experiences creates a more accessible and energising environment for growth. This approach helps each individual move from surviving to thriving, whether in the workplace, education, or daily life.
Beyond Stereotypes: Embracing Individual Strengths
We also tackled one of the most persistent misconceptions in the neurodiversity space—the tendency to stereotype or generalise. No two neurodivergent people are the same. For instance, characteristics like impulsivity or distractibility might be present, but each person’s “spiky wheel” of strengths and challenges is uniquely complex. Through coaching, I support clients to self-advocate, navigate systems, and above all, discover the best way to achieve their own goals—not just adapt to a neurotypical world, but also to recognise and celebrate what sets them apart.
Addressing Workplace Barriers
Our discussion addressed common hurdles faced in the workplace—project management difficulties, time awareness, note-taking struggles, and the perpetual cycle of overpromising or last-minute pressure. By normalising these experiences and providing practical strategies, I aim to help both individuals and organisations move beyond “fixing what’s broken” to discovering and amplifying what works well. The ability to hyperfocus, for instance, is not a flaw but a remarkable asset when harnessed effectively.
Cultivating Inclusive Communication
A recurring theme throughout our conversation was the importance of “radical communication”—establishing ground rules, being transparent about needs, and discarding assumptions. Whether it’s colleagues who prefer voice notes over texts, embracing fidget toys in meetings, or dismantling the stigma around disclosure, fostering true inclusion is about flexibility, empathy, and a willingness to adapt for the benefit of all.
Why Visibility Matters
We also reflected on the growing visibility of neurodivergence in society. Diagnosis and self-identification are increasing not because the neurodivergent population is growing, but because stigma is declining and conversations are maturing. Professionals, parents, and individuals themselves are now more willing to be curious, seek understanding, and pursue support tailored to actual experience rather than labels.
An Invitation for Discovery and Empowerment
If you’re neurodivergent and wondering how to evolve your working style, advocate for your needs, or leverage your unique capabilities, coaching can be a transformative next step. Alternatively, for leaders and managers, understanding how to unlock the true potential of neurodivergent colleagues is essential for building inclusive, high-performing teams.
I’m truly grateful to Joanne Lockwood and Inclusion Bites for offering such a dynamic platform to discuss these vital topics. If our conversation sparks curiosity or resonates with your lived experience, I encourage you to listen to the full episode and get in touch. Let’s continue championing a world where everyone—not only belongs—but thrives.
Listen to the episode here: Inclusion Bites Podcast
Connect with me via LinkedIn (Alexandra Belletier), or reach out through Shimmer ADHD Coaching.
#Neurodiversity #InclusionBites #ADHDCoaching #UnlockingPotential #InclusiveWorkplaces
Pain Points and Challenges
Certainly! Based on the transcript of Inclusion Bites Podcast episode “Unlocking Neurodivergent Potential,” here’s a focused outline of specific pain points and challenges discussed, together with targeted content ideas to address each issue. This approach provides practical support for both neurodivergent individuals and those working alongside them.
Pain Points & Challenges Identified
1. Non-inclusive Coaching Methods
Traditional coaching often uses overly broad questions and expects clients to adapt to the coach’s preferred style, which does not accommodate neurodivergent ways of thinking or processing.
2. Navigating Neurotypical Workplaces
Workplaces are usually structured with neurotypical norms at their heart, sidelining neurodiversity and requiring individuals to “fit in” rather than thrive.
3. Overwhelm from Poorly Framed Questions
Neurodivergent clients can struggle with open-ended or vague questions (“How have things been since I last saw you?”), leading to cognitive overload and distraction.
4. Managing Time, Deadlines, and Motivation
Challenges include time-blindness, difficulties in task-initiation, under- or overestimating workloads, and a tendency to rely on impending deadlines for motivation—sometimes at significant cost to wellbeing.
5. Handling Memory and Organisational Skills
Issues recalling meeting actions, retaining details, or managing complex tasks due to limitations in working memory and executive functioning.
6. Stigma and Disclosure
Anxiety regarding whether and how to disclose neurodivergence in environments with uncertain psychological safety; fear of being “othered”.
7. Communication Mismatches
Misunderstandings over things like eye contact, note-taking preferences, engagement cues, or even use of fidget tools—often leading to misjudgement in collaborative settings.
8. Societal and Self-imposed Stereotypes
The misconception that neurodivergence is a problem to be “fixed” rather than understood and accommodated, leading to internalised feelings of “laziness” or inadequacy.
9. Technology and Distraction
The constant stimuli from digital devices can be both a benefit (stimulation, organisation) and a curse (distraction, time sink, difficulty prioritising notifications).
Addressing the Issues: Content and Support Ideas
1. Reforming Coaching Practice
Encourage explicit, structured questions: Instead of asking “How are you?” try “What’s changed since our last session on [subject]?”.
Adopt a flexible approach, tailoring coaching style to the individual’s preferences and needs.
2. Workplace Navigation Support
Offer workshops for self-advocacy: Teach neurodivergent staff how to identify and articulate their needs, with or without formal diagnosis.
Develop guides for managers: Show how to invite honest discussions around workflows and communication without forcing disclosure.
3. Reducing Overwhelm Through Clarity
Use specific, context-driven prompts during meetings and coaching sessions.
Normalise providing agendas and action summaries in advance or afterwards, removing reliance on memory or real-time processing.
4. Supporting Time Management and Productivity
Share and demonstrate adaptive tools (e.g., AI note takers, task timers, incremental deadlines).
Promote acceptance of alternative productive styles—supporting those who thrive under pressure whilst offering frameworks to avoid burnout.
5. Tools for Memory and Organisation
Advocate for technology adoption (transcription services, shared task lists).
Train teams in diverse communication/execution styles and de-stigmatise use of reminders and external aids.
6. Decreasing Stigma and Easing Disclosure
Host storytelling sessions—employees or community members share experiences of negotiating needs at work, demystifying difference.
Promote organisational cultures that stress universal design and flexibility as a collective benefit—not merely as “accommodations”.
7. Improving Communication Etiquette
Co-create “user manuals” or working preference sheets for team members to share their preferred styles (eye contact, meetings, response times, note-taking).
Offer training and discussions exploring neurodiversity in communication, emphasising that differences are not deficiencies.
8. Counteracting Stereotypes and Championing Self-worth
Campaigns and reflective content showing that “optimising” and “resourcefulness” are strengths, not signs of laziness.
Create affirming media (articles, podcasts, webinars) highlighting practical examples of successful neurodivergent approaches.
9. Managing Technology and Digital Boundaries
Give practical training on notification management, batching response times, and prioritising workflows.
Share findings on digital tools as legitimate fidget supports or productivity aids—balanced with mindful boundaries on use.
In summary:
Unlocking neurodivergent potential requires moving beyond compliance with neurotypical norms toward genuine flexibility and empathy. It’s about seeing difference as a strength, designing systems around real, lived experiences, and nurturing honest conversations about what inclusion can and should look like—for everyone.
For further guidance, resources, or to join the conversation, connect with Joanne Lockwood via jo.lockwood@seechangehappen.co.uk, and explore more inclusion-centred dialogue at Inclusion Bites Podcast.
Questions Asked that were insightful
Absolutely—this episode of Inclusion Bites featured a wealth of thought-provoking questions paired with nuanced, practical responses from Alex Bellettier, and these could readily become a valuable FAQ series for your audience. Here are some standout questions from the interview, alongside the essence of the insightful answers provided. Each could be developed into a helpful FAQ segment, particularly suited to listeners navigating neurodiversity themes:
Frequently Asked Questions (FAQs) from “Unlocking Neurodivergent Potential”
Q1: How is traditional coaching typically not neuro-inclusive, and what changes make coaching more accessible for neurodivergent individuals?
A: Conventional coaching often assumes neurotypical modes of communication and engagement. Neuro-inclusive coaching consciously adapts to the individual—narrowing broad questions, focusing on explicit and relevant prompts, and building structures that directly address how the coachee processes information. The approach is about meeting individuals where they are, not forcing them to adapt to standardised methods.
Q2: What common workplace challenges might neurodivergent employees (especially those with ADHD) face?
A: Key challenges include under-stimulation in non-engaging roles, difficulty adhering to strict deadlines or estimating task duration, issues with time management, struggles with organisational systems, and memory limitations—such as recalling meeting details or action items. These difficulties are often exacerbated in environments designed for neurotypical working styles.
Q3: Should I disclose my neurodivergent traits or diagnosis to my employer, and how can I advocate for myself at work?
A: Disclosure is highly context-dependent, hinging on workplace culture and psychological safety. If disclosure feels unsafe or undesirable, focus on communicating about specific needs and behaviours (e.g., requesting meeting notes or modified deadlines) rather than emphasising a diagnosis. The conversation should centre on mutual benefit—how adjustments can enhance workplace performance and inclusion.
Q4: What practical steps can managers take if they suspect a team member may be neurodivergent or struggling with neurotypical norms?
A: Managers should focus on observable behaviours and unmet objectives, engaging non-judgementally and curiously about what support or adaptations may help. It’s not about labelling but about collaboratively exploring solutions—radical candour, empathy, and flexibility are paramount.
Q5: How can someone begin to determine whether they might be neurodivergent (for example, considering ADHD or autism)?
A: Begin by noticing recurring challenges in daily life, perhaps with time management, organisation, or maintaining focus. Conversation with knowledgeable medical professionals or therapeutic practitioners can help clarify specific neurodivergent traits. Sometimes input from trusted colleagues or family can illuminate patterns otherwise missed. Formal diagnosis is one route, but contextual self-awareness is also very important.
Q6: Are neurodivergent individuals inherently “broken” or “dysfunctional,” or do they simply require alternative systems?
A: The message is clear—they are not broken. Neurodivergence represents a natural, valuable variation in the human experience. Challenges usually arise from inflexible systems or environments, not the individual. Success often stems from optimising one’s unique strengths and creating bespoke systems, not forcing conformity.
Q7: How does hyperfocus relate to neurodiversity, and what are the implications for workplace or family life?
A: Hyperfocus can allow neurodivergent people to achieve remarkable productivity, but it may also lead to misunderstandings if others misinterpret this intense engagement as inattentiveness to their needs. Open communication about working patterns and preferences is crucial to minimise frustration and foster understanding.
Q8: What strategies can be employed to manage the barrage of digital notifications, interruptions, and the overall sensory overload endemic to modern work?
A: Techniques include selectively disabling notifications, structuring device use (such as using “Do Not Disturb” modes), and setting clear boundaries for communication. Importantly, negotiating these strategies with colleagues and managers—so expectations are transparent—can significantly reduce stress.
These FAQ entries, grounded firmly in the discussion between Joanne and Alex, reflect both the intellectual rigor and warmth of the episode. They provide an actionable starting point for listeners seeking practical advice on personal development, workplace advocacy, and supporting others in neurodiversity journeys.
Blog article based on the episode
Unlocking Neurodivergent Potential: Rethinking Inclusion, One Conversation at a Time
What if you walked into work tomorrow and every difference – large or small, visible or unseen – became a source of competitive advantage? Imagine an environment where neurodiversity is not just a buzzword, but a reality that shapes the way we work, communicate, and thrive together. Is your organisation truly tapping into the rich well of neurodivergent potential? Or, like so many others, is it merely skimming the surface, inadvertently leaving valuable perspectives out in the cold?
This challenge is at the heart of the latest episode of The Inclusion Bites Podcast, “Unlocking Neurodivergent Potential,” featuring Alex Belletier, Operations Manager and Lead at Shimmer ADHD Coaching. Alex is pioneering neuro-inclusive approaches that support individuals with ADHD to realise their unique strengths. Her candid insights serve as both a wake-up call and a roadmap for organisations, leaders, and allies determined to move beyond performative inclusion.
The Problem: A Broken “One-Size-Fits-All” Paradigm
Despite increased awareness, too many workplaces remain wedded to systems shaped by and for neurotypical ways of thinking and working. From onboarding to performance reviews, the underlying script still assumes a narrow definition of normal. As Alex astutely notes, “A lot of workplaces in particular have a neurotypical approach to how they do things – and neurodiversity is sort of a side conversation.”
This manifests in subtle but powerful ways: open-ended questions in coaching (“How have things been since I last saw you?”), unspoken rules about eye contact or note-taking, or project deadlines that reward last-minute adrenaline at the expense of sustainable productivity. For the neurodivergent, the result can be exhaustion, underutilisation, or worse – alienation.
But what if, instead of expecting neurodivergent people to adapt endlessly or conceal their differences, we fundamentally redesigned our approaches?
What Neuro-Inclusive Coaching Really Looks Like
Unlocking neurodivergent potential starts with meeting people where they are – not where tradition says they should be. Here are key takeaways from the conversation with Alex, each rich with practical significance for individuals and organisations:
1. Specificity Beats Breadth
Traditional coaching often defaults to broad, open queries. For neurodivergent individuals, this can feel overwhelming, leading to divergent thinking and decision fatigue. Instead, begin conversations with targeted, explicit prompts:
“What encouraged you to sign up for coaching?”
“Tell me about the moment you decided to seek support.”
“What’s the most urgent goal on your mind since last session?”
These questions provide sharper focus, allowing the individual to access meaningful topics without cognitive overload.
2. Honour Spiky Profiles
Forget the linear binaries of “more neurotypical” or “more neurodivergent.” Real people, as Alex shares, present “spiky profiles” – excelling in some areas, finding others more challenging, and changing dynamically with context.
