The Neuro-Potential™ Approach
A 3 Month Hybrid Neuroinclusion Training Programme For HR Leaders
The Neuro-Potential™ programme gives you the knowledge, skills and resources to confidently support the specific challenges faced by your neurodivergent workforce.
What Is This Programme?
A 3 month hybrid training programme including in person training, virtual coaching calls and a SCORM compliant e learning package.
To understand what is included in more details click here.
Who Is This For?
This programme is designed for leaders with a responsibility for people development such as HR or L&D.
By the end of the programme you will understand how to effectively support neurodivergent employees following implement The Neuro-Potential™ Approach.
What Is The Investment?:
£1900 for per delegate on our upcoming group training cohorts starting January 2027.
*Includes resources and toolkit for the whole organisation.
£25,000 to deliver the programme to internal teams only (up to 20 delegates)
Trusted by:
Implementing The Neuro-Potential™ Approach Delivers Outcomes At All Levels Of Your Organisation
For Your HR Team
For Your Managers
For Your Employees
HR gets a repeatable process for managing neurodivergence that translates the inclusion policies into actual processes that your managers can put into practice.
This gives them back the hours their currently spending dealing with escalations and refereeing conversations. As well as a documented process that can be used as part of a defense if necessary.
The managers get a structured and supported approach that helps them to open the conversation, understand the experience of the individual they are trying to support and find the right adjustments to mitigate their specific challenges.
This leads to a measurable impact on the individuals performance and whole team productivity / ability to meet KPI's.
Your neurodivergent employees get support that addresses their specific barriers. When the friction is removed from how their work is designed, the energy currently going into masking and coping goes into the job instead.
That in turn builds self-efficacy, leading to reductions in work related stress, long and short term absences and staff turnover/ attrition.
Book Your Free Consultation Call
Listen To Our Founder Steph Nelson Explain
The Neuro-Potential™ Approach
What Is Included In This Neuroinclusion Training Programme?
Understanding our three stage approach for managers to support neurodivergent employees within the workplace.
Stage 1: Identify
Deliverables
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Pre-training audit.
We conduct staff surveys speaking directly to your neurodivergent employees and managers to understand their experience of how neuroinclusion is handled within your organisation. This will identify any organisation specific needs that are then used to personalise the training. -
Pre-training 90-minute Audit consultation.
A 1:1 with your HR or People development lead or team where we understand what has already been tried, what the organisational context is. Using the information gathered during the audit we will highlight barriers you may not be aware of. This is a baseline and identifies what your organisation specifically needs giving us very clear outcomes to work towards. -
Personalised barrier report with recommendations.
A written report setting out the specific barriers we found, ranked by impact, with recommendations you can act on immediately. Everything that follows is built around what this report surfaces, not a generic template. You keep this whether or not you go any further.
Curriculum
- How to spot the early signs of masking and executive function differences.
- How to catch nervous system dysregulation before it reaches crisis point.
- How to read absence and exit data for a genuine pattern, not isolated cases.
- How to hold a psychologically safe conversation.
- How to ask without leading, so you get their real experience, not your assumption.
Stage 2: Support
Deliverables
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A full day of in-person training.
Delivered in Leeds by our Founder Steph Nelson. Your delegate get hands on training and practice through role play and live case work. At this session there will be up to 12 delegates from across different organisations. The benefit of this is that you get to discuss ideas with individuals from a range of contexts, this leads to sharing of best practice and exposure to ideas and methods that you may not have thought of. -
CPD-accredited seven-module e-learning package.
A full e-learning package following a flipped classroom approach matching with the content that is covered during the in-person training. This means that 6 months later you can refresh your memory and ensure you are following the process, without having to flip back through pages of notes. This is an interactive SCORM file and accessible to WCAG Level AA standard. This is loaded onto your organisation's LMS, with lifetime access. This is also available to your managers and provides them with the knowledge, skills and resources they need to understand and implement this. This is the part that turns this from a one off training investment into the long term sustainability piece. -
Complete resource toolkit.
