Do you offer ADHD coaching in Winchester and online?

Yes. I coach adults with ADHD in Winchester (in-person) and online across the UK and internationally.

Who is ADHD coaching for?

Adults who want practical tools and compassionate accountability to improve focus, planning, emotional regulation, and work–life balance. Many are professionals or leaders seeking clarity and sustainable habits.

What happens in a session?

We set a clear goal, map patterns, break blocks and create simple, personalised experiments. Expect tools for time blocking, prioritising, nervous system regulation, and communication. You leave with a concise action plan after doing deep work to unlock energy and potential.

How long are sessions and how often do we meet?

Standard sessions are 60 minutes, typically every 1-2 weeks for 3–6 months. Intensives and VIP days are available.

Is this therapy or medical treatment?

No. Coaching is future-focused and skill-building. It does not diagnose or treat medical conditions. I can collaborate with your clinicians if helpful.

Do you work with clients who are undiagnosed or self-identified as ADHD?

Yes. Many clients come without a formal diagnosis. We focus on goals and strategies that support how your brain works.

Packages and VIP options are available. Each tailored to your individual needs.

How do I get started?

Book a free discovery call to check fit and goals. If we proceed, you’ll receive a simple intake form and a tailored plan.

Do you support employers or teams?

Yes. I provide workplace ADHD coaching and workshops. Enquiries are welcome.

How Workplace Support Improves Outcomes for ADHD

Katarzyna Chini
Aug 27
3 min read

Supporting individuals with Attention Deficit Hyperactivity Disorder (ADHD) in the workplace is essential for fostering a productive and inclusive environment. As employers and colleagues become more educated about ADHD, they can implement strategies that truly make a difference in performance and well-being. This blog explores how workplace support can improve outcomes for employees with ADHD.

Understanding Workplace Support

Workplace support for individuals with ADHD encompasses various strategies, accommodations, and resources aimed at reducing challenges and enhancing productivity. This support can include flexible scheduling, organisational tools, mentorship programs, and training for both employees and management. By offering these kinds of support, companies can not only enhance individual performance but also cultivate a more positive workplace culture.

The Importance of Accommodations

Accommodations play a vital role in helping individuals with ADHD manage their symptoms effectively. For example, allowing flexible work hours enables employees to work during their most productive times. Similarly, providing a quiet workspace could minimise distractions, allowing them to focus better. A study by the National Institutes of Health indicates that environments tailored to individual needs significantly improve concentration and productivity in those with ADHD.

Eye-level view of an organized workstation — Organised workstation supporting productivity for individuals with ADHD.

Tools and Resources

Specific tools can help employees with ADHD stay organised and minimise forgetfulness. Simple strategies such as using task management apps like Trello or Asana can aid in project tracking and prioritisation. Additionally, encouraging the use of calendars and reminders can significantly lower the risk of missing deadlines. According to a survey conducted by CHADD (Children and Adults with Attention-Deficit/Hyperactivity Disorder), 87% of individuals with ADHD said they benefit from using digital tools to manage tasks.

Close-up view of a digital task management app interface — Digital tools assist individuals with ADHD in task management.

Building a Supportive Culture

Creating a workplace culture that understands and embraces ADHD is essential. Open communication plays a critical role in this process. Employers should encourage discussions around ADHD, helping to dispel myths and promote understanding. Workshops and training sessions can provide insight into how ADHD affects work performance and what strategies can help support those affected.

Peer Support and Mentorship Programs

Establishing mentorship programs can also provide valuable support. Pairing individuals with ADHD with mentors who have experience in managing similar challenges can create a nurturing environment. This not only boosts the confidence of employees with ADHD but also nurtures their professional growth. In fact, mentorships have proven successful in improving retention rates and job satisfaction among individuals with ADHD.

Educating Employees About ADHD

Education is key in helping colleagues understand and support their peers with ADHD. Workshops that cover the neurodevelopmental aspects of ADHD and practical strategies for collaboration can create empathetic work environments. According to research, when co-workers are educated about ADHD, they are more likely to offer support and accommodations, leading to better overall team dynamics.

Example of Effective Workplace Support

Consider a company that implements regular "wellness checks" for employees. During these meetings, employees can voice their needs and any challenges they face. One employee might express difficulty managing overwhelming tasks due to their ADHD. By adjusting their workload or assigning a buddy system, the employer can demonstrate support that addresses specific concerns.

Seeking Additional Help

It's also essential for individuals with ADHD to seek out additional resources when needed. Many organisations offer specialised support services that can help in dealing with workplace challenges. For individuals looking for guidance, searching for “adhd help near me” can yield local coaching services that specialise in workplace support.

High angle view of a peaceful support group meeting space — Support group meeting fostering a positive environment for individuals with ADHD.

Moving Forward

Investing in workplace support for individuals with ADHD is not just beneficial for them; it enriches the overall work environment. By implementing flexible policies, providing essential tools, and fostering a culture of understanding, companies can unlock the potential of their diverse workforce. Ultimately, these strategies lead to enhanced productivity, higher job satisfaction, and reduced turnover, positively affecting the company's bottom line.

In summary, practical support strategies enhance the capabilities of employees with ADHD, reduce stigma, and promote workplace harmony. As organisations continue to adapt and grow, the integration of ADHD-specific resources will serve not merely as accommodations but as essential components of a thriving workplace culture.