Effective inclusion recognises and enables these unique patterns of strength. Is an employee highly creative but struggles with task tracking? Pair them with collaborative tools or accountability partners. Does a team member shine in brainstorming but falter with solo work? Rebalance the work portfolio.
3. Communicate Radical Candour – Without Demanding Disclosure
Psychological safety is not a given. Neurodivergent staff may fear stigma, conscious that not all environments are conducive to disclosure. Rather than force declarations of diagnosis, managers and peers should focus on observable behaviours and collaboratively explore solutions:
“I’ve noticed meeting notes aren’t landing in the way you need – how can I help?”
“What systems or tools can we introduce to make project timing easier?”
Remove pressure to self-identify, but leave the door wide open to conversations about support and flexibility.
4. Normalise Differences in Communication and Engagement
Not everyone will show engagement in the “expected” ways – frequent eye contact, upright posture, or rapid-fire verbal feedback. For some, fidgeting aids concentration; others might close their eyes to listen more deeply. As Alex notes, “When I’m coaching, some members choose to close their eyes – and that helps them to think, to tune in.”
Encourage open discussions about communication preferences in teams. Acknowledge that “mind reading” is a myth and continual renegotiation of norms is part of true inclusion.
Actionable Insights: What Can You Do Next?
Audit Your Practices: As a leader or HR professional, review common touchpoints – meetings, check-ins, project briefs. Are your questions and systems designed for neurodiverse minds, or by default set for neurotypical approaches?
Train Your Managers: Offer education on neuro-inclusion, focusing on strengths-based approaches and how to hold behaviour-based, stigma-free conversations.
Champion Flexible Work: Allow autonomy over note-taking, meeting engagement, project pacing, and environmental accommodations (fidgets, silent notifications, asynchronous work).
Promote Radical Transparency: Encourage everyone – not just neurodivergent staff – to articulate “how I work best” and reciprocate curiosity about others’ preferences.
Model Vulnerability: If you are a leader, share your own quirks or ways of working. You’ll normalise the idea that difference isn’t deficit.
Engage with Neuro-Inclusive Coaches: Leverage specialists like Alex Belletier to bring external expertise and direct support for employees and teams.
Beyond the Workplace: The Human Element
At the core of “Unlocking Neurodivergent Potential” is a deeper proposition: inclusion is not about fixing people, but fixing the systems that define what “acceptable” or “effective” means. As both Alex and host Joanne Lockwood point out, many entrepreneurs create their own environments precisely because traditional structures were never fit for their brains.
And consider this: every one of us, at some stage in life – through menopause, parenthood, injury, or simple change – will experience “neurodifference.” Normalising the need for adaptation is not special treatment; it is being human.
Your Call to Action
Inclusion Bites is not about passive listening. It is a call to action for every individual and organisation ready to make inclusion real. Let’s stop paying lip service, and start redesigning our cultures – one explicit question, one strengths-based partnership, one accommodating conversation at a time.
Inspired by Alex Belletier’s insights in “Unlocking Neurodivergent Potential,” challenge your assumptions. Audit your systems. And most importantly, invite every kind of mind to the table – not just to belong, but to flourish.
Hungry for more bold conversations on disrupting norms? Listen to the full episode at Inclusion Bites and share your thoughts with jo.lockwood@seechangehappen.co.uk. Let’s ignite the change, together.
The standout line from this episode
Certainly! The standout line from this episode is:
"It’s all about seeing systems that work rather than trying to fix what’s broken. It’s moving towards feeling good."
❓ Questions
Certainly! Here are 10 thought-provoking discussion questions based on this episode of the Inclusion Bites Podcast, "Unlocking Neurodivergent Potential":
How does the concept of neuro-inclusive coaching differ from more traditional coaching approaches, particularly in its initial interactions and objectives?
In what ways can managers or colleagues adapt their communication styles to better support neurodivergent individuals in the workplace without making assumptions about their needs or abilities?
The podcast highlights the importance of self-advocacy for neurodivergent individuals. What are some practical steps employees can take to articulate their preferred ways of working or communicating, especially in environments that may not be overtly inclusive?
How does the “spiky wheel” model of neurodiversity challenge the common linear understanding of neurotypical versus neurodivergent experiences?
Given the example of overstimulation from notifications and digital devices, how might workplaces better structure routines or expectations to address modern attention demands—particularly for neurodivergent staff?
Discuss how early experiences in education and feedback from authority figures might shape a neurodivergent person's relationship with self-worth, goal-setting, and professional growth.
What are some ways organisations can strike a balance between respecting neurodivergent differences and maintaining team cohesion and productivity?
The episode references the stigma around disclosure of neurodiversity at work. How can organisations cultivate genuine psychological safety that encourages openness without pressure or fear of judgement?
Reflecting on the conversation about fidget toys and alternative engagement tools, what are some subtle yet impactful workplace adjustments that could benefit both neurodivergent and neurotypical staff?
The discussion touched on the importance of questioning established social etiquette and communication norms. How might this willingness to reconsider “the way things have always been done” contribute to not only inclusion, but also innovation within organisations?
These questions are designed to facilitate in-depth reflection and debate on the realities, challenges, and opportunities presented in the episode.
FAQs from the Episode
FAQ: Unlocking Neurodivergent Potential — Insights from Inclusion Bites Podcast (IBS163)
1. What does “neurodivergent” mean in the context of this episode?
Neurodivergent refers to individuals whose brains function differently from what is typically considered ‘neurotypical.’ In this context, it primarily encompasses people with conditions such as ADHD and autism. The episode highlights that neurodivergence is a natural variation in human cognition, not something that necessarily requires fixing, but rather understanding and support.
2. How is neuro-inclusive coaching different from traditional coaching?
Neuro-inclusive coaching intentionally incorporates the unique cognitive styles and challenges of neurodivergent individuals. Rather than expecting clients to adapt to the coach’s preferred style, coaches adapt their approach—using more specific, focused questions, offering clear frameworks, and collaborating on methods that resonate with each person’s strengths and lived experience.
3. What practical adjustments can make coaching sessions more neuro-inclusive?
Instead of broad or open-ended questions like “How have things been since our last session?”, a neuro-inclusive approach favours specific, targeted queries such as, “What progress have you made on the goal we discussed last time?” This narrows the cognitive load and helps the client focus, enabling more meaningful and effective engagement from the outset.
4. Which workplace challenges do neurodivergent people commonly face?
Common difficulties include:
Managing deadlines, particularly when tasks lack intrinsic engagement.
Organising and tracking complex projects over time.
Handling time management, punctuality, and meeting expectations.
Retaining information from lengthy discussions or meetings.
Overcommitting in an attempt to “compensate” for delays or perceived inadequacies.
5. How can self-advocacy look for a neurodivergent employee?
Self-advocacy does not always require disclosing a diagnosis. Individuals can describe the specific support or adjustments they need (e.g., receiving agendas in advance, using AI note-takers, breaking large tasks into manageable steps) as part of normal workflow discussions. This focuses the conversation on practical outcomes rather than labels.
6. Is there still a stigma around neurodivergence in the workplace?
While awareness is improving, stigma persists, particularly in workplaces lacking visible leadership openness or established employee resource groups. Culture plays a significant role; psychological safety, openness, and normalisation of different working styles all help reduce stigma.
7. Why are more people identifying as neurodivergent today?
There is increased visibility, better understanding among professionals, and a cultural shift towards discussing variations openly. Earlier, many children and adults were undiagnosed or misdiagnosed due to stigma or lack of understanding, but greater curiosity and accessible dialogue have led to more individuals recognising and naming their own neurodivergence.
8. What is the “spiky wheel” model, and why is it relevant?
The “spiky wheel” model suggests that neurodivergence is multi-dimensional—individuals exhibit varying degrees of different attributes (such as social engagement, organisational skill, creativity) rather than falling on a simple linear spectrum. This underscores the need for personalised support, rejecting stereotypes or “one-size-fits-all” approaches.
9. How can neurodivergent strengths be harnessed in workplaces and coaching?
Many neurodivergent people excel in creativity, brainstorming, and big-picture thinking. Harnessing these strengths involves collaboration, role alignment, and environments that allow for flexible working, focus, and clear communication.
10. How can colleagues and managers better support neurodivergent individuals?
Focus conversations on behaviours and outcomes, not diagnoses.
Offer flexibility in communication and working methods.
Use “radical candour”—caring transparency coupled with curiosity and empathy.
Avoid assumptions; instead, regularly check in about how people work best.
Encourage open discussion about needs and preferences without judgement.
11. What are useful strategies for managing distractions and notifications in a world of constant connectivity?
Set boundaries around technology, use focus modes, limit unnecessary notifications, and leverage tools (such as AI note-takers or habit-building frameworks) to reduce cognitive overload. Experiment with various fidget devices or routines to optimise focus without resorting to endless “doom-scrolling.”
12. If I suspect I may be neurodivergent, what should I do?
The best step is to consult a professional—ideally someone with specific expertise in neurodivergence. It’s also helpful to discuss observable patterns with trusted others (family or colleagues) and reflect on how your cognitive style affects different areas of life. Remember, having a diagnosis is less important than finding strategies that enable you to thrive.
13. How does coaching empower neurodivergent adults?
Neuro-inclusive coaching is collaborative, not prescriptive. Coaches introduce frameworks, provide psychoeducation, and help clients explore and refine systems that fit their lives. Crucially, coaching is driven by the client’s goals, preferences, and willingness to experiment, fostering genuine empowerment and self-acceptance.
14. Where can I learn more or connect about neuro-inclusive coaching from this episode?
You can reach Alex Belletier, the guest expert from Shimmer ADHD Coaching, via the shimmer ADHD website or by connecting on LinkedIn. To join the conversation, contact Joanne Lockwood at jo.lockwood@seechangehappen.co.uk or visit https://seechangehappen.co.uk/inclusion-bites-listen.
For more bold and practical insights on inclusion, subscribe to the Inclusion Bites Podcast and become part of a community sparking positive change, one conversation at a time.
Tell me more about the guest and their views
The guest featured in this episode, Alex Bellettier, serves as Operations Manager and lead ADHD Coach at Shimmer ADHD Coaching. Based in Dallas, Texas, Alex is highly committed to pioneering neuro-inclusive coaching approaches, with a particular focus on supporting the ADHD community to achieve their goals. Her self-described superpower is a "lifelong love of learning and a commitment to advancing neuro-inclusive coaching," which is woven throughout her perspectives in this conversation.
Alex’s views are decidedly strengths-based and person-centred. She emphasises that traditional coaching methods are often not truly neuro-inclusive because they tend to make assumptions about how people process information, communicate, and engage with goals. Instead, Alex advocates for coaching that genuinely meets individuals where they are, rather than expecting them to conform to a single “coaching style.” She illustrates this by explaining how overly broad or open questions can be overwhelming for neurodivergent individuals, and how reframing these with greater specificity—such as focusing on the last session’s goals—enables more meaningful engagement.
A notable aspect of Alex’s ethos is her rejection of the deficit model of neurodiversity. She is clear that neurodivergence is a natural variation in human experience, not something in need of fixing or curing. Alex highlights that, while challenges like time management, memory, or navigating workplace expectations can be pronounced for the neurodivergent, many strengths are inherent to neurodivergency—such as creativity, divergent thinking, and seeing the “big picture.” Her coaching approach, therefore, is about harnessing these strengths, developing realistic systems, and supporting self-advocacy.
When speaking about self-advocacy and navigating neurotypical environments, Alex stresses the importance of “radical transparency” in communication. She recognises that workplaces and families are rarely designed around neurodivergent needs, but she encourages her clients to articulate what works for them—whether that involves asking for meeting notes, negotiating deadlines, or establishing preferred modes of communication. Interestingly, she distinguishes between disclosure of neurodivergence and describing one’s working preferences or needs, empowering individuals to seek support without necessarily labelling themselves.
Alex also offers insight into the increasing visibility of neurodivergence in society. She attributes much of this to broader societal conversations, enhanced by medical awareness and a move away from stigmatisation, as well as intergenerational understanding—parents, for instance, realising their own neurodivergence through their children’s diagnoses.
Her methodology as a coach is exploratory and collaborative rather than prescriptive; her aim is not to “tell people what to do,” but to partner with them, introduce useful frameworks or models, and help them identify what genuinely works in their own context. She is sensitive to the nuances of individual experience, avoiding stereotypes, and points out that “no two people are the same”—neurodivergence is far from a monolith.
In summary, Alex Bellettier presents an empowering, pragmatic, and destigmatising perspective on ADHD and neurodivergence. She champions coaching that is adaptive, collaborative, and committed to the flourishing of each individual, regardless of how their brain is wired. If you’d like to know more or reach out, she invites contact via Shimmer ADHD Coaching or LinkedIn.
Ideas for Future Training and Workshops based on this Episode
Certainly! Drawing on the themes, insights, and practical examples from Inclusion Bites Podcast episode "Unlocking Neurodivergent Potential," here are well-rounded ideas for future training and workshops relevant to organisations, managers, and individuals eager to foster neuro-inclusive environments:
1. Neuro-Inclusive Coaching Skills for Managers and Leaders
Objective: Equip managers with the strategies to support neurodivergent team members without resorting to stereotypes or assumptions.
Key Elements: Understanding neurodivergence as natural variation; radical communication; behaviour-focused feedback; customising accountability systems; creating psychologically safe environments.
Practical Activities: Case studies, role-play sessions simulating workplace dialogues, and practical exercises using real-world scenarios from the podcast.
