At Neurocreators We Understand What You're Up Against.  

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Yes. You can split the investment into two payments: 

£948.50 to secure your place and the remaining £948.50 within 30 days.