Within the E-learning package you will find the resource vault. This includes conversation scripts, adjustment guides and decision tools which are used to support your managers and the neurodivergent employees.
Curriculum
- How to judge what "reasonable" actually means in a specific situation
- How to separate the presenting symptom from the real underlying need
- How to select and implement the adjustment that actually fits
- How to know when to escalate, and document it properly
Stage 3: Empower
Deliverables
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Three Q&A sessions.
Live 90-minute group clinics, run at weeks 6, 8 and 10, where your delegate brings their questions, gets guidance on their live cases and builds the confidence to be able to handle neuroinclusion effectively. *confidentiality -
Two-hour virtual follow-up session.
Held 4 weeks after the in-person training day, this is where we look at understanding neuroinclusion strategy and how you can build that into the environment, processes and cultures proactively. This is also where we reflect on the learnings of the programme and create your personal roadmap to continue the implementation after the programme has completed.
Curriculum
- How to use job crafting to play to someone's strengths
- How to spot and use the strengths tied to their neurodivergence
- How to build neuroinclusive practice into how the team runs day to day
- How to create an environment that benefits the whole team, not just one person
Dates For Your Diary
In Person Training Day
29th of January
Location: Leeds
Venue: TBC
Q&A Sessions
(online)
12th of February
11am-12:30pm
26th of February
1pm - 2:30pm
12th of March
3pm - 4:30pm
Online Final Neuroinclusion Strategy Session
26th February
1-3pm
Investment: £1900 per delegate
Take Your Next Step
The FREE Consultation Call is free, is 30 minutes, and it’s an opportunity for you to ask your questions and evaluate whether this is the right fit for your organisation.
What Makes Us The Right Fit To Deliver Your Neuroinclusion Training?
Consulting experience for organisations with over 60,000 staff.
Keynotes and workshops delivered to audiences of 450 delegates
Designed group coaching to over 100 neurodivergent professionals.
A Word From Our Founder Steph Nelson
Everything within this training programme comes from someone who has a unique mix of experience.
Not only have I spent years studying the organisational psychology and neuroscience to understand neurodivergence in the work place.
But I have also lived it.
I know intimately what it is like to grapple with high potential and a workplace that doesn't match how your neurodivergent brain works.
Seven years in the classroom dealing with a wide range of complex needs and backgrounds taught me how people learn and cope under pressure. But most importantly it sent me on a journey to understand how a neurodivergent professional CAN thrive in the workplace.
The past 2 years since have been spent turning that experience into a system organisations can actually use which has then been tested at scale through my work with Leeds Health and Care Academy.
The passion for making this simple to understand and easy to implement runs through my bones and I am so excited to bring that to a wider audience.
Investment: £1900 per delegate
Book your free consultation
The FREE Consultation Call is free, is 30 minutes, and it’s an opportunity for you to ask your questions and evaluate whether this is the right fit for your organisation.
What Is The Business Case For Investing In Neuroinclusion Training?
Reduced Absenteeism
Reduced
Attrition
Increased
Productivity
These aren't just nice-to-haves, they are essential metrics to the longevity and success of your organisation.
Replacing just one employee is estimated to cost between 50% and 200% of their salary, averaging around £30,000 once you factor in recruitment, onboarding, and the productivity gap while someone new gets up to speed. With 45% of neurodivergent leaving roles for issues directly linked to their neurodivergence, this is a financial risk no organisation can afford to ignore.
Every manager who has the knowledge, skills and resources to tackle this is protecting your organisation against that unnecessary bill.
Need the full business case to justify this investment to your budget holders? Click the button below to download.
Investment: £1897 per delegate
Book your free consultation
The CREATE Consultation Call is free, it’s 30 minutes, and it’s where we work out exactly what your organisation needs before anything is built or booked. You’ll leave the call with a clear picture of what’s getting in the way, what would make the most difference, and what working together would look like. No obligation.
FAQs
What happens on the consultancy call?
