Thrive · Neurodiversity · Learning outcomes

Thrive Neurodiversity for Managers: what you will learn

An eight-hour, CPD certified course for managers, run in-house for your organisation.

Managers shape the day-to-day experience of neurodivergent colleagues more than anyone. This course builds the confidence to lead inclusively, communicate clearly and make practical changes that help people do their best work. I'm Peter Larkum, a certified Thrive Neurodiversity Instructor.

Course objective

• Develop confidence to implement change through inclusive leadership, clear communication and strengths-based support

Learning outcomes

By the end of the course, managers will be able to:

• Understand neurodiversity, key terminology and common neurodivergent differences, including potential strengths and workplace experiences
• Challenge common myths, stereotypes and assumptions about neurodivergent people, and recognise how these can influence workplace attitudes and expectations
• Understand that neurodivergence is experienced differently by every individual, and recognise the importance of looking beyond labels and assumptions
• Understand executive functioning and how differences in attention, working memory, organisation, task initiation and processing can affect everyday working life
• Explore how previous experiences, including education, can affect confidence, self-esteem, learning and experience of the workplace
• Understand sensory processing differences, sensory overload, and how the working environment can affect communication, wellbeing and performance
• Recognise the relationship between neurodivergence, workplace experiences, anxiety and emotional regulation, and how these may influence behaviour and wellbeing
• Understand communication differences and recognise how unclear communication, ambiguity, hidden expectations and assumptions can create unnecessary barriers
• Recognise behaviour as communication and develop a more curious, less judgemental approach to understanding what may be happening for someone
• Understand the importance of listening to and supporting people who self-identify as neurodivergent, without making assumptions, applying labels or attempting to diagnose
• Recognise the manager's role in making reasonable adjustments, and identify practical changes that remove barriers and support wellbeing and performance
• Identify hidden workplace rules and expectations, and consider how greater clarity, consistency and inclusive practice can reduce uncertainty for the whole team
• Explore how changes to management style, communication, team practices and the working environment can better support neurodivergent people and improve performance
• Use the Triangle of Support as a practical framework for responding to concerns about behaviour or performance, through observation, internal and external change, wider support, documentation and review

At a glance

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