2. Self-Advocacy and Thriving as a Neurodivergent Professional
Objective: Empower neurodivergent professionals to articulate their needs and design their own strategies for success.
Key Elements: Identifying personal strengths and ‘spiky profiles’; requesting accommodations without mandatory disclosure; habit-building frameworks; leveraging technology (e.g. AI note-takers, fidget tools).
Practical Activities: Strength-mapping workshops, communication strategy development, peer support circles.
3. Demystifying Neurodivergence: Beyond Stereotypes
Objective: Challenge preconceived notions and educate on the rich, dynamic variability within neurodivergence.
Key Elements: The ‘spiky wheel’ concept; intersectionality (gender-specific presentations, life stage influences such as menopause); dispelling the ‘laziness’ myth.
Practical Activities: Interactive panel discussions, myth-busting Q&A, exploration of lived experience stories.
4. Effective Time Management and Project Delivery for ‘Spiky Brains’
Objective: Address unique executive functioning challenges and introduce tools that genuinely match neurodivergent thinking styles.
Key Elements: Deadline management, strategic procrastination, over- and under-estimation risks, importance of quick decision-making, using technology for focus/friction.
Practical Activities: Workflow simulation, productivity tool exploration, personal systems audits.
5. Building Neuro-Inclusive Cultures: Policy, Practice, and Everyday Behaviours
Objective: Support senior leaders and HR in embedding neuro-inclusion into culture, not just compliance.
Key Elements: Policy versus practice; normalising disclosure where safe; creating flexible pathways to achieve objectives; inclusion groups and visible leadership.
Practical Activities: Policy review workshops, interactive forums for co-designing workplace adjustments, scenario-based planning.
6. Communicating Across Neurotypes: Practical Protocols for Teams
Objective: Develop shared languages and protocols to minimise misunderstandings between neurodivergent and neurotypical colleagues.
Key Elements: ‘Operating manuals’ for communication preferences; etiquette around meetings, eye contact, fidgeting, and technology use; setting up communication agreements for hybrid/remote teams.
Practical Activities: Creation of team ‘user manuals’, simulation games around preferred communication styles.
7. Harnessing Technology and Habits for Neuro-Inclusive Productivity
Objective: Teach both managers and employees to select and deploy digital tools and routines that truly improve inclusion and output.
Key Elements: Using AI note-takers, notification management, habit-stacking, digital friction techniques, boundaries with devices.
Practical Activities: App walk-through sessions, device-settings clinics, group experiments on reducing digital overwhelm.
8. Lived Experience Forums and Peer Support Groups
Objective: Offer space for those with neurodivergent experiences to share, validate, and co-create knowledge and support strategies.
Key Elements: Moderated storytelling; de-stigmatising weakness; shared solutions for workplace and home; mentor/mentee matching.
Practical Activities: Story circles, peer mentoring, themed discussion groups.
Each concept offers opportunities for both face-to-face and virtual delivery, harnessing participatory exercises and reflective practice. These workshops align with the call from Joanne and Alex for practical, nuanced approaches—always emphasising that neurodivergence should not be viewed as something to ‘fix’, but as a foundation for building thriving, inclusive workplaces.
If you wish to tailor a session for a specific audience, let me know the group and objectives for even more targeted outlines.
🪡 Threads by Instagram
Neurodivergence isn’t a problem to fix—it’s a natural variation in how our brains work. Creating spaces where everyone’s thinking style is celebrated helps all of us thrive and innovate together. Why settle for conformity when authentic inclusion drives progress?
Radical communication is key to neuroinclusion. Don’t assume everyone engages the same way—share your needs openly and invite others to do the same. How much more could we achieve if we tailored our conversations rather than relied on guesswork?
Is “working differently” really a problem? When we empower individuals to create their own systems that work for them—deadline sprints, fidget tools, voice notes—we boost both wellbeing and results. Inclusion thrives when we break away from one-size-fits-all.
Stigma still lingers around neurodivergence, but change is happening. The more we question workplace "norms"—punctuality, note-taking, communication—the more accessible we make our environments for everyone. What old assumptions can you disrupt today?
Managers: focus on behaviours, not labels. If you notice someone struggling with projects, offer curiosity and flexibility. It’s about understanding, not “othering.” Inclusion means adjusting the journey, not demanding everyone takes the same path.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Leadership Insights Channel: Unlocking Neurodivergent Potential at Work
Are you a leader struggling to get the best from your neurodivergent team members but not sure where to start?
Here's a common challenge: Traditional coaching and management often expect everyone to fit the same mould—broad questions like “How have things been?” or rigid deadlines can leave neurodivergent colleagues feeling overwhelmed or overlooked.
But what if you’re missing out on their real strengths—creativity, big-picture thinking, and innovative problem-solving?
Here's what you can do:
Be specific. Rather than open questions, narrow your focus: ask about progress on a particular goal or the last meeting’s topic.
Focus on behaviours, not labels. If an employee misses deadlines, discuss how you might support them—could they benefit from clearer deadlines, accountability partners, or different note-taking tools?
Create psychological safety. It’s not always about formal disclosure. Encourage conversations about what helps each person thrive, whether that's summarised notes, flexible working styles, or fidget toys in meetings.
Normalise difference. Everyone benefits when you let people choose how they engage—some might close their eyes to concentrate, others might prefer voice notes instead of emails.
When you meet people where they are, you unlock hidden talent and build a culture where everyone feels they belong.
Implement these adjustments—and watch your team’s potential flourish!
SEO Optimised Titles
Unlocking Neurodivergent Strengths | 3 Ways ADHD Coaching Empowers Diverse Teams for Success | Alex @ Shimmer ADHD Coaching
How 20,000 More Negative Comments Shape Neurodivergent Lives | Workplace Solutions That Work | Alex @ Shimmer ADHD Coaching
5 Proven Neuro Inclusive Coaching Tips To Boost Employee Engagement and Belonging | Alex @ Shimmer ADHD Coaching
Email Newsletter about this Podcast Episode
Subject: Unlocking Neurodivergent Potential — 5 Keys from Inclusion Bites Episode 163
Hello Inclusion Bites Community,
Ready to spark some fresh thinking on inclusion, workplace culture, and neurodiversity? Pour yourself a cuppa and settle in—because our latest episode, “Unlocking Neurodivergent Potential,” is packed with insights you won’t want to miss!
What’s Inside Episode 163?
Joanne Lockwood sits down with Alexandra Belletier—Operations Manager and Lead Coach at Shimmer ADHD Coaching—for a refreshingly honest and practical chat on harnessing neurodivergent potential. Whether you identify as neurodivergent, lead neurodivergent teams, or simply want to build a more inclusive society, this episode is for you.
Here’s what you’ll learn:
1. Neuro-Inclusive Coaching – What’s It Really About?
Find out how classic coaching often overlooks neurodivergent needs, and how a truly tailored approach can unlock unique strengths.
2. The Power of Precision in Conversation
Hear practical tips for replacing ambiguous questions like “How have you been?” with more focused prompts that support neurodivergent thinkers.
3. Navigating Disclosure (Without the Pressure)
Discover why self-advocacy isn’t always about announcing a diagnosis—and how managers can support all team members inclusively and sensitively.
4. Banish Stereotypes, Embrace Difference
Understand the “spiky wheel” model of neurodiversity—breaking free from categories and appreciating individuality in communication, organisation, and working style.
5. Tools & Strategies You Can Actually Use
From time management hacks to setting boundaries with technology, grab actionable ideas to boost productivity and wellbeing (without trying to ‘fix’ anyone).
Did You Know?
A unique gem from the conversation: Neurodivergent children can hear up to 20,000 more negative comments than their peers by age 12, often because the world expects them to fit a singular 'normal'. That powerful stat really brings home why inclusive conversations and workplaces matter, doesn’t it?
Get Involved!
Listen and subscribe to Inclusion Bites here: Inclusion Bites Podcast
Got a story, question, or want to feature as a guest? Drop Joanne a line at jo.lockwood@seechangehappen.co.uk—she loves hearing from listeners!
Share this episode with friends, colleagues or anyone on a journey towards greater inclusion—let’s widen the circle.
So, what’s stopping you from unlocking your own (or your organisation’s) neurodivergent potential? Whether you’re new to the neurodiversity conversation or a seasoned advocate, Alexandra and Joanne remind us: there’s no one-size-fits-all, and that’s exactly where the magic lies.
Let’s keep the conversation bold, practical, and kind.
Catch you on the next bite!
Warm regards,
The Inclusion Bites Podcast Team
#InclusionBites #UnlockingPotential #Neurodiversity #InclusiveCulture
Potted Summary
Episode Intro
In this compelling episode of Inclusion Bites, Joanne Lockwood welcomes Alex Bellettier from Shimmer ADHD Coaching to discuss unlocking the potential of neurodivergent individuals. Together they challenge traditional approaches to coaching, explore self-advocacy techniques, and highlight the strengths and workplace challenges of neurodivergent people. The conversation delivers practical insights, actionable strategies, and a refreshing perspective on thriving with neurodiversity in a world shaped by neurotypical norms.
In this conversation we discuss
👉 Neuro-inclusive coaching
👉 Navigating workplaces
👉 Embracing strengths
Here are a few of our favourite quotable moments
“No two people are the same, are they? We can't create a stereotype of a neurodiverse person.”
“We're not mind readers. We all perceive things to be a little bit different.”
“People aren't broken, they don't need fixing. They just need to have different ways of working.”
Summary & Call to Action
Whether you’re neurodivergent, a line manager, or simply curious about inclusion, this episode is packed with thought-provoking insights on building supportive environments and harnessing neurodivergent strengths. Ready to challenge conformity and reimagine success? Listen now to episode 163 of Inclusion Bites for real stories, practical solutions, and a new perspective on belonging.
Tune in: https://seechangehappen.co.uk/inclusion-bites-listen
LinkedIn Poll
Opening Summary:
In our latest Inclusion Bites Podcast episode, “Unlocking Neurodivergent Potential,” we explored how neuro-inclusive coaching approaches can empower individuals, reshape work environments, and revolutionise how we think about difference. Our guest, Alex Belletier, shared practical insights into what genuine neuro-inclusivity means and highlighted the lived experience of navigating a world designed for neurotypical minds. We’re keen to understand how organisations and individuals are currently supporting neurodivergent colleagues and what you believe makes the greatest impact.
Poll Question:
Which neuro-inclusive adjustment makes the biggest difference at work? 🤔
Poll Options:
1️⃣ Clearer communication tools 💬
2️⃣ Flexible deadlines ⏳
3️⃣ Customisable workspace 🪑
4️⃣ More coaching and support 🤝
#InclusionBites #Neurodiversity #Belonging #InclusionMatters
Why vote:
Your perspective helps drive the practical changes that create workplaces where neurodivergent colleagues can thrive. Share your view and let’s amplify inclusion together!
Highlight the Importance of this topic on LinkedIn
🧠✨ Just listened to the latest Inclusion Bites Podcast, “Unlocking Neurodivergent Potential” with Joanne Lockwood and Alex Bellettier, and WOW—what an eye-opener for anyone in HR, leadership, or EDI!
So many practical insights about making coaching, workplaces, and everyday communication genuinely neuroinclusive. The conversation moved beyond corporate policy, focusing instead on empowering individuals—helping neurodivergent colleagues to self-advocate, not just survive traditional systems.
This isn’t just a D&I box-ticking exercise. It’s about rethinking our assumptions:
🔍 Are our meetings, deadlines, and communications truly accessible?
🤝 Are we asking the right questions to bring out the best in every mind?
🏢 Are we championing psychological safety—so everyone feels able to bring their true selves to work?
For me, these takeaways are a vital call to action. If we want innovative, resilient organisations, we must transform our cultures with radical empathy and flexible systems—for everyone.
Listen, learn, and take the conversation into your workplace:
🔗 https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Neurodiversity #HR #Leadership #EDI #Belonging #SEEChangeHappen
L&D Insights
Certainly! Here’s a concise learning and development summary designed for Senior Leaders, HR professionals, and EDI (Equality, Diversity & Inclusion) practitioners, capturing the crucial takeaways and strategic implications from Inclusion Bites Podcast episode 163: “Unlocking Neurodivergent Potential.”
Key Insights & Aha Moments for EDI Leaders and HR Professionals:
🔍 Move Beyond the One-Size-Fits-All Approach
Traditional coaching and support methods frequently presuppose a neurotypical perspective. This episode underscores the importance of designing coaching, performance management, and support mechanisms that explicitly consider neurodivergent experiences—not as an afterthought or “add-on”, but as a central feature. Recognise that “neurotypical” standards of communication, organisation, or productivity may unintentionally exclude or disadvantage neurodiverse talent.
💬 Individuality Over Stereotyping
A major revelation is the shift from linear or categorical thinking (“neurotypical” versus “neurodivergent”) to a more nuanced, “spiky profile” approach. No two neurodivergent individuals are the same—their strengths, challenges, and preferred working styles vary significantly. Leaders should interrogate their assumptions: Are support systems truly tailored, or do they rely on outdated stereotypes?
🗣 Self-Advocacy & Empowerment are Critical
The conversation pivots away from the deficit model (“let’s fix what’s wrong”) and towards empowerment (“let’s harness strengths and adapt environments”). Encourage self-advocacy by enabling all employees—not just those who disclose a neurodifference—to discuss and request the working conditions that enable them to thrive.
