Manager Follow-ups ↓
Keep the learning moving after the session ends.
Managers often leave neurodiversity training with new understanding, useful language and a clearer way of thinking.
Then they go back to real teams, real conversations and situations that were never going to fit neatly into a training session.
Neuro Tide follow up clinics give managers space to return, reflect, ask questions and connect the learning with what is happening now.
What happens after the training matters.
Learning becomes capability through use.
Knowing what neuroinclusion means is one thing. Applying that understanding in a conversation about workload, feedback, adjustments, expectations or performance is another.
Follow up clinics bridge that space.
They reconnect managers with the principles they have already explored and help them think about how those principles apply within the situations they are encountering now.
Pick up where the training leaves off.
A follow up clinic is not another version of the original training. It uses the shared learning as a foundation and moves into the questions that become clearer once managers start using it.
Reconnect.
Return to useful principles when a real workplace situation gives them new meaning.
Reflect.
Create space to think about what happened, what helped and what might be approached differently next time.
Question.
Give managers permission to bring uncertainty, test assumptions and ask the questions that practice creates.
Apply.
Turn understanding into clearer conversations, more thoughtful decisions and increasingly confident everyday practice.
The questions appear when learning meets practice.
Clinics can remain open or focus on a theme that matters to your organisation. Managers can bring anonymised situations, questions and reflections and explore them through a neuroinclusive lens.
Communication and expectations.
Explore how instructions, priorities, expectations and next steps can become clearer and easier to navigate.
Adjustments and support.
Understand the workplace barrier, explore what might help and consider how agreed approaches are working in practice.
Workload and organisation.
Think about priorities, planning, role expectations and ways of creating useful clarity around the work.
Feedback and performance.
Bring clear expectations, evidence, support and constructive conversation together without losing sight of the individual.
Disclosure and confidentiality.
Respond respectfully to information that is shared while maintaining appropriate workplace boundaries and privacy.
Team consistency.
Explore how individualised support and clear team expectations can exist alongside each other.
Manager confidence.
Explore what sits within everyday management and where HR, People colleagues or another perspective could add value.
Important conversations.
Think through language, questions and structure before a conversation managers want to approach thoughtfully.
Reviewing support.
Revisit what has been agreed, understand what is helping and recognise when circumstances or needs may have changed.
Connected support.
Recognise when the next useful step sits with the manager and when another Neuro Tide or organisational support route may be more appropriate.
The training is the foundation. Not the finish line.
Managers do not need to sit through the same learning again.
They need an opportunity to reconnect with it after experience has given them something new to ask, notice or understand.
The clinic moves quickly into practice, using the shared learning as a reference point rather than starting again from the beginning.
Keep the learning active while managers begin to make it their own.
Follow up should fit what happens next.
We shape the clinic around the training already completed, your managers, your organisation and the questions beginning to emerge.
One off clinic.
Create a structured opportunity for managers to return with the first questions that have appeared since training.
Short series.
Build two or more clinics into the learning journey where continued reflection and application would add value.
Themed or open.
Focus on an agreed area such as communication, adjustments or performance, or let the managers' emerging questions shape the conversation.
Online or onsite.
Bring dispersed managers together online or create an onsite space for deeper cohort discussion where that suits your programme.
Strengthen what managers can carry forward.
The aim is not to create reliance on specialist input. It is to strengthen the confidence, curiosity and judgement managers can continue using themselves.
Greater confidence applying learning to real situations.
Better questions and fewer assumptions.
More consistent approaches across a manager community.
Clearer thinking about workplace barriers, expectations and support.
Stronger connection between manager practice and People or HR approaches.
Earlier recognition of when another support route could add value.
Sometimes the next step sits beyond the clinic.
A follow up clinic helps managers apply shared learning. Sometimes that discussion also shows that something would benefit from a different level or type of support.
Neurodiversity training
Build the shared understanding and capability that the follow up clinic can then help managers apply.
Explore neurodiversity training ↗︎ 02Manager drop in support
Give managers an ongoing route for questions when regular access would be more useful than a defined post training clinic.
Explore manager drop in support ↗︎ 03Neuroinclusion case guidance
Create focused space for a particular situation that would benefit from deeper specialist thinking.
Explore case guidance ↗︎ 04Manager support
Explore the wider Neuro Tide manager support pathway and find the level of support that fits what is happening.
Explore manager support ↗︎A useful space with clear boundaries.
Follow up clinics support general application of learning, reflection and anonymised discussion.
They are not designed to turn a confidential named situation into a group discussion or replace formal HR processes, occupational health, legal advice or specialist case management where those routes are more appropriate.
Where a question needs something different, we can help identify a more useful next step.
Training can start the conversation. Follow up helps it become practice.
Tell us about the training your managers have completed, the questions beginning to appear and what you would like them to feel more confident applying.
We can shape the follow up around what would be useful next.
Start a conversation