03. Neuroinclusion Intervention Project
You can see the consequences. But do you know what is creating them?
You may be seeing changes in performance. Absence may be increasing. Two people who should work well together may not. Managers may be spending more and more time dealing with difficult situations. HR may be getting pulled in. Adjustments may already have been tried. People may be frustrated.
You can see what is happening. What is creating it can be much harder to see. That is the point at which another training course may simply add more information to a problem that has not yet been properly understood.
The Neuroinclusion Intervention Project starts with the organisation itself. We find out what is happening, work on it while the project is happening and leave the organisation with stronger capability, practical changes and a clearer direction for what comes next.
Normal project value: £12,000 + VAT. Fixed project investment: £6,800 + VAT. Typically delivered across approximately three months.
Do not decide why before you understand what is happening
Organisations are very good at seeing outcomes. A deadline was missed. Someone is absent again. A manager is frustrated. A team relationship has deteriorated. Performance has fallen.
But what we see does not always tell us what created it. Lazy. Difficult. Disengaged. Rude. Not resilient. Poor attitude. Poor performance. Is that what is happening? Or is that the judgement we have made from what we can see?
Behaviour tells you what you can see when you do not look further. It does not tell you what is creating it.
We look at the interaction between people, work, communication, pressure, management, environment and organisational systems. Not to explain everything through neurodiversity. To understand what is actually happening before deciding what needs to change.
If the same problems keep appearing, look beyond the individual
One situation may sit with one person. Repeated situations may tell you something else. Processes, communication, management practice, workload, role design, environment and organisational norms can all create friction.
Sometimes the individual needs support. Sometimes the manager needs a different way to respond. Sometimes the way the work is being done needs to change. Often it is a combination.
That is why this is an intervention rather than another training package.
Eight connected parts
01. Discovery
1 × 2-hour discovery session. We start with your organisation. We explore:
- what is already happening
- the pressures shaping the work
- what employees are experiencing
- what managers and HR are dealing with
- where time and capacity are already being consumed
The purpose is to identify the issues that should shape the rest of the project. Context first. Content second.
02. Tailored workshops
4 × 2.5-hour workshops. Discovery shapes the workshop mix. We select four sessions from the NDG workshop library and adapt them around your people, priorities and live situations.
The workshops are not decided before we understand what is happening. They are built around what we find.
03. Organisational consultancy
2 × 4-hour consultancy sessions. This is where we work directly on the issues emerging through the project. That may include:
- recurring HR cases
- management challenges
- communication breakdown
- working practices
- employee support routes
- organisational processes
- cognitive or sensory load
- situations already consuming significant time or capacity
This is where insight starts becoming practical change.
04. Individual support
5 private 1 to 1 support packages. Some issues need a confidential conversation. Employees and managers can explore what is happening, what is getting in the way and what practical options are available. Each package includes:
- one 60-minute confidential session
- written follow-up
- one 30-minute check-in
- a practical action plan
- one month of relevant email support
Individual conversations remain confidential. Anonymous recurring themes can inform the wider organisational picture where appropriate.
05. Leadership briefing
45-minute briefing plus Q&A. Leadership receives the picture emerging from the project.
- Where is the organisation working well?
- Where is friction affecting work?
- Where are managers or HR absorbing unnecessary capacity?
- Which issues can be handled through management practice?
- Which require wider organisational decisions?
- Where could leadership action have the greatest practical effect?
The purpose is not to report activity. It is to improve decisions.
06. State of Neuroinclusion Report
A bespoke organisational diagnostic and action report. It brings together what we have learned across the project: a clear picture of where the organisation is now, what is helping, what is creating friction and where the organisation should focus next. It includes:
- headline findings
- strengths and recurring themes
- employee and manager experience
- systems and processes creating support or friction
- impact on performance, retention, wellbeing and organisational capability
- priority areas
- quick wins
- recommended next steps
- practical actions built around your context
- direction for longer-term strategy
This is not a generic strategy document. It is an evidence base for what happens next.
07. Practical tools and resources
12 months’ access to relevant NDG tools and workbooks. People should not have to remember everything they heard in a workshop when a difficult situation appears three weeks later.
Relevant guides, workbooks, templates, checklists and conversation tools are selected around the issues identified during the project.
08. Post-project implementation support
Three months’ support for managers and leaders. For three months afterwards, managers and leaders can contact NDG when relevant issues arise. Up to 10 hours of specialist support are included, used in 30-minute increments. That can include:
- difficult conversations
- changes in behaviour or performance
- communication breakdown
- conflict between different working styles
- workplace needs or adjustments
- applying recommendations from the project
Specialist judgement remains available while the organisation puts the work into practice.
Practical change while the project is happening
The project is designed to create movement from the start. By the end, the organisation should have:
- practical changes already underway
- managers better equipped to handle real situations
- clearer routes for employees and managers
- better visibility of where management and HR capacity is being absorbed
- evidence for what needs to happen next
- continued specialist support while recommendations are embedded
Project investment
Normal project value: £12,000 + VAT. Fixed project investment: £6,800 + VAT.
A limited number of projects are available. The project normally takes around three months from the first discovery meeting.
