Let’s remove the stigma attached to neurodivergence and show the fresh perspectives and ideas that can be brought to the table. There is a huge untapped pool of talent available to progressive companies that are able to adapt their recruitment processes.
Obviously, you want to avoid the ADHD tail-wagging the corporate dog, but the fact is most accommodations are not expensive. Especially compared with the cost of recruiting and training someone new.
Among the undiagnosed, there are those who suspect they might have ADHD and those who have no idea. It is helpful to have separate procedures for each.
We work closely with ADHD specialist occupational psychiatrists, ADHD therapists, neuropsychologists – advising on which assessments to use internally or conducting them ourselves. The key here is consistency.
Formal diagnosis can only be made by a psychiatrist. NHS evaluation typically takes two to three years, so private assessment is preferable where possible – though waiting times can still run to months. Through our relationships with leading ADHD psychiatrists in the field, we can facilitate easier access to diagnostic services for our corporate clients.
A strong business case addresses the cost of inaction – the talent lost, the performance unrealised, the recruitment and training spend that could have been avoided. Our executive ADHD coaches help you quantify that gap and present a compelling case for change to leadership and board level.
Neurodivergent coaching helps someone understand their condition and become more aware of how it affects them. When they know what they are dealing with, it is easier to recognise where symptoms are causing difficulty – and to begin changing unhelpful patterns of behaviour. It also helps them identify their strengths, amplifying a sense of workplace inclusivity so they can comfortably make the best use of the benefits of ADHD.
We help put structures in place and guide people through techniques to manage the challenging aspects of ADHD – so they can focus on the benefits.
It is a chance to discuss issues with someone deeply empathetic who knows the condition intimately. This leads to a sense of “being got” – which is hugely valuable to someone who may have felt isolated and alone for a long time.
Neurodiversity inclusion is our job and passion, and the essence of Re-focus is to do whatever we can to help. It’s never too late.
That means we understand performance pressure, organisational politics and the structural barriers neurodivergent, ADHD, NVLD and ASD people face at senior levels.
Re-Focus uses a CBT-based, strengths-led coaching model and the proprietary Cognitive Inclusion Architecture™ framework. EMCC accredited, CPD registered, and partners of the NVLD Project.
Re-focus’ training transformed how our leadership team understands neurodiversity. We’ve seen stronger collaboration, higher engagement and a culture where everyone can contribute their best.
Sarah Mitchell
Head of People, Technology Company (250+ employees)
The coaching and recruitment support from Re-focus helped us attract and retain incredible neurodivergent talent. It’s had a measurable impact on innovation and performance.
James Walker
Operations Director, Manufacturing Group