For individuals -
ADHD Coaching

I know what it's like to spend years thinking you're just bad at things everyone else seems to manage fine. Before I knew I had ADHD, I put it down to being disorganised, not trying hard enough, or just being a bit rubbish. Turns out my brain was working exactly as it should — just not in the way the world was built to expect.

ADHD coaching isn’t about fixing you. It’s about understanding how your brain actually works, and building a way of working - and living - that fits it, instead of constantly fighting against it. Together, we can work on:‍ ‍

  • Understanding how your brain works, so you stop mistaking ADHD traits for personal failings

  • Building systems and routines that are realistic — not the ones from a book written by someone who isn’t wired like you

  • Improving focus in a way that works with your brain, not against it

  • Managing the emotional side of ADHD — whether that’s overwhelm, rejection sensitivity, or the guilt spiral after a bad day

  • Rebuilding self‑confidence, trust and kindness, often after years of thinking you just weren’t good enough

For Businesses -
ADHD Informed Workplace Support

After 25 years in HR, I’ve seen how easily ADHD can be misunderstood at work. Missed details can get labelled as carelessness, directness can be seen as rudeness, and overwhelm can look like avoidance. Most managers genuinely want to support their people - they just don’t always know what ADHD looks like in practice.

ADHD‑informed support isn’t about excusing poor behaviour or lowering standards. Every role still has responsibilities and boundaries. What can change is how managers understand the “why” behind certain behaviours, how they communicate, and how they create conditions where the employee has a fair chance of meeting the actual requirements of the job.

I can support by:

  • Building a clear, grounded understanding of ADHD and how it shows up at work

  • Helping managers have healthier, more confident conversations with ADHD employees

  • Redefining “rudeness”, “attitude” and “behaviour” through an ADHD‑informed lens

  • Identifying simple, meaningful adjustments that help people meet the real expectations of their role

  • Reducing friction and misunderstandings through clearer communication and working styles