It’s a 30-minute diagnostic conversation, not a sales call. I ask questions about what’s specifically happening in your organisation such as the patterns you’re seeing, the friction points and where the gap between your policy and day-to-day practice really sits. You don’t need to prepare anything specific. You’ll leave with more clarity than you came in with, and a clear sense of whether the training is the right fit.
How is this different from awareness training we’ve already done?
Awareness training tells your managers what neurodivergence is. This trains them in a process for doing something about it. The distinction matters because knowing what ADHD is doesn’t tell you what to do when a staff member is struggling. CREATE gives managers a repeatable system they can use every time, shaped around your specific context so it reflects the situations they’re actually dealing with.
Can we run this for more than 1 delegate?
Yes. If you have a larger management population, get in touch on the consultation call and we’ll work out what makes sense for your organisation. We also deliver consultancy packages on a case by case basis with experience of designing bespoke products for organisations with a 60,000 strong workforce.
Is this CPD accredited?
CPD accreditation is in progress. If this is a requirement for your organisation, mention it on the consultation call and I’ll give you an update on timelines.
What if it's not the right fit?
The consultation call is specifically there to make sure it is before anything is booked. If the training isn’t the right solution for where your organisation is right now, I’ll tell you that on the call.
What if I need sign off before the call?
Most HR managers aren’t the only decision-maker here. If you need to make the case internally, here’s the commercial argument in plain language.
The direct cost of replacing one employee is estimated at between 50% and 200% of their annual salary. This averages around £30,000 when you factor in recruitment, onboarding, and the productivity gap whilst someone new gets up to speed.
The stark reality is that 45% of neurodivergent people have lost or left a job due to being misunderstood at work, and neurodiversity-related employment tribunals rose 95% between 2020 and 2025. These are both things that have a significant negative impact on your organisation and more importantly are things that can actually be mitigated.
One retained employee pays for this training many times over, even before you factor in the reduction in absence costs,tribunal risk, and the productivity gains from managers who actually know how to support their teams.
This is a clear commercial case for investment.
If it would help to have something to share with your leadership team, reply to the consultation call confirmation email and I’ll send you a one-page business case you can use internally.
Who delivers the training
Steph delivers all training personally. When you invest in this programme you’re getting someone who has spent seven years studying this subject, has lived experience of ADHD and autism, and has delivered across organisations including a 60,000-strong workforce. You’re not getting a junior associate reading from a slide deck.
What does the pre-training consultation actually involve?
It’s a 90 minute call with whoever owns HR or people development in your organisation. We use it to understand your context: what’s already been tried, where the real pressure points are, which teams or managers the training needs to be most useful for, and what sector-specific challenges we need to build in. Everything from that conversation shapes the training so it’s relevant to your people, not built for a hypothetical workforce.
Is this useful if nobody in our organisation has formally disclosed a neurodivergent condition?
Yes, and this situation is more common than most organisations realise. Research suggests that 15 to 20% of any workforce is neurodivergent, and the majority haven’t disclosed, usually because experience has taught them it’s safer not to. The Neuro-Potential Approach is built to support managers in identifying friction points and having the right conversations before a formal disclosure, which is often where the most damage is done or prevented.
What size of organisation is this designed for?
This programme is designed for organisations with roughly 50 to 250 employees: large enough to have team structures and management layers where these issues show up, small enough that bespoke and personal still makes sense. If you’re significantly outside that range, get in touch and we’ll be honest about whether this is the right fit or whether a different approach would serve you better.
What payment terms are available?
Yes. You can split the investment into two payments:
£948.50 to secure your place and the remaining £948.50 within 30 days.
What happens when new managers join after the training is done?
The seven-module e-learning package is included with lifetime access, which means new managers can work through the full programme independently when they join. The resource bank, conversation scripts, and adjustment guides are all there too. You’re not starting from scratch every time your team changes.
We’ve already done awareness training. Is this going to cover the same ground?
No. Awareness training tells your managers what neurodivergence is. This teaches them what to do. If your managers can already name the conditions and explain what task initiation difficulty looks like, that’s a starting point, not a destination. The Neuro-Potential Approach picks up from there and gives them the conversations, the tools, and the confidence to actually act on what they know.