⚡ Rethink Workplace ‘Norms’
Examples in the episode (like the stigma around fidgeting, different communication styles, or the need for explicit instructions) reveal that many “productivity norms” are social constructs rather than true measures of value. The “aha moment” here is the power of radical candour and negotiation: managers should initiate open conversations about preferred working and communication styles—without demanding disclosure or ‘proof’ of diagnosis.
👂 Normalising Communication Around Needs
It’s clear that psychological safety is the bedrock of inclusion. Whether or not someone chooses to disclose a neurodifference, managers and HR must foster a culture where discussing individual needs (e.g., around memory support, meeting notes, or deadlines) is de-stigmatised and expected. This benefits everyone, not just neurodivergent team members.
What Should Leaders & HR Do Differently?
Audit and Adapt Coaching and Appraisal Practices: Explicitly bake neuro-inclusion into all talent management and coaching frameworks.
Default to Curiosity, Not Compliance: When a team member struggles or behaves differently, lead with open-ended, non-judgemental questions about how you can enable their success—instead of enforcing conformity.
Develop New ‘Contracting’ Norms: Encourage all staff to discuss how best they work, communicate, and collaborate, regardless of whether they have a diagnosis.
Champion Strengths-Based Approaches: Move from compliance and remediation to leveraging the unique cognitive strengths that neurodivergent individuals offer.
Model Vulnerability and Invite Dialogue: Senior leaders should proactively share and normalise differences in working preferences, making it ‘safe’ for all.
Hashtags for Social Sharing:
#UnlockNeurodiversity
#InclusionBites
#LeadWithEmpathy
#NeuroInclusion
#BelongingAtWork
🧠✨ Ready to disrupt outdated norms? Tune into the full episode for more actionable insights: Inclusion Bites Listen
For collaboration or further insights, contact Joanne Lockwood at jo.lockwood@seechangehappen.co.uk.
This shift—towards radical inclusion, tailored support, and normalised dialogue—equips leaders to truly unlock the potential of every mind within their organisation.
Shorts Video Script
Attention-Grabbing Title:
Unlocking Neurodivergent Potential at Work: Real Strategies You Need! #Neuroinclusion #UnmaskPotential
Text on screen: Neurodiversity at Work 🔍
If you’re neurodivergent or simply want to work better with neurodivergent minds, here’s what you need to know…
Text on screen: What Is Neuro-Inclusive Coaching? 🤝
Traditional coaching often expects you to fit a certain mould. But with a neuro-inclusive approach, you start by meeting people where they are, not where you assume they should be. Instead of broad, open questions like “How have things been?”, zoom in with specifics—ask about a recent goal or challenge. This makes it easier for neurodivergent people to engage and express themselves in a way that feels authentic.
Text on screen: Navigating the Workplace 🏢
Many workplaces are built for neurotypical ways of thinking. If you find it tricky to meet deadlines or remember details from a meeting, you’re not alone! Techniques like narrowing the focus in meetings, using AI note-takers, and agreeing clear action steps can really help.
Text on screen: Advocacy vs Disclosure 💬
Not ready to disclose your neurodivergence? You can still ask for what you need. Focus on the support or systems you require, not the label. For example, if long meetings make it hard for you to retain information, request notes or a summary—this helps everyone, not just you.
Text on screen: Breaking Stigma & “Lazy” Myths 💡
Here’s a secret: optimising your approach isn’t laziness—it’s efficiency. Many neurodivergent people have learnt to play to their strengths, like creative thinking and problem-solving. If your current system works for you—own it! But if it doesn’t, explore small changes that empower you, not restrict you.
Text on screen: Radical Communication 🗣️
Open, honest conversation is the real game-changer. Whether you’re neurodivergent or neurotypical, share how you work best, and ask others to do the same. Communication style, preferred methods, what helps you stay focused—it all matters, and it helps teams thrive.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Suggested Hashtags:
#Neuroinclusion
#DiversityAtWork
#UnlockPotential
#InclusiveWorkspace
#ADHDAwareness
Glossary of Terms and Phrases
Certainly! This episode of Inclusion Bites explores advanced and sometimes specialised terminology around neurodiversity and inclusive coaching. Below is a list of concepts, words, and phrases highlighted or explained in the episode that might not be in frequent everyday use, along with definitions as implied in context:
1. Neuro Inclusive Coaching
Refers to coaching approaches specifically adapted to meet the diverse cognitive processing and behavioural needs of neurodivergent individuals (e.g., those with ADHD), rather than assuming a neurotypical framework.
2. Neurodivergent / Neurodiversity
Neurodivergent: Describes individuals whose thinking, learning, or behavioural patterns diverge from societal norms, often due to conditions like ADHD or autism.
Neurodiversity: The viewpoint that neurological differences are natural variations of the human genome and should be recognised and respected as a form of human diversity.
3. Neurotypical
Someone whose neurological development and functioning falls within societal norms—i.e., not neurodivergent.
4. Spiky Wheel Model
A departure from the traditional linear view of neurodiversity; imagines an individual's abilities as a “spiky wheel” with varied peaks in different areas (e.g., social skills, organisational ability, creativity), rather than a single spectrum.
5. Divergent Thinking
A thought process or method used to generate creative ideas by exploring many possible solutions, particularly common in neurodivergent individuals.
6. Executive Function Coaching / Skill Building
Coaching that focuses on practical skills needed for self-management, such as organising, time management, and decision-making—areas where neurodivergent individuals often seek support.
7. Psychoeducation
The practice of informing and educating individuals about their neurodivergence, including how it presents in daily life, with the goal of self-understanding and empowerment.
8. Radical Communication / Radical Candour
An approach to dialogue where individuals are explicitly clear and transparent about their needs, expectations, and experiences, which is critical for creating inclusive environments for both neurodivergent and neurotypical individuals.
9. Demand Avoidance
A recognised tendency (especially amongst neurodivergent people) to resist or avoid tasks and demands, particularly when they feel imposed or unmanageable.
10. Hyperfocus
A state sometimes experienced by neurodivergent individuals in which they concentrate intensely on a particular activity or subject, potentially losing awareness of other stimuli or needs.
11. Fidget / Fidget Toys
Physical objects used to stimulate movement or touch, which can aid concentration and engagement, especially for those with ADHD or similar profiles.
12. Psychological Safety
A workplace or social condition where individuals feel secure and supported to be open about their identity or needs without fear of negative consequences.
13. Radical Decision-Making / Decision Fatigue
Challenges around making decisions when overwhelmed by choices (decision fatigue), or the need for swift, unambiguous choices under time pressure, both of which particularly affect neurodivergent people.
14. System/Structure Adaptation
The concept of adapting processes, routines, or systems to better suit individual strengths and challenges, rather than relying solely on mainstream approaches.
15. Self-Advocacy
The process by which individuals identify and communicate their own needs and preferences, particularly relevant in navigating unsupportive or unaware workplaces.
Many of these frameworks and terminologies are highly relevant for those interested in neurodiversity, coaching, or workplace inclusion but are less common in standard conversations or even within traditional HR practice. This episode presents them in a nuanced, practical context, encouraging deeper exploration and use in real-life settings.
SEO Optimised YouTube Content
Focus Keyword: Unlocking Neurodivergent Potential
Video Title
Unlocking Neurodivergent Potential for Positive People Experiences | #InclusionBitesPodcast
Tags
Tags: unlocking neurodivergent potential, neurodiversity, ADHD, inclusive coaching, positive people experiences, culture change, diversity and inclusion, workplace inclusion, neuroinclusive coaching, Alexandra Belletier, Joanne Lockwood, inclusion podcast, See Change Happen, belonging, radical communication, executive function, workplace accessibility, self-advocacy, psychological safety, ADHD in the workplace, neurodivergent strengths, inclusive cultures, adaptive leadership, empowerment, habit building, stigma
Killer Quote
Killer Quote: "Neurodivergence, in many ways, there might be struggles associated with it, but it doesn't mean that you have to struggle. It's just about finding what works really well for your brain, what works for your lifestyle and being able to capitalise on what's working well." – Alexandra Belletier
Hashtags
Hashtags: #UnlockingNeurodivergentPotential, #PositivePeopleExperiences, #InclusionBitesPodcast, #Neurodiversity, #CultureChange, #ADHD, #InclusiveCoaching, #WorkplaceInclusion, #Belonging, #DiversityandInclusion, #RadicalCommunication, #PsychologicalSafety, #Empowerment, #NeurodivergentStrengths, #SeeChangeHappen, #AdaptiveLeadership, #HabitBuilding, #SelfAdvocacy, #InclusiveCultures, #StigmaReduction
Why Listen
Are you curious about the distinctive strengths and challenges that neurodivergent individuals bring to our workplaces and communities? In this episode of the Inclusion Bites Podcast, I have the privilege of engaging in an enlightening conversation with Alexandra Belletier, operations manager and lead ADHD coach at Shimmer ADHD Coaching. Together, we dive deep into the heart of Unlocking Neurodivergent Potential, shedding light on the pivotal role neuroinclusive coaching plays in steering Culture Change and driving truly Positive People Experiences.
From the very start, Alexandra unpacks why traditional coaching methods often fall short for the neurodivergent community. You’ll hear how coaching for neurodiversity is not about imposing a rigid template upon people, but about crafting flexible, individualised approaches that recognise each person’s unique “spiky wheel” of strengths and needs. In a world obsessed with conformity, Alexandra’s insights challenge the status quo by encouraging radical, transparent communication of needs and advocating for strength-based, collaborative support.
We don’t stop at talking about the workplace—our conversation explores how neurodivergent individuals often have to navigate a world that wasn’t designed with them in mind, whether at work, within families, or educational settings. You’ll discover practical, real-world examples that break down the barriers faced by those with ADHD and other forms of neurodivergence, from difficulties with time management to challenges with note-taking and meeting deadlines. Alexandra outlines simple, adaptive strategies—such as narrowing the focus of questions in coaching sessions or leveraging technology like AI note-takers and fidget tools—that can make a tangible difference.
One key theme that runs throughout is the concept of self-advocacy—how can neurodivergent people effectively communicate their needs, and when (or if) should they disclose their neurotype? Our dialogue unpicks the nuanced risks and rewards in different workplace cultures, highlighting the importance of psychological safety, peer support, and flexibility. For managers and colleagues, you’ll find a host of actionable tips for engaging positively with neurodivergent team members, such as focusing on observable behaviours, engaging in outcome-based communication, and remaining open to alternative routes to success.
We also delve into the realities of living as a neurodivergent adult—both Alexandra and I share authentic, sometimes humorous, anecdotes about procrastination, the pressure to overdeliver, and the drive to optimise tasks rather than default to “doing things the hard way.” This episode dispels the myth that neurodivergent people are inherently lazy, instead reframing those so-called “shortcomings” as demonstrations of resourcefulness, creativity, and adaptability.
If you are leading a team, supporting neurodivergent colleagues, or are on your own journey of self-discovery, listening to this episode will leave you with a robust toolkit for fostering more inclusive, dynamic, adaptive environments. Alexandra’s warmth, practical wisdom, and her holistic perspective on neurodivergence offer both comfort and inspiration—reminding us that Culture Change starts with small, human actions and conversations, and that true Positive People Experiences only emerge when everyone can bring their whole selves to the table.
So, why listen? Because this isn’t just another diversity chat. It’s a masterclass in turning theory into practical inclusion, engineered for real culture shift—one story, one conversation, and one empowering action at a time.
Closing Summary and Call to Action
In this foundational episode on Unlocking Neurodivergent Potential, we’ve journeyed through some of the most pressing issues and transformative possibilities around neurodiversity and inclusion. Here’s your comprehensive guide to action, distilled from the robust discussion with Alexandra:
Key Learning Points & Actionable Insights
Understanding the Spiky Wheel of Neurodivergence
Recognise that neurodivergence isn’t a straight line; it’s a multidimensional profile of strengths, challenges, and preferences. Abandon the search for a “stereotypical” neurodivergent person—embrace uniqueness in every interaction.Focus on Culture Change, Not Just Compliance
True inclusion is not about ticking a box. It requires a shift in organisational attitudes, policies, and daily behaviours—embedding Positive People Experiences at every level. Challenge yourself and your organisation to move from awareness to meaningful action.Neuroinclusive Coaching is Collaborative, Not Prescriptive
Coaching for neurodivergence demands empathy, flexibility, and a willingness to co-create strategies. As Alexandra says, “I’m not here to tell you what to do; I’m here to work with you to find what works best.” If you lead or coach others, ask not “How do I fix you?” but “How can we work together for your success?”The Power of Radical Communication
Replace assumptions with candid discussions about needs, communication preferences, and working styles. Normalise check-ins about how best to engage, whether it’s through eye contact, meeting structures, or the use of fidget devices.Supporting Self-Advocacy and Safety
Encourage neurodivergent colleagues to advocate for what they need—but never demand disclosure. Create environments where individuals feel safe exploring accommodations without fear of stigma. Focus on behaviours and job outcomes, not diagnoses.Actionable Strategies for Everyday Inclusion
Use specific, outcome-focused questions instead of broad, open-ended ones in meetings and coaching sessions.
Facilitate access to agendas, notes, or recordings in multiple formats to accommodate varying learning and memory needs.
Encourage breaks, movement, and the use of fidget tools as legitimate support strategies in meetings.
