They turned their camera off so they could cry😭

That was the moment I knew the training had more than done what it set out to.

I’ve been doing a quite a few workplace trainings lately. Covering Neurodivergent processing styles, executive functioning differences, and how teams can work better together when they don’t assume everyone's brain works the same way.

And the responses have honestly, shook me.

I always let people know they can turn camera off if they need to, to help with their learning. And after one session, someone messaged me to share that they had done exactly that, so they could have an emotional moment in private.

Because they felt seen in a workplace training… and they didn’t expect that.

That is my reason why.

So many people, myself included, have spent years in workplaces that were not built for the way their brain works. Been told to try harder, focus more, communicate better. Written up for things that were never about attitude or effort, but about nervous system differences.

Assessed, managed, misunderstood, and some, even lost their job because of it.

So to then sit in a session where someone names it, without judgment, and to watch their colleagues start to unerstand what it has actually been like for them.

No wonder they needed a minute.

What this training actually does

I firmly believe that training needs to be interactive to support learning, and if you are talking about Neurodiversity in the workplace, it should be taught by someone with lived experience. Not because clinical knowledge doesn’t matter, it absolutely does, but because knowing the theory and having lived it, are two very different things.

Anyone can look up a definition on Google. What I care about is how we translate that into your actual workplace. Your Team, Your Organisation.

We cover the things you’d expect, how different processing styles show up at workm, what common misunderstandings actully look like, how communication differences play out in team dynamics. We also talk about leadership through a more affirming lens and why ND folk are so often the innovation heart of the organisation they work in.

The quieter shift that matters more, is when people start to understand that a colleague asking for written instructions is not being difficult, or that needing a moment to process before responding is not being dismissive, opens something up. Better communication, less assumption, healthier workplaces.

Organisations sometimes come to me because they need to tick a HR box, or because they heard Neurodiversity is the latest training focus. And that’s fine, we can start there.

But when we actually embrace Neurodiversity-inclusive practices, where all people are supported to thrive, the outcomes are real. Happier staff, stronger teams, less turnover, more efficiency and innovation.

Sound’s pretty good, right?

What the research actually tells us

The stats will tell you that Neurodivergent people are significantly underemployed relative to their skill. That late diagnosis often follows years of being misunderstood. That masking, suppressing Neurodivergent traits to fit in, is linked to burnout, chronic illness, and significant mental health challenges.

What the stats can’t tell you is how many people are actually Neurodivergent, because not everyone who is, actually knows. I certainly didn’t! But I absolutely fit those stats.
Underemployed, chronic illness, recurrent burnout from years of masking masking and eventually a late-diagnosis that reframed everything.

What we do know, is that when workplaces are genuinely inclusive, not just policies sitting in a shared drive somewhere, but actually structured to support different ways of thinking and working, everyone benefits.

And I mean, everyone.

What I bring to this work

I’m an AuDHD ND Business Coach and have a professional background with over a decade of supporting Neurodivergent folk. I’ve worked across private, government, community, hospital and education settings. I’ve been an employee and an employer, and I’ve had the privilege of working alongside organisations, teams and leaders who genuinely want to do better.

The combination of professional training and lived experience is not something you find in a lot oif places. It’s also what makes the difference between training that informs people and training that actually shifts something.

If you’ve been thinking about bringing this kind of education to your team or organisation, now is a good time to reach out. Availability for the remainder of 2026 is limited.

Send me a message and let’s work out what this could look like for you.

Big Love

Giarne