Line Manager Training: Leading Neuroinclusive Teams

Three people working together at a desk in front of a computer monitor in an office setting, with a woman standing and leaning over to look at the screen, all smiling.

Managers set the tone for inclusion everyday. This practical session helps managers understand neurodiversity, lead with empathy, and communicate clearly, whether that be in one-to-ones, team meetings or informal conversations alike.

Session Overview: The Detail

- Neurodiverse people are already in teams, not all disclose, many are needing support to thrive.
- Managers are a core predictor and influence of wellbeing, inclusion, retention and performance.
- Neuroinclusive management skills are an essential leadership skill.
- The manager’s role in supporting neurodivergent team members.
- Defining the paradigm ‘neurodiversity’ and what it means.
- Recognising neurodifferences and why the workplace, and society needs neurodiverse ways of thinking.
- Defining the common neurodivergent presentations of ADHD, autism, dyslexia, dyscalculia, dysgraphia, dyspraxia and tics.
- Intelligence and neurodivergence.
- Strengths of neurodiverse presentations, and the benefits of neurodivergent teams.
- Corporate responsibility, and the business case for embracing and employing neurodivergent people.
- Building and supporting neurodiverse teams.
- Creating a neuroinclusive environment and culture.
- Building psychologically safe teams with flexibility and structure.
- Challenges and friction in the workplace that neurodiverse colleagues experience.
- Manager biases to be aware of.
- Practical guidance and adjustments that you can use in the workplace straight away.
- Appraisals and capability, and ongoing performance management.
- How to give feedback and structure work supportively.
- Workplace assessments.
- Support, training, work placement, promotional opportunities and barriers.
- The social model of disability, & defining ability & capability.
- Confidence in conversations about neurodivergence and accommodations. Knowing what to ask and when to ask.
- Confidence in trying and applying adjustments, and when and how to adapt or do try something else.
- Addressing challenges.
- Practical guidance and adjustments that support wellbeing, inclusion, team cohesion and productivity.
- Challenges in different communication methods.
- Giving your neurodiverse colleague the time.
- Guidance and adjustments including strategies to enhance communication and engagement, and reduce anxiety.
Workshop element. Two scenarios with a focus on:
- Manager behaviour.
- System changes.
- Language used.
- Accountability.
- Workshop element. Individual managers identify one thing to stop, one thing to start, and one adjustment to trial.
We genuinely enjoy the Q&A part of this session, because it’s where the learning becomes real and personal to your role. Bring your questions, sense check a situation you’re facing, or ask how to support a colleague in a way that feels fair, practical and confident.

Learning Outcomes:

Lead with Confidence and Clarity. Communicate effectively in meetings, reviews, and feedback sessions to build engagement and understanding.
Understand Neurodiversity in Practice. Recognise different cognitive styles and manage inclusively day-to-day.
Apply Meaningful Adjustments. Use proven, low-cost adjustments that boost wellbeing and productivity.
Empower Inclusive Team Dynamics. Foster trust, connection and confidence within diverse teams.

A group of people sitting around a wooden table, engaging in a lively conversation and smiling. The scene is casual, in a restaurant or cafe setting.

Timings and logistics

The deeper the conversations and the greater the conversations throughout, which we welcome, mean a more powerful session, but takes a little longer.

90 to 120 Minutes

Choose between the session being delivered at your premises or delivered online, live. Either way, we’re happy for you to record too for internal use.

In-person or online webinar

Number of participants

No minimum or maximum numbers, whether online or in-person. Everybody gets the handouts too.

Why It Matters:

Statistic: Inclusive managers are 3x more likely to engaged teams. (Source: Harvard Business Review 2020).

Neuro Tide gives managers confidence by sharing communication tools and other guidance to make neuroinclusion second nature.

Case study

In a financial firm, line managers took part in Neuro Tide’s training. The result was a 60% drop in uncertainty when managing neurodivergent team members, and improved team satisfaction scores within three months.