Managing Tech and Interruptions
Recognise the double-edged sword of technology—phones and apps can support focus or fuel distraction. Collaboratively explore how digital tools and habits might be optimised to reduce overwhelm and support executive function.Reframing Perceived Weaknesses as Strengths
Reconsider the narrative around procrastination and non-traditional work styles. Sometimes “cutting corners” is actually intelligent resource allocation. Evaluate success by results—not rigid adherence to processes.The Role of the Employer and Manager
If you manage others, focus on outcomes and be curious about the “how” without judgement. Engage in ongoing dialogue about reasonable adjustments, and lead by example by sharing your own communication preferences and challenges.Resist the Stigma—Celebrate Difference
Champion the message that neurodivergence is a natural variation, not a deficit. Celebrate diversity in thought, approach, and problem-solving. Learn from neurodivergent peers and honour the creative richness they bring.
How to Turn Insight into Action Now:
Reflect on how you currently engage with neurodivergent colleagues or clients. Where might your practices unintentionally exclude or disadvantage someone?
Identify one meeting, process, or policy you could make more neuroinclusive over the next week.
Begin conversations about “how we work together” rather than “what’s wrong?”
Use technology judiciously—leverage AI note-takers and structured agendas, but also give permission for digital downtime.
Encourage and model self-advocacy. Be the first to share your own working preferences and invite others to do the same.
When in doubt, ask: “What would make this easier or more engaging for you?”
Seek out further training or coaching on neurodiversity and inclusive communication.
Most importantly, keep listening, adjusting, and championing stories like Alexandra’s, because real inclusion is a moving target—one we must all strive towards, together.
Outro
Thank you for joining me on this episode of the Inclusion Bites Podcast. If you found insight, comfort, or inspiration in this conversation, do like and subscribe to the channel so you never miss an episode. For all resources mentioned and to discover more about creating Positive People Experiences and spearheading real Culture Change in your organisation, visit:
SEE Change Happen: https://seechangehappen.co.uk
The Inclusion Bites Podcast: https://seechangehappen.co.uk/inclusion-bites-listen
If you’ve got stories, questions, or your own perspectives to share, don’t hesitate to reach out—let’s keep building a world where everyone belongs and thrives.
Stay curious, stay kind, and stay inclusive – Joanne Lockwood
Root Cause Analyst - Why!
Certainly. Analysing the episode "IBS163 – Unlocking Neurodivergent Potential" of The Inclusion Bites Podcast, several core issues about neurodivergence and its interface with coaching, workplace dynamics, and broader society emerge. Let us take a structured root cause approach:
Key Problem Identified
Neurodivergent individuals, particularly those with ADHD, often struggle to thrive in environments—most notably workplaces—designed for neurotypical norms. This results in challenges around productivity, self-advocacy, communication, and overall well-being.
1st Why: Why do neurodivergent individuals struggle in neurotypical environments?
Because the systems, expectations, and practices—especially in workplaces—are structured with a neurotypical template in mind. There is minimal design or adaptation for neurodiverse dynamics such as divergent thinking, stim needs, or alternative communication and processing styles.
2nd Why: Why are environments structured for neurotypical norms?
Because both historical and prevailing organisational cultures have adopted a 'one-size-fits-all' approach, using traditional models of productivity, interaction, and learning. These models are rarely interrogated for inclusivity unless actively disrupted.
3rd Why: Why is this 'one-size-fits-all' approach rarely challenged?
Because awareness and understanding of neurodiversity—including the range of strengths and needs—remain limited among key decision makers. There is a lack of visibility and, consequently, a paucity of informed advocacy or policy change.
4th Why: Why is there limited awareness and understanding of neurodiversity among decision makers?
Because neurodivergence has been historically stigmatised, under-diagnosed, and only recently is becoming more openly discussed. Moreover, many neurodivergent people either mask or do not disclose, fearing stigma or career repercussions, limiting the impetus for systemic change.
5th Why: Why has neurodivergence been historically stigmatised and under-discussed?
Because societal narratives have equated difference with deficiency, particularly in cognitive or behavioural presentation. Educational and medical paradigms, as cited in the episode, often pathologised difference rather than recognising natural neurological variation and strengths.
Summary of Root Causes
Systemic adherence to neurotypical standards.
Organisational inertia: lack of meaningful interrogation into standard practices.
Limited neurodiversity education and advocacy at leadership levels.
Persistent stigma and lack of safe spaces for disclosure.
Deeply embedded societal narratives equating difference with deficiency.
Potential Solutions
1. Intentional Design of Neuro-Inclusive Practices:
Develop policies, coaching frameworks, and working environments which acknowledge variation in attention, learning, and communication. This includes explicit signposting of expectations, flexible deadlines, fidget-friendly environments, use of accessible technology for note-taking, and routine modification.
2. Leadership Education and Accountability:
Embed neurodiversity training in management and HR functions. Ensure leaders understand 'the spiky wheel'—the individualised, multi-dimensional nature of neurodivergence.
3. Normalise Conversations Around Difference:
Frame neurodiversity as natural variance, not pathology. Use internal storytelling and visible advocacy (e.g., leadership sharing their neurodivergent experiences) to reduce stigma.
4. Provide Multiple Avenues for Self-Advocacy and Disclosure:
Move beyond binary models of disclosure. Allow staff to request adjustments on the basis of function (e.g., ‘I need pre-reading before meetings’), not just diagnosis.
5. Foster Radical Communication:
Train staff in transparent, expectation-led discussions—ask and clarify preferred communication and working styles. Model empathy and curiosity rather than conformity.
6. Promote Specialist Coaching:
Offer neuro-inclusive or specialist ADHD coaching, as described by the guest Alex Bellettier, to provide tactical, strengths-based support for neurodivergent adults.
Conclusion
Unlocking neurodivergent potential requires a concerted shift from reactive to proactive design of environments, policies, and interpersonal norms. Only by interrogating each systemic layer—challenging the very 'why' of our organisational and societal defaults—can we replace inertia with inclusion and stigmatised silence with thriving difference.
Canva Slider Checklist
Episode Carousel
Slide 1:
✨ What if your “different” way of thinking is actually your superpower?
Slide 2:
🧠 Neurodivergent talent is being unlocked like never before! From creative problem-solving to radical communication, embracing these differences transforms how we work, parent, and connect.
Slide 3:
🚦 But here’s the challenge: Traditional workplaces are often built for neurotypical brains, leaving neurodivergent individuals to self-advocate and navigate alone. What if we flipped the script and empowered everyone to thrive?
Slide 4:
💡 In our latest episode, Alex Bellettier of Shimmer ADHD Coaching joins host Joanne Lockwood to reveal practical, empowering ways to tap into neurodivergent potential—from self-advocacy to workplace communication and beyond!
Slide 5:
🎧 Ready to disrupt old norms and spark real inclusion? Listen to “Unlocking Neurodivergent Potential” now on Inclusion Bites!
🔗 seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #UnlockPotential #Neurodiversity #Belonging
6 major topics
Unlocking Neurodivergent Potential: Six Catalysts for Inclusion and Belonging
Meta Description: Unlocking neurodivergent potential isn’t just about labels; it’s about fostering workplace inclusion, championing strengths, and challenging stereotypes. I reflect on my thought-provoking conversation with Alex Belletier to illuminate how we can create truly neuro-inclusive environments.
The quest for unlocking neurodivergent potential sits at the heart of real inclusivity. When I sat down with Alex Belletier of Shimmer ADHD Coaching, the conversation sparkled with insight, personal anecdotes, and practical advice about celebrating diverse minds. Together, we didn’t just touch on how neurodivergent individuals are often expected to mould themselves to the world’s standards; we flipped the script to focus on how workplaces and communities can evolve to support all neurological differences.
Let me take you on a journey through the six major facets we explored—each one a step towards a more inclusive society, richer in ideas, strengths, and opportunities. Along the way, I’ll share those moments that piqued my curiosity and challenged my assumptions.
1. Rethinking Neuro-Inclusive Coaching: Beyond Traditional Models
We began by probing the key question: What does it truly mean to have neuro-inclusive coaching? Alex made it clear. Traditional coaching, she explained, often assumes everyone processes information the same way or responds best to the same broad, open-ended queries. Neurodivergent individuals, particularly those with ADHD, are frequently left overwhelmed by such generic approaches—think of being asked, “How have things been?” or, “Tell me about yourself.” These questions, while well-intentioned, can be a maze for a divergent mind.
Instead, Alex advocates for coaching that is explicit and tailored, where the initial dialogue is rooted in specificity and empathy. Rather than expecting individuals to squeeze themselves into narrow definitions or standardised frameworks, a neuro-inclusive coach adapts methods—bringing purposeful structure without compromising autonomy. This approach, I mused, doesn’t just unlock potential; it respects the rich variety of neurotypes, inviting each person to thrive on their own terms.
Curiosity Point: What if every workplace interaction or review began with genuine curiosity about individual needs rather than a one-size-fits-all script? How much hidden talent might emerge?
2. Navigating the Neurotypical World: Advocacy and Self-Discovery
Our exchange naturally pivoted to the perennial challenge: How do neurodivergent individuals navigate a world built for neurotypical minds? All too often, systems and expectations are designed around a “default” way of thinking, leaving neurodivergent people to fend for themselves or compensate in silence.
Alex emphasised the importance of self-advocacy—not merely coping but discovering and communicating what truly works for you. Self-advocacy, we agreed, is not about fitting in; it’s about defining your own terms of engagement. This also means rejecting stereotypes. Neurodivergence is not a single spectrum nor a diagnosis with a monolithic set of traits. Each person’s experience is a “spiky wheel”—interwoven with distinctive strengths and challenges.
Curiosity Point: What new possibilities might arise if teams welcomed neurodivergent voices in the earliest stages of decision-making, rather than trying to adapt retroactively?
3. The Modern Workplace: Creative Strengths and Systemic Barriers
We swiftly moved into the territory of work and productivity. I was struck by how many neurodivergent strengths remain untapped due to inflexible roles or poorly tailored expectations. Alex described how many neurodivergent people have superb creative and problem-solving abilities, especially when allowed to collaborate and engage meaningfully.
However, barriers abound—strict deadlines, isolated roles, and ambiguous expectations can stifle both performance and confidence. The tendency to over-promise or procrastinate under pressure isn’t a lack of discipline but a byproduct of unmet cognitive needs, often compounded by years of negative feedback.
Curiosity Point: How might projects transform if managers designed roles that leaned into hyperfocus and innovative thinking, rather than penalising divergence from the norm?
4. Communication, Social Etiquette, and Radical Transparency
One of the most enlightening moments was our exploration of workplace communication. The entrenched “rules” of engagement—eye contact, instantaneous replies, or note-taking by default—often serve neurotypical norms while inadvertently excluding others.
Alex championed radical communication, where each party transparently discloses preferences, needs, and challenges. Imagine a manager asking, “How do you prefer to absorb information in meetings?” rather than lamenting a lack of eye contact. Such transparency isn’t just kind; it cultivates psychological safety.
Intriguingly, even devices like phones or fidget toys entered the conversation. We noted how rethinking their place in meetings—seeing them not as distractions but as engagement tools—can serve everyone better.
Curiosity Point: How might mutual “user manuals” for communication shift the productivity and harmony of diverse teams?
5. Technology as Ally or Adversary: Dopamine, Habits, and Focus
Our environment bombards us with constant notifications, and nowhere is this more pronounced than with our devices—“phones” that are, in truth, personal communication hubs. Alex and I shared our own coping mechanisms: disabling alerts, using AI to take notes, and placing boundaries around digital communication.
For many neurodivergent people, technology can both stimulate and derail. Whether it’s using a smartphone as a modern fidget spinner or battling the urge to clear notification badges, it’s clear that these tools need not be foes. If managed mindfully, technology can complement neurodivergent working styles, making the invisible visible and the overwhelming manageable.
Curiosity Point: Could smarter, customisable tech routines be the missing ingredient for sustaining focus and reducing stress at both individual and organisational levels?
6. The Power of Acceptance, Curiosity, and Adaptation
To close, we reflected on the importance of self-acceptance and the futility of chasing illusory ideals of productivity. Not everyone needs fixing or a label; sometimes, what matters most is understanding oneself, optimising personal systems, and finding confidence in difference.
Alex wisely reminded me: “Humans are inherently goal-oriented. Often what’s called ‘laziness’ is really resourcefulness—picking the shortest, most efficient path.” We both agreed—true inclusion flourishes when individuals are not just tolerated but celebrated for the unique ways they deliver value.
Curiosity Point: What would happen if “optimising your own route” became a workplace mantra and organisations embraced bespoke pathways to success for every employee?
Unlocking neurodivergent potential is not a fleeting trend but an ongoing invitation. It’s about empowering all minds—neurodivergent and neurotypical alike—to shape environments where strengths are illuminated and belonging is the norm, not the exception.
For more actionable insights and bold conversations around inclusion, belonging, and neuro-inclusivity, you can always reach me via jo.lockwood@seechangehappen.co.uk or explore further at Inclusion Bites. Let’s keep igniting
the spark of real change—one conversation at a time.
TikTok Summary
Unlock the power of neurodivergence! 🌈✨ Dive into Episode 163 of Inclusion Bites, where Joanne Lockwood explores how ADHD coaching can empower authentic strengths, banish stigma, and re-shape workplaces for EVERY mind. Ever wondered why your brain works differently—or how to thrive at work, not just survive? This episode’s full of bold stories, practical tips, and real talk on self-advocacy and inclusion. Ready to challenge the status quo? 🔥 Listen to the full conversation here:
https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Neurodiversity #ADHD #Belonging #SeeChangeHappen
Slogans and Image Prompts
Certainly! Here are vibrant slogans, soundbites, and quotes drawn directly from the episode “Unlocking Neurodivergent Potential” of The Inclusion Bites Podcast, all perfectly suited for cups, t-shirts, stickers, and more. Each comes with a detailed AI image generation prompt to create irresistible and empowering merchandise. Hashtag options have also been included.
