We’ve put together a half day seminar for Occupational Health and HR Professionals, Managers and Employers on Neuro-diversity, Performance and Stress. You can contact firstname.lastname@example.org to book one for your organisation or find out if there are any running near you.
What will be covered?
Neuro-diversity is an umbrella term, which encompasses Dyslexia, Dyspraxia, AD(H)D, ASD and neuro-trauma. These conditions are poorly understood by the general public including the clients themselves and their managers. Neuro-diverse profiles typically include both strengths and weaknesses. For example, abilities in visual reasoning and difficulties in working memory (Eide and Eide, 2011). Such a profile presents the following common difficulties in the workplace (Bartlett, Moody & Kindersley, 2010; Doyle, 2013):
- Memory: remembering verbal instructions, keeping track in meetings (91%, of clients reported this. Doyle, 2013)
- Management of time: prioritising workloads & meeting deadlines (78%)
- Organisational Skills: filing, keeping track of information and records (82%)
- Reading: Many adult dyslexics have developed a functional literacy, but this can suddenly become inadequate when jobs change (54%)
The top three topics are not those typically understood as neuro-diverse issues, and when neither client nor manager appreciate their impact, the result is a downward spiral of stress and poor performance.
Learning Outcome 1: To ensure that delegates feel confident to explore neurodiversity as a potential cause of performance difficulties or stress, and signpost effectively.
Under the guidance of the Equality Act 2010, neuro-diverse difficulty can meet the legal criteria for disability. As such, employers are obliged to make ‘reasonable adjustments’ to the individual’s working conditions. This frequently includes 1:1 coaching to help the individual adapt to their environment and accelerate their learning to meet performance targets, particularly those relating to the self management of time and organisation.
In the seminar we will share the results of our evaluation of 95 coaching programmes, including feedback from 41 managers. We will explore the impact of the coaching on productivity and the relationship between the amount of coaching and the distance travelled.
Learning Outcome 2: Increasing awareness as to what is possible when clients are referred to specialist support services.
Please contact email@example.com or call 0845 47 47 945 to find out more.
Barlett, D., Moody, S., Kindersley, K. (2010). Dyslexia in the Workplace. Wiley Blackwell: Chichester, UK
Doyle, N. (2013). Coaching Adults with Dyslexia to Improve Performance at Work. Symposium on Coaching in the Workplace. Division of Occupational Psychology Conference 2013: Chester, UK.
Eide, B. L. & Eide, F.F. (2011). The Dyslexic Advantage: Unlocking the Hidden Potential of the Dyslexic Brain.London: Hudson Street Press (Penguin Group).