Training to Support Neurodiversity in the Workplace

Last July, I received a call from a client in Detroit.  They had an interesting request from a Senior Director: to provide project management training for one employee with ADHD (Attention-Deficit/Hyperactivity Disorder). Their question seemed simple — would I provide the training? But I had to pause and give it some thought.

A Bright Emerging Leader

The employee, let’s call them Ruby, is in their early thirties, seven years with the company, and an emerging leader. Bright, passionate and highly knowledgeable about key operations and customer interactions within their organization, Ruby thrived on working with people.

However, managing the many projects and daily requests they were responsible for made it hard for Ruby to maintain a focused workflow. They worked with numerous customers and team members with different work styles and priorities requiring Ruby to stay highly responsive — something that could feel overwhelming if they weren’t organized and prepared.

Meeting Employees Where They Are

Ruby has an ADHD diagnosis, and their employer wanted to support them in succeeding in a new role that demanded greater planning, communication and accountability, plus the added responsibility of team supervision. Ruby was honored to take on this new position but also knew the increased coordination, deadlines and expectations would add to their stress.

Because project management is typically a team activity, my initial thought was to include Ruby’s team in the training. However, I was informed that this needed to be one-on-one training — primarily to minimize distractions for Ruby and to provide them with personalized support.

Crafting a Personalized Training Plan

While meeting with Ruby to better understand their role, challenges, and goals, we developed a plan centered on one-on-one coaching, reinforced with follow-up check-ins. Using The Luminous Group’s 16-hour project management course as a starting point, we designed four training sessions, each lasting about three hours and spaced one to two weeks apart.

To make the training relevant and engaging, we focused on a few of Ruby’s current projects, emphasizing project management tools and skills tailored to their needs. During the first three sessions, Ruby created highly visual project plans for two key initiatives, which earned positive attention within the organization.

Managing the daily flood of emails, phone calls and text messages — many requiring immediate responses — can be a challenge for anyone but especially for individuals with ADHD. To address this, we replaced less relevant content from the original course with time management strategies and action planning.  These topics became the focus of the fourth session, where we worked on developing habits and refining planning skills to integrate into Ruby’s daily routine for long-term success.

A Win for Both The Employee and the Company

The training was helpful for Ruby but the real win was how the company made Ruby feel supported and empowered. Having ADHD made it difficult to sometimes align with the typical workstyles expected by the organization, which at times left Ruby feeling boxed in or misunderstood. However, this tailored training approach allowed Ruby to feel valued for their unique strengths, rather than pressured to conform. As a result, Ruby’s confidence grew, their skills improved and they felt genuinely appreciated as a vital team member in the organization.

About the Author

Murray Sittsamer is president of The Luminous Group. He may be reached at 248-561-5802 or murray@luminousgroup.com.

The Luminous Group is an MMA Premium Associate Member and has been an MMA member company since December 2017. Visit online: www.luminousgroup.com.