1. “Ignite the Spark of Inclusion”
Usage: T-shirt, mug, sticker, or notebook
AI Image Prompt:
Design a dynamic spark or burst of light, composed of diverse, abstract human silhouettes in a spectrum of bold colours, shining outward from a central, glowing point. The scene should feel empowering and modern, with clean lines and a slight sense of movement, text ‘Ignite the Spark of Inclusion’ in elegant, sans-serif typeface overlaying the image.
2. “Everyone Belongs, Everyone Thrives”
Usage: Mug, tote bag, desktop sticker
AI Image Prompt:
Create an illustration of a diverse group of people (various ages, abilities, races, and genders) standing together with arms linked or hands on hearts in a vibrant, stylised landscape. The group should be encircled by gentle, blooming vines or geometric shapes representing growth and unity. Text ‘Everyone Belongs, Everyone Thrives’ wraps below in warm, inclusive typography.
3. “Radical Communication, Real Inclusion”
Usage: Badge, t-shirt, hoodie, sticker
AI Image Prompt:
Visualise two speech bubbles overlapping, one filled with vivid colours and the other a softer pastel, denoting diverse perspectives. In the overlap, depict a radiant heart symbol or handshake. Place the phrase ‘Radical Communication, Real Inclusion’ below in a contemporary typeface, with subtle metallic or holographic accents.
4. “Not Broken, Just Brilliantly Different”
Usage: T-shirt, mug, water bottle, laptop sticker
AI Image Prompt:
Show a mosaic brain formed from assorted, colourful puzzle pieces – each piece unique in size and hue. Above or beneath the image, artistically script the wording ‘Not Broken, Just Brilliantly Different’ in an uplifting, approachable font. Add subtle sparkles or light accents to elevate the celebratory tone.
5. “Optimising the Route to Thrive”
Usage: Work desk mat, sticker, coffee mug
AI Image Prompt:
Depict a labyrinth or network of brightly coloured lines converging at a shining goal, such as a star or blooming flower. Overlaid on the journey path, display the phrase ‘Optimising the Route to Thrive’ in clean, modern lettering, with arrows, doodled icons, and light bursting effects.
6. “Celebrate the Spiky Wheel”
Usage: Badge, pin, hoodie, eco bag
AI Image Prompt:
Illustrate a stylised, spiky wheel with each spoke a different vibrant colour or pattern, radiating diversity and uniqueness. Centre the visual with the phrase ‘Celebrate the Spiky Wheel’ in playful, bold lettering, adding subtle motion blur or shimmer effects to suggest energy and movement.
7. “Inclusion: It’s More Fun That Way”
Usage: Mug, coaster, t-shirt
AI Image Prompt:
Create a whimsical, joyous scene with people of different backgrounds riding a roller coaster shaped like the word ‘Inclusion,’ all smiling and hands up. Around the scene, sprinkle confetti or playful geometric shapes. Add the text ‘Inclusion: It’s More Fun That Way’ in fun, bouncy typography.
8. “Humans Are Inherently Goal-Oriented—Let’s Make the Journey Ours”
Usage: Poster, t-shirt, desk art
AI Image Prompt:
Show a diverse group ascending a stylised mountain trail, with multi-coloured flags marking checkpoints. Sky is a gradient dawn or dusk, symbolising possibilities. Place the text ‘Let’s Make the Journey Ours’ in bold lettering at the base, with ‘Humans Are Inherently Goal-Oriented’ as a smaller banner at the summit.
9. “Neurodivergence: A Natural Variation, Not a Problem to Fix”
Usage: T-shirt, bookmark, conference banner
AI Image Prompt:
Depict a field of wildflowers, each uniquely shaped and coloured, bending towards the sun—no two the same. Overlay the phrase ‘Neurodivergence: A Natural Variation, Not a Problem to Fix’ in graceful script across the sky.
10. Top Hashtags
#InclusionBites
#BrilliantlyDifferent
#RadicalCommunication
#EveryoneThrives
#CelebrateSpikyWheels
#UnlockNeuroPotential
#InclusionIsFun
#NotBrokenJustBrilliant
#DiversityByDesign
#ThriveTogether
Every slogan above is extracted and inspired by direct themes, metaphors, and quotes within the episode transcript. These are designed to empower, start conversations, and highlight the heart of Inclusion Bites: challenging norms, celebrating diversity, and fostering belonging.
Inclusion Bites Spotlight
This month’s Inclusion Bits Spotlight shines on “Unlocking Neurodivergent Potential,” a thought-provoking episode of The Inclusion Bites Podcast hosted by Joanne Lockwood. Our featured guest, Alex Belletier, Operations Manager and Lead at Shimmer ADHD Coaching, brings an insightful and pragmatic perspective on supporting the ADHD community with neuro inclusive coaching methodologies.
Alex is passionate about advancing neuro inclusive practices and holds a lifelong commitment to learning. Her approach pivots away from one-size-fits-all solutions, recognising the vast spectrum of neurodivergent experience. Rather than viewing neurodivergence through a deficit lens, Alex champions the idea of the “spiky wheel”: understanding that strengths, challenges, and preferences manifest uniquely across individuals, whether in the workplace, education, or daily life.
In this episode, Alex discusses how traditional coaching methods often centre on neurotypical expectations and how even small adjustments—such as using more focused questions or making meetings more accessible—can foster real engagement. She further explores the value of self-advocacy, illuminating why no two neurodivergent people are ever quite the same, and emphasises the importance of radical communication and psychological safety in both professional and personal spheres.
Joanne and Alex address practical strategies for navigating deadlines, managing distractions, and establishing communication protocols that empower neurodivergent individuals to thrive without compromising authenticity. They also challenge us to dismantle the enduring societal stigmas that surround neurodiversity and to imagine more flexible, inclusive systems at work and beyond.
This episode not only celebrates neurodivergent strengths but also equips listeners—whether managers, colleagues, or individuals on their own journeys—with actionable insights for creating workplaces and communities where neurodiversity is not merely accommodated but truly valued.
Listen in to discover how unlocking neurodivergent potential can drive positive change and reshape our understanding of inclusion for everyone.
Catch the full episode, “Unlocking Neurodivergent Potential,” and join the conversation at: https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #UnlockingPotential #Neurodiversity #Belonging
YouTube Description
Unlocking Neurodivergent Potential: Why Fitting In is Holding Us Back | Inclusion Bites Podcast #163
Are we truly making space for neurodivergent brilliance—or just forcing everyone to conform to neurotypical rules? Discover why traditional coaching and workplace cultures might be missing a trick, and learn how unlocking neurodivergent potential isn’t just about inclusion, it’s about unleashing unprecedented creativity and performance.
In this thought-provoking episode of Inclusion Bites, host Joanne Lockwood welcomes Alex Bellettier, Operations Manager at Shimmer ADHD Coaching, for a candid discussion on what it really means to create neuro-inclusive environments. Through practical coaching insights and real-world anecdotes, Alex challenges the “one-size-fits-all” mentality, illustrating how coaching tailored for ADHD and neurodivergence goes beyond mere accommodation—it's about empowering individuals to thrive on their own terms.
What you’ll discover:
Why neuro-inclusivity in coaching and management is still lacking—and how to start bridging that gap.
The hidden everyday challenges neurodivergent individuals face at work, from deadline dilemmas to communication minefields.
How radical communication and flexibility in workplace systems can turn diversity into a collective advantage.
Actionable techniques for self-advocacy, productivity, and building systems that play to individual strengths, not perceived deficits.
How greater understanding leads to less stigma and more psychological safety, benefitting everyone.
Listening to this episode will make you ask:
How open are your workplace—or your personal habits—to true neuro-inclusion?
Could shifting your communication and coaching approach change someone’s sense of belonging… or even your own?
Key takeaways & actions:
Challenge broad, unfocused questions and instead use specific, explicit communication.
Focus on strengths, not just barriers—empower individuals to discover what works best for them.
Foster psychological safety by normalising differences and providing practical adjustments.
For managers: prioritise radical candour and curiosity, not assumptions or labels.
For individuals: experiment with systems, ask for what you need, and know that optimising your own route is efficiency, not laziness.
This episode might just change the way you see difference—and yourself.
#InclusionBites #Neurodiversity #ADHDAwareness #Belonging #DiversityAndInclusion #InclusiveCoaching #Neuroinclusion #WorkplaceWellbeing #UnlockPotential #SeeChangeHappen
Listen now and reignite your thinking: Inclusion Bites Podcast
Contact Joanne: jo.lockwood@seechangehappen.co.uk
Like, share, and subscribe for more bold conversations that spark change!
Ready to rethink what’s possible? This is more than a podcast. It’s a revolution in how we think, feel, and act towards difference.
10 Question Quiz
Multiple Choice Quiz: Unlocking Neurodivergent Potential
Based on the Host’s Contributions from Inclusion Bites Episode 163
1. What is Joanne Lockwood’s perspective on the purpose of Inclusion Bites?
A) Providing entertainment for HR professionals
B) Challenging the status quo and igniting conversations about inclusion
C) Offering legal advice to businesses
D) Focusing solely on neurodiversity in children
2. According to the host, what initial approach should be used when engaging with someone about their neurodivergence in the workplace?
A) Disclose all personal medical information immediately
B) Focus on observed behaviours and workplace expectations
C) Avoid transparency at all costs
D) Request a comprehensive medical diagnosis
3. Joanne notes that open-ended questions like “how are you?” can be difficult in neuro-inclusive coaching. What is the recommended approach?
A) Make questions as broad as possible
B) Avoid asking questions altogether
C) Narrow questions to focus on specific, recent topics or goals
D) Only ask about a person’s background
4. The host describes a dynamic rather than a categorical model to understand neurodiversity. What form does she liken this to?
A) A straight line from neurotypical to neurodivergent
B) A spiky wheel with facets of individual traits
C) A binary system
D) A pyramid of social skills
5. When discussing social norms such as eye contact and fidgeting, what does Joanne emphasise?
A) Social norms should always be enforced
B) Physical engagement like fidgeting may aid, not hinder, participation
C) Only eye contact matters in conversations
D) All team members must behave identically
6. What coping strategy does Joanne personally use to manage her tendencies regarding task deadlines?
A) Starting all projects immediately
B) Relying on last-minute optimisation and accepting her natural workflow
C) Delegating all work to others
D) Ignoring all deadlines
7. Joanne points out that learning to self-advocate is crucial for neurodivergent individuals. What key aspect does she highlight for this self-advocacy?
A) Always disclose diagnoses formally
B) Focus on needs and facilitate transparent communication without necessarily disclosing detailed diagnoses
C) Withhold information from colleagues
D) Only communicate through written channels
8. What, according to Joanne, is one challenge neurodivergent people often face at work?
A) Too many opportunities for high-speed internet
B) Difficulty utilising their strengths in typical workplace systems
C) An overabundance of creative projects
D) Being given extra holidays
9. How does Joanne suggest managers engage neurodivergent employees who haven’t self-identified?
A) By assuming their diagnosis and acting on it
B) By focusing on workplace behaviours and expectations and encouraging open dialogue
C) By issuing performance warnings directly
D) By appointing them as team leaders
10. In discussing the increase in people identifying as neurodivergent, what factor does Joanne mention?
A) A modern epidemic caused by technology
B) Growing societal visibility and more curiosity, rather than there being “more” neurodiverse individuals now
C) Sudden changes in education
D) A government initiative
Answer Key & Rationales
B — Joanne frames Inclusion Bites as a platform for challenging the status quo and sparking inclusion (“your sanctuary for bold conversations that spark change”).
B — She advocates for focusing on observed workplace behaviours rather than immediate disclosure or diagnosis.
C — Joanne discusses narrowing questions to help neurodivergent individuals engage effectively (“narrow down the scope, make it a little easier”).
B — The “spiky wheel” analogy is used instead of a continuum (“not really what we're looking at. We're looking at a spiky wheel…”).
B — She highlights that behaviours such as fidgeting can aid engagement, not hinder it (“That doesn't mean they're distracted by it. It might actually be helping them engage.”).
B — Joanne admits to being “a five minute to midnight person”, who optimises tasks last minute and accepts it as her working style.
B — She notes applying self-advocacy without formal disclosure, focusing on needs and general communication (“there is a way to navigate and ask for what you need without having to disclose...”).
B — Joanne says that not utilising strengths and feeling unsupported by neurotypical-centric systems is common.
B — She recommends a focus on behaviours, outcomes, and conversation, not on assumed diagnoses.
B — Joanne ascribes growing rates of self-identity in neurodiversity to increased visibility and curiosity, not an actual boom in neurodivergence.
Summary Paragraph
This episode of Inclusion Bites, hosted by Joanne Lockwood, delves into unlocking neurodivergent potential with an emphasis on practical inclusion and empowerment. Joanne challenges the status quo, urging listeners to create environments where transparent communication and focusing on needs—rather than formal diagnoses—drive support for neurodivergent individuals. She advocates for narrowing questions in coaching sessions, using the “spiky wheel” model to appreciate the multifaceted nature of neurodiversity, and recognises that behaviours like fidgeting can enhance rather than disrupt engagement. Joanne openly discusses her own tendency to work optimally under deadline pressure, illustrating the value of embracing individual workflows. She encourages both managers and neurodivergent individuals to focus on behaviours, outcomes, and radical self-advocacy while fostering psychologically safe conversations. Finally, she highlights that the rising visibility of neurodiversity today is tied not to an increase in such individuals, but to greater recognition, curiosity, and openness within society and the workplace. This episode empowers listeners to understand and apply these principles, nurturing belonging while acknowledging the unique strengths of every individual.
