Planning and prioritising
Decide what matters, sequence work and make competing demands feel more manageable.
One-to-one workplace support
ADHD coaching for more workable ways of working
Individual, practical coaching that helps employees understand how ADHD affects them, build on their strengths and develop strategies that fit their role and working life.
Why ADHD coaching?
Understanding turns difficulties into useful starting points
ADHD coaching offers a confidential, non-judgemental space to explore what is getting in the way and what could make work more manageable.
Employees are not given a generic productivity system. Coaching helps them understand their own patterns, identify their strengths and develop strategies that work with their brain, responsibilities and working environment.
It can be particularly valuable after diagnosis, during a change in role or when familiar coping strategies are no longer enough.
Areas of support
Executive functioning in everyday working life
Sessions focus on the employee’s priorities. These are some of the areas coaching may explore.
Task initiation
Understand what makes starting difficult and develop strategies that turn intention into action.
Time management
Plan more realistically, reduce surprises and protect space for focused work.
Organisation and memory
Create simple systems for tasks, information and follow-through.
Motivation
Work with an interest-based nervous system and make important tasks easier to engage with.
Overwhelm and emotions
Recognise pressure earlier and develop ways to pause, regulate and respond.
Communication
Prepare for conversations, ask for what is needed and navigate different communication styles.
Deadlines and follow-through
Break work into workable stages and create useful accountability.
Executive functioning
The skills behind getting things done
Executive function helps us plan, focus attention, remember instructions, manage time, regulate responses and move between tasks.
ADHD can affect these skills unevenly. Someone may be highly capable and creative, yet still find routine administration, prioritising or beginning an unclear task disproportionately difficult. Coaching makes those patterns easier to understand and work with.
From“Why can’t I just do this?”To“What is making this difficult, and what support or strategy could help?”
Who coaching can support
Useful at different points in an employee’s journey
Employees do not need to have everything figured out before coaching begins. The work starts from where they are now.
- Employees recently diagnosed with ADHD
- Employees awaiting or exploring a diagnosis
- People adjusting to medication or workplace changes
- Late-diagnosed adults making sense of long-standing patterns
- Employees returning after stress, burnout or extended leave
- People stepping into a new role or greater responsibility
A collaborative process
Practical, personal and grounded in real work
Coaching is led by the employee’s goals and develops through reflection, experimentation and review.
Understand
Explore the employee’s strengths, challenges, role and working environment without assumptions.
Choose a focus
Agree the areas that would make the greatest practical difference to working life.
Experiment
Develop personalised strategies and test them between sessions in real situations.
Review
Notice what helped, adapt what did not and build approaches that can be sustained.
Coaching with Emily
Professional expertise with lived understanding
Emily Fawell is a Certified ADHD Coach, Registered Nutritional Therapist and NLP Practitioner.
She brings more than 16 years of clinical practice, alongside her lived experience as a late-diagnosed woman with ADHD and the mother of two neurodivergent adult sons.
Her approach is warm, strengths-based and realistic. The emphasis is on understanding the individual, finding practical strategies and supporting sustainable change without judgement or pressure to work like someone else.
Talk to Emily about coaching ↗For organisations
Flexible coaching for employees
Coaching can be offered as individual sessions or a structured series, funded directly by an employer or provided alongside other workplace support. Sessions are held online, making them accessible to employees across the UK.
Confidential and employee-led
The employee’s coaching conversations remain confidential. Organisational goals, reporting arrangements and any agreed boundaries can be clarified at the outset.
Designed around the role
Strategies are developed in the context of real responsibilities, systems, relationships and working patterns.
Start a conversation
Explore ADHD coaching for your employees
Tell me what support you are considering and what would be useful for your organisation.
Arrange an introductory conversation