** anonymised for confidentiality
Needing to learn some new strategies for work?
Want a thinking partner to deepen your self-awareness and self-management?
When you’re looking for balance, have not achieved it on your own and need an accountability partner to blow the whistle on unhelpful coping strategies…
then you’ll benefit from some neurodiversity coaching.
Manager in public sector organisation – Gavin.
| Gavin Before Coaching | Gavin After Coaching |
| ADHD/autism/Tics – waiting for assessment | Context on what difference means (without diagnosis) |
| Burnout cycle | Importance of sharing to help manage himself and others’ expectations |
| Difficulties with work-life balance | Strategies for breaks managing himself through the working day |
| Lack of awareness around what’s good working practice | Learning about executive function and neurodivergence |
| Communication challenges with co-parenting teenage son with ASC/Tourette’s | Effective communication strategies for improving teamwork and co-parenting |
| Little knowledge of neurodiversity: challenges and strengths | Appreciation of the strengths of neurodivergence |
| Not able to share neurodivergence with others | Learning how to disclose neurodivergence with confidence |
I’ve been meaning to do this type of piece for a long time. Because clients starting workplace strategy coaching want to know what coaching involves and what’s the impact. Executive clients prospecting for the right fit coach also want evidence of likely ROI. So those pics tell pretty much the whole story. They may not always be translatable to figures for the bottom line and quantitative data, but they are still results. With a capital R.
It’s been a really emotional time for Gavin in coaching sessions at times. The information and reflections we’ve been covering in our conversations have helped shed a very different light on his life because he’s been able to think about what’s been going on and what needs to change. With coaching support, accountability and challenge, he has been able to learn from the past, change his present and plan the future.
We’ve just recently passed the halfway point in the programme and he was starting to make noises as though he’d learned all that he needed to… but now redundancies are looming on the horizon, so we’re spacing the remaining sessions to intervals that will help him have some continuity in the face of transition giving him space to talk through and deal with the changes with me as a thinking partner.
Anyway, hear it from Gavin himself:
And what am I doing as his coach to make it work?
Listening; first, last and always:
- For finding out about his strengths so that we can use those as resources throughout.
- For asking questions to get a full picture of his experiences.
- For summarising what he is trying to say to check for my understanding.
- For asking him for strategies that have worked before, and for instances when he’s noticed things work well.
- For challenging when I feel that some of his thinking and conclusions were not serving him in getting better outcomes.
Good coaches listen to understand. They don’t listen because they are waiting for their next chance to talk.
Good coaches can be hard to find. But, if you’re wondering about whether to take the step, to invest in you, your work, or your personal life, get in touch. It’s not only you that’ll benefit – it’ll also be the people you live with and the places where you work, rest and play.
Believe us, tomorrow you will thank the you in coaching today.