Rhyme Scheme and Rhythm Podcast Poetry
Unlocking Neurodivergent Potential
In a world defined by time and pace,
Where rules and norms can stifle grace,
Some thinkers dance to a different beat,
With energy, fidgets, and restless feet.
The open questions, broad and wide,
Can scatter focus, drain the tide;
But narrow entry, gentle steer,
Brings clarity a mind holds dear.
Not all are meant for rigid form,
Not everyone thrives in the social norm;
A spiky wheel—each spoke unique—
Perspective wide, not mild or meek.
Hyperfocus, that potent stream,
Where outside noise becomes unseen,
Yet quick to judge what shan’t conform—
We miss the brilliance in the storm.
Creativity blooms where structure bends,
Systems flex and rules transcend;
Embrace the fidget, the quiet eye,
Let spinning thoughts and questions fly.
Deadlines loom and notes are missed,
Perfectionism, over promised lists;
But with compassion, tools and space,
We all can thrive—no need to chase.
It’s not correction, cure, or fix,
But finding ways for needs to mix;
Communication’s candid art—
Declare what aids the wandering heart.
Advocate softly, try anew,
Discover strengths old labels skew;
There’s power in a flexible mind—
New solutions wait for us to find.
So, should you wish to learn much more,
To champion change and spirits restore,
Subscribe, reflect, and spread the word,
Let every voice be seen and heard.
With thanks to Alex Belletier for a fascinating podcast episode.
Key Learnings
Key Learning & Takeaway
The central message of this episode, "Unlocking Neurodivergent Potential," is that true neuro-inclusivity is not about asking neurodivergent individuals simply to fit within neurotypical systems. Instead, it is about enabling people to self-advocate, build on their strengths, and develop bespoke strategies for thriving—whether in the workplace or everyday life. Neurodivergence is a natural human variation; supporting it requires radical communication, tailored coaching, and dismantling the one-size-fits-all approach.
Point #1: Neuro-Inclusive Coaching Requires Intentional Adaptation
Traditional coaching often assumes a neurotypical mode of engagement—open-ended questions, unstructured check-ins, or expectations of self-direction. Neuro-inclusive coaching adapts these methods, making conversations more focused and explicit, to meet people where they are, and support the often “spiky” profiles neurodivergent individuals present.
Point #2: Self-Advocacy and Custom Systems Trump Universal Solutions
It’s not about forcing everyone into the same box; individuals must be empowered to experiment and discover systems that work for them. Accepting personal working styles, such as deadline-driven productivity or alternative approaches to focus, should be validated rather than pathologised.
Point #3: Open Communication is the Foundation of Inclusion
Inclusion, especially for neurodivergence, flourishes when dialogue is honest and needs are expressed. Whether communicating with managers, colleagues, or family, clarity about how people operate best replaces assumptions with understanding—and prevents “one right way” thinking.
Point #4: Societal Shifts Are Making Neurodivergence More Visible—But Stigma Remains
Increasing visibility and curiosity mean more people are identifying or exploring their neurodivergence, not because there's more of it, but because awareness is improving and the stigma is (slowly) eroding. Yet, the challenge persists: many environments still lack the psychological safety and systemic flexibility required for neurodivergent individuals to truly thrive.
For further inspiring episodes and actionable insights, visit Inclusion Bites or reach out to Jo at jo.lockwood@seechangehappen.co.uk.
Book Outline
Certainly! Here is a comprehensive book outline, derived solely from the guest’s contributions in the podcast episode “Unlocking Neurodivergent Potential” from The Inclusion Bites Podcast. This outline is structured to serve as a robust foundation for a book, providing clear chapters, subheadings, quotes, suggested visual aids, and interactive elements to enrich the reader’s journey.
Book Title Suggestions:
Unlocking Neurodivergent Potential: Personal Paths to Thriving with ADHD
Navigating Neurodiversity: Empowerment and Self-Advocacy in Everyday Life
Neuroinclusive Journeys: Strategies and Mindsets for ADHD Success
The Spiky Wheel: Thriving Beyond Neurotypical Norms
Book Outline
Introduction
Setting the Scene:
Establish the concept of neurodiversity as a natural variation in human experience.
Introduce the importance of neuroinclusive approaches for individuals with ADHD.
Highlight the societal context—moving towards personal empowerment and strength-based support.
Key Quote:
“It is not something to be fixed, healed, treated. This is something that we’re working with...there are plenty of benefits with having a neurodivergent brain.”Visual Aid:
Infographic illustrating the spectrum of neurodiversity and overlapping characteristics.
Chapter 1: Understanding Neurodivergence and ADHD Fundamentals
Subheadings:
Rethinking Neurodiversity: The Spiky Wheel Instead of a Line
Elements of Neurodivergence: Social Engagement, Communication, Learning Styles
Redefining Strengths and Struggles
Key Quote:
“A lot of people view a linear line of more neurotypical, more neurodivergent. That’s not really what we’re looking at. We’re looking at a spiky wheel where there’s different facets of a person.”
Visual Aid:
Diagram contrasting the “linear” and “spiky wheel” models.
Reflection Question:
How do I see my own strengths and differences across various areas of life?
Chapter 2: The Challenge of Conformity—Barriers in Traditional Environments
Subheadings:
Neurotypical Bias in Workplaces and Societal Structures
The Cost of Expecting Conformity
Unseen Emotional Labour of Navigating Structures Not Designed for Neurodivergent Individuals
Key Quote:
“Unfortunately, a lot of workplaces...have a neurotypical approach...neurodiversity is sort of a side conversation.”
Example:
Real-life challenge: Difficulty with note-taking or remembering meeting actions.
Interactive Exercise:
Worksheet: Identifying areas in your environment where you feel pressured to “fit in” rather than thrive.
Chapter 3: Neuroinclusive Coaching—Meeting People Where They Are
Subheadings:
Foundational Practices: Intentional, Focused Questioning
Coaching Adaptations: From Open Queries to Specific, Supportive Guidance
Empowerment Through Collaboration (Not Prescription)
Self-Advocacy: Practical Approaches to Navigating Professional Relationships
Key Quote:
“The biggest part of coaching is the collaboration piece of exploring to view things in a way you haven’t viewed before...”
Visual Aid:
Flowchart: Coaching session routes—traditional vs. neuroinclusive approaches.
Reflection Question:
In your own experience, what kind of conversations help you open up and clarify your needs?
Chapter 4: Navigating Everyday Challenges and Harnessing Strengths
Subheadings:
Time Management, Deadlines, and the Five-Minute-to-Midnight Phenomenon
Decision Fatigue and Hyperfocus: Double-Edged Swords
The Myth of Laziness: Reframing Deficits as Differences
Developing Personal Systems and Mitigation Strategies
Key Quote:
“I know I can get it done in this time and it’s good quality and it’s working for me. We’re talking about when it’s not working for you...”
Example:
Use of AI note-takers to manage meeting actions and relieve cognitive load.
Overpromising and the mounting mountain of unfinished tasks.
Reflection Exercise:
Tracking your own approach to deadlines: What works, what doesn’t—why?
Chapter 5: Communication Styles and Social Protocols
Subheadings:
Misalignments in Social Etiquette: Eye Contact and Attention
Fidgeting, Movement, and Alternative Signals of Engagement
Digital Communication: Phones, Voice Notes, and Notification Overload
Negotiating Mutual Understanding in Professional and Personal Contexts
Key Quote:
“It takes, I would say, radical communication of your needs...Not just neurodivergent people, but also neurotypical people.”
Visual Aid:
Table: Different communication mediums and strategies for optimising engagement.
Interactive Element:
Self-assessment: What is your communication preference—and how does it align with your colleagues, friends, or family?
Chapter 6: Disclosure, Advocacy, and the Spectrum of Stigma
Subheadings:
When (and Whether) to Disclose: Weighing Context, Safety, and Support
Navigating Psychologically Safe vs. Unsafe Environments
The Evolving Public Conversation (Including Gender and Lifecycle Perspectives)
From Labels to Liberation: Diagnosis, Self-Understanding, and Stigma Reduction
Key Quote:
“There is a way to navigate and ask for what you need without having to disclose if that’s something you’re not sure of.”
Anecdote:
Reflecting on increased visibility, late diagnoses in adulthood, and shifts in societal acceptance.
Action Exercise:
Draft a script for requesting accommodations or flexible working arrangements without explicit disclosure.
Chapter 7: Technology, Habits, and the Attention Economy
Subheadings:
The Allure and Danger of Personal Communication Devices
Dopamine, Habit Loops, and Digital Distraction
Balancing Stimulation: Fidget Toys, Phones, and Productive Focus
Building Friction and Harnessing Technology for Good
Key Quote:
“The phone is meant to be a huge dopamine sink...I think there’s probably a bunch of different factors that go into why we might be reaching for our phone.”
Visual Aid:
Habit loop diagram: Triggers, rewards, and interventions for technology use.
Interactive Element:
Habit modification plan: Identifying unhelpful digital habits and designing alternative strategies.
Chapter 8: Embracing Neurodivergent Identity and Living Authentically
Subheadings:
Finding Acceptance and Self-Compassion
Entrepreneurship and Defining Success on Your Own Terms
Redefining Productivity, Motivation, and Personal Fulfilment
Key Quote:
“We know a lot of neurodivergent individuals do go on to be entrepreneurs and set their own workplace standards because the traditional way wasn’t working for them.”
Reflection Question:
What does thriving look like for you—and how can you pursue that on your own terms?
Chapter 9: Strategies for Managers, Allies and Advocates
Subheadings:
Behaviour-Focused Support: Talking About What Matters Without “Othering”
Radical Candour and Empathy in Leadership
Flexibility as a Foundation of Inclusion
Building Structures That Celebrate Difference, Not Just Tolerate It
Key Quote:
“It's important that people don't feel othered...It's about keeping the conversation open.”
Visual Aid:
Manager’s checklist for inclusive conversation and feedback loops.
Interactive Element:
Scenario-based practice exercises: Responding to common workplace situations in a neuroinclusive manner.
Conclusion: Moving Forward—A Call to Self-Discovery, Empathy, and Action
Summary:
Recap the key message: Neurodivergence is diversity to be valued, not a problem to be solved.
Emphasise individual pathways to thriving through understanding, acceptance, and tailored strategies.
Call to Action:
Challenge readers to reimagine inclusion not as adjustment, but as a celebration of the full spectrum of human neurocognitive experience.
Provide contact and resource information for further support and coaching.
Appendices & Supplementary Content
Glossary of Neurodiversity Terminology
Reflection Pages/Journaling Prompts
Sample Workplace Communication Scripts
Additional Reading List and Resources
Contact Information for Relevant Organisations and Coaching Services
Summary of Chapters
Understanding Neurodivergence: Foundations of neurodiversity and ADHD, emphasising individual strengths and differences beyond linear models.
The Challenge of Conformity: Explores barriers neurodivergent individuals encounter in traditional workplaces and societal structures.
Neuroinclusive Coaching: Outlines tailored coaching practices fostering empowerment and collaboration.
Navigating Challenges & Harnessing Strengths: Practical discussion of common daily obstacles and strategies to turn differences into strengths.
Communication Styles & Protocols: Analysis of conflicting social norms and practical ways to foster mutual understanding.
Disclosure & Advocacy: Navigating issues of disclosure, stigma, and the evolving landscape of public acceptance.
Technology & Habits: The impact of digital life on focus and strategies for balanced technology use.
Embracing Identity: The role of self-acceptance, entrepreneurial thinking, and authenticity in wellbeing.
For Managers & Allies: Guidance for leadership and peers in building truly inclusive and flexible cultures.
This outline is structured for a seamless reading experience, supporting both self-reflection and practical action, whilst maintaining a clear focus on the guest’s unique insights from the podcast. The book’s flow and content leverage direct lived experience, practical strategies, and opportunities for deeper engagement, tailored for those seeking authentic neuroinclusive change.
Maxims to live by…
Maxims for Unlocking Neurodivergent Potential
Meet People Where They Are
Adjust communication and expectations with the awareness that every individual’s brain works differently. Avoid requiring others to conform solely to traditional norms or your personal style.Clarity Breeds Confidence
Ask clear, focused questions rather than broad, open ones. Precision in conversation allows everyone, especially those who are neurodivergent, to engage meaningfully and respond with confidence.Assume Diversity, Not Sameness
Reject stereotypes. Recognise that neurodivergence presents as a unique pattern for each individual. No single experience or trait defines an entire community.Prioritise Radical Communication
Articulate your needs and preferences openly, and invite others to do the same. Eschew assumptions about preferred communication styles or ways of working.Flexibility is a Strength
View flexibility, both in systems and in thinking, as a necessity rather than an exception. Adapt processes and goals to fit the strengths and preferences of everyone involved.Strengths Before Struggles
Focus on amplifying personal strengths. Approach challenges as opportunities for collaboration and experimentation rather than as shortcomings to “fix”.Comfort is Not Laziness
Optimising routines and choosing the path that suits you is a form of resourcefulness, not laziness. Give yourself permission to do what works rather than conforming for conformity’s sake.Advocate Without Disclosure
Advocate for required adjustments or support by discussing behaviours and needs—there is no obligation to disclose labels or diagnoses to justify accommodations.Curiosity Over Criticism
Approach differences, delays, or miscommunications with curiosity—ask “what do you need?” rather than “why can’t you do this?”Embrace Imperfect Systems
No system needs to be perfect to be effective. If what works for you delivers results without harm, it is valid. Refrain from endless striving for “right” methods; focus on what is functional.Create Boundaries with Technology
Proactively manage notifications and interruptions from devices. Harness technology as a tool for support, not as a master that dictates your attention.Redefine Productivity
Value deep focus and unique working rhythms. Recognise that productivity can manifest as spurts of intense activity or in non-linear progress, depending on individual style.Empathy, Not Othering
When supporting others, especially in the workplace, discuss observable behaviours and outcomes, not labels or perceived deficits. Avoid “othering”; always seek to draw someone in, not single them out.Seek Mutual Understanding
Establish communication protocols and engagement preferences within teams, regardless of neurotype. Make it a joint project to discover how everyone collaborates best.Celebrate Natural Variation
Neurodivergence is a natural and valuable part of humanity, not a problem to be solved. Foster environments that encourage self-acceptance and celebrate different thinking as a collective asset.Challenge Stigma at Every Turn
Speak openly about neurodiversity when safe to do so. Challenge myths, misinformation, and stigma wherever encountered—education and exposure reduce prejudice.Ask for Help, Offer Help
Whether for self-development or to aid colleagues and loved ones, know that seeking and offering support are strengths, not weaknesses.Continuous Learning is Essential
Remain committed to learning about your own brain and others’. Stay open—tools, techniques, and understanding evolve continuously.Self-Acceptance Over Self-Judgement
Recognise that doing things differently is not failing. Accept and affirm your unique approach to life’s challenges.Champion Inclusion, Every Day
Strive for inclusion not as a one-off effort but as a daily practice. Challenge exclusionary norms and make space for everyone to participate and flourish.
Adopt these maxims as guiding principles to create a world where everyone—regardless of their cognitive style—can belong and thrive.
Extended YouTube Description
Unlocking Neurodivergent Potential: Transformative ADHD Coaching & Inclusion Strategies | Inclusion Bites Podcast IBS163
Welcome to Episode 163 of the Inclusion Bites Podcast, “Unlocking Neurodivergent Potential”! Host Joanne Lockwood sits down with Alex Bellettier, Operations Manager and Lead Coach at Shimmer ADHD Coaching, to explore how neuro-inclusive approaches are revolutionising personal and workplace success for individuals with ADHD and other neurodivergencies.
⏰ Timestamps
00:00 – Introduction & Welcome
02:29 – The reality of neuro-inclusive coaching
04:56 – Making coaching accessible for neurodivergent minds
08:14 – Diverse neurodivergent experiences: Beyond stereotypes
10:46 – Common workplace challenges for neurodivergent individuals
14:29 – Time management & adaptive strategies
19:16 – Communication protocols and self-advocacy
21:11 – Social etiquette, fidgeting, and workplace inclusivity
23:06 – Rising neurodivergent visibility & diagnosis trends
25:01 – The gender gap in neurodivergent diagnosis
27:25 – Self-awareness and practical first steps
32:04 – Coaching strategies: Empowerment, not prescription
36:58 – Hyperfocus, efficiency and expectation management
39:59 – Technology, habits, and neurodivergent needs
50:49 – Taking action: Practical advice for individuals and managers
53:41 – Flexible problem-solving for inclusive environments
54:11 – Connect with Alex and further resources
Video Description:
Are you struggling to reach your full potential at work or in life due to ADHD or other neurodivergent traits? Curious about the latest neuro-inclusive coaching techniques and how they can empower individuals and teams? This episode of the Inclusion Bites Podcast, hosted by leading inclusion expert Joanne Lockwood, delivers cutting-edge insights and practical guidance on unlocking the strengths of neurodivergent individuals.
Key Topics Covered:
Neuro-inclusive Coaching: Alex Bellettier demystifies how conventional coaching often misses the mark for neurodivergent clients, and shares actionable modifications—from targeted questioning to adaptive goal-setting—that accelerate growth.
Workplace Strategies: Discover common challenges neurodivergent people face in professional environments, such as time management and organisation, and how both self-advocacy and managerial support can drive meaningful change.
Radical Communication: Learn why honest, explicit communication benefits not only neurodivergent individuals but whole teams, fostering trust, psychological safety, and improved collaboration.
Practical Solutions: From leveraging technology to optimising habits and redefining ‘productivity’, uncover tools and approaches that can be immediately applied—whether you’re an individual, a team lead, or a D&I champion.
Shifting Cultural Norms: Explore why ‘coming out’ as neurodivergent is on the rise, how gender influences diagnosis, and how to build workplaces where everyone thrives.
This episode is packed with expert terminology, real-world examples, and proven tactics that will empower neurodivergent employees, management, HR leaders, and anyone committed to inclusion.
Why Watch?
If you’re a human resources professional, diversity and inclusion advocate, people manager, or simply curious about neurodiversity, this podcast will inform your daily practices and long-term strategies alike. Learn to build environments where all brains are valued—taking proactive steps to ensure belonging, efficiency, and wellbeing for neurodivergent colleagues.
Take Action!
Subscribe to Inclusion Bites for more bold conversations and actionable inclusion strategies
Visit our website: seechangehappen.co.uk/inclusion-bites-listen for further resources and episode archives
Share this episode with colleagues or on social media to champion neuro-inclusion
Connect with our guest: Find Alex Bellettier on LinkedIn or Shimmer ADHD Coaching for personal or workplace ADHD coaching
Hashtags:
#InclusionBites #Neurodiversity #ADHDCoaching #WorkplaceInclusion #Belonging #DiversityAndInclusion #Neuroinclusion #ThrivingAtWork #ShimmerCoaching #JoanneLockwood
Step into the future of workplace inclusion. Watch now and join the movement to create environments where everyone not only belongs but flourishes.
Substack Post
Untangling Neurodivergence: Unlocking Potential at Work and Beyond
Have you ever paused to consider how much untapped talent sits quietly in your workplace, simply because our ways of working are designed for the so-called “norm”? As the pace of business accelerates and the clarion call for genuine inclusion rings louder, organisations must reckon with a crucial question: Are we embracing the full spectrum of human potential, or are we sidelining neurodivergent individuals by insisting on one-size-fits-all approaches?
This was the very challenge I tackled in this week’s episode of the Inclusion Bites Podcast. If you’ve ever wondered how to move from awareness to real, neuro-inclusive practice, episode 163—Unlocking Neurodivergent Potential—is an essential listen.
The Power of Different Brains
In this episode, I invited Alex Belletier, Operations Manager and Lead at Shimmer ADHD Coaching, to share her expertise on transforming how we coach, lead, and work with people whose brains don’t fit the typical mould. Alex is blazing a trail in neuro-inclusive coaching, with a passion for supporting the ADHD community not just to survive, but to thrive.
Together, we peeled back the layers on what truly constitutes “neuro-inclusivity”—and why traditional coaching, workplace norms, and even our smallest habits can unintentionally marginalise those who think differently.
Our dialogue spanned practical coaching adaptations, approaches to self-advocacy at work, and the persistent social stigmas that cloud understanding of neurodiversity. For HR professionals, DEI leaders, recruiters, and L&D specialists, the episode offers a toolkit for nurturing environments where everyone—regardless of neurological wiring—can achieve their best.
Key Threads: What We Unpacked
This conversation was anything but your typical DEI seminar. Here’s a taste of the questions and ideas that drove our chat:
Why common coaching and management techniques routinely overlook neurodivergent needs—and how targeted changes can unleash talent.
What “neuro-inclusivity” looks like in action, from first point of contact to ongoing collaboration.
The hidden cost of “business as usual”: when social etiquette, communication habits, and unspoken workplace rules inadvertently exclude.
Practical strategies for neurodivergent self-advocacy—and why psychological safety remains a missing puzzle piece in many organisations.
Personal anecdotes (yes, some of mine!) on adapting habits, battling the feeling of “laziness,” and embracing our “spiky profiles” at work.
Alex’s insights reminded me that there’s no singular neurodivergent experience—just as there’s no single way to be “typical.” Every brain brings a unique constellation of strengths and struggles—what we need is a workplace that recognises and values both.
Encouraging Action: What Can We Do Differently?
Change begins with small, consistent shifts in behaviour. Here are some actionable insights from our discussion, ready for you to implement in your own sphere of influence:
Be Specific, Not Overwhelming
Open-ended questions like “How are you doing?” can seem friendly, but often derail focus for those who process information differently. Narrow your questions—focus on last week’s goals, or a specific topic. “What encouraged you to sign up for coaching?” invites clarity and a greater sense of safety.Personalise, Don’t Prescribe
Neuro-inclusivity calls us to meet people where they are, not where we expect them to be. Rather than forcing individuals to match your style, explicitly share your own preferences and invite others to do the same, creating shared protocols for communication and collaboration.Challenge Stereotypes—Even Your Own
There is no one-size-fits-all neurodivergent profile. Spotting strengths—like creativity, collaboration, or hyperfocus—requires moving beyond rigid categories and understanding each individual’s “spiky wheel” of abilities.Normalise Self-Advocacy Without Disclosure
Especially in settings where psychological safety is uncertain, empower employees to frame their needs without naming diagnoses: “I find project deadlines easier to manage with more frequent check-ins,” rather than, “I have ADHD.” Focus the conversation on performance and support, not labels.Embrace Flexibility in How Work Gets Done
A neuro-inclusive workplace is defined by alternatives, not exceptions—be it fidget toys in meetings, varied note-taking methods, or flexible communication channels. These small changes benefit everyone, not just neurodivergent colleagues.
Glimpse into the Episode
Curious how these insights sound in practice? I’ve pulled a one-minute highlight from my chat with Alex—a moment that perfectly encapsulates the importance of specificity in coaching and management. Watch this short audiogram to see how a simple change in questioning can dramatically improve engagement for neurodivergent team members.
[Insert 9:16 video audiogram here]
Give it a watch—it just might spark your own “lightbulb” moment.
Listen Further, Share Wider
To catch the full conversation (and hear a few of my own confessions about deadline-chasing and fidget spinners!), listen to the episode here: https://url.seech.uk/ibs163.
I encourage you not only to listen, but to pass the episode along to your colleagues—especially those in HR, DEI, management, and learning roles. The more we talk about the realities and potential of neurodiversity, the better equipped we are to challenge assumptions and rewrite the script on inclusion.
And please—bring the conversation into your workplace, network, or next strategy meeting. The path to change is paved with open, honest dialogue.
Room for Reflection
How might your organisation’s culture change if you approached every colleague, not with assumptions, but with genuine curiosity about their needs—and a willingness to flex the norm?
As you ruminate on this question, remember: real inclusion is not about fixing people, but about fixing the barriers. It’s time to design our systems, policies, and interactions to unlock every shade of potential.
Let’s keep chipping away at the old models—one conversation at a time.
Joanne Lockwood
Host of the Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
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Fancy continuing the journey? Stay connected:
YouTube for highlights and reflections
TikTok for bite-sized insights
LinkedIn to join the community conversation
Website for blogs, resources, and consultancy
Drop me a line anytime at jo.lockwood@seechangehappen.co.uk—let’s see what inclusive change we can spark together.
What small step could you take this week to shape a truly neuro-inclusive culture?
Episode Summary with Intro, Key Points and a Takeaway
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Alexandra Bellitter to discuss "Unlocking Neurodivergent Potential". The conversation examines the limitations of traditional coaching methods for neurodivergent individuals, particularly those with ADHD, and spotlights the importance of genuinely adaptive, person-centred approaches. Joanne and Alexandra challenge the assumption that neurodivergence should be ‘fixed’. Instead, they explore how embracing natural differences can create pathways to thriving in both professional and personal settings. The discussion dispels the myth of one-size-fits-all strategies, offering practical examples of how to tailor workplace support and self-advocacy. Alexandra provides valuable insight into reducing overwhelm and building systems that operate in harmony with diverse minds, from managing deadlines and communication preferences, to leveraging technology without falling prey to distraction.
Alexandra Bellitter is an operations manager and lead at Shimmer ADHD Coaching, where she pioneers neuro-inclusive coaching initiatives designed to support the ADHD community in reaching their aspirations. Driven by an enduring love of learning, Alexandra’s commitment is firmly rooted in advancing neuro-inclusivity, with expertise in translating neuropsychological theory into actionable coaching frameworks. Based in Dallas, Alexandra brings a global outlook to her practice, combining professional skills with lived experiences to facilitate empowerment, self-discovery, and advocacy for neurodivergent individuals. Her approach is founded on authentic partnership—enabling clients to co-create solutions that reflect their unique lived realities rather than adapting to preconceived expectations.
Highlighting real-life workplace scenarios—such as the stress of changing deadlines, struggles with memory, and the challenge of open communication—Joanne and Alexandra illustrate the importance of radical candour, mutual understanding, and tailored reasonable adjustments for all. The episode explores the rising visibility of neurodivergence, gender differences in diagnosis, and the stigma that still pervades many environments. Together, they unpack strategies for self-management, disclosure, and constructive advocacy that foster genuinely inclusive cultures.
A key takeaway is the transformative impact of rejecting deficit narratives in favour of empowerment and choice. This episode is essential listening for anyone keen to understand, support, or unlock the strengths of neurodivergent colleagues or themselves, offering practical wisdom and renewed optimism for building workplaces where everyone can flourish.
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