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Hello and welcome back to Future You.
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The podcast brought to you
by graduate careers experts Prospects.
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I'm your host, Emily Slade,
and in this episode I chat to
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Helen Garcia, who rejoins me
to discuss her role as an ADHD coach.
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Okay, so I am Helen Garcia.
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I'm an ADHD coach.
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Strategies and communication.
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I'm a credited and qualified coach,
so credited with the Association
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for coaching and a qualifying diploma,
which I'll talk about a little bit later,
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but also qualified
as a professional ADHD coach.
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So what drew you.
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To become an ADHD coach
in the first place?
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And then what process
did you take to become one?
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Okay, so my coaching life
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started back in 2017.
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So it started really around the agile
coach sort of thing.
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So I trained properly as a scrum master.
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We focused on that.
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And then in Scrum Mastery
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there's percentage of your job
that really looks at team coaching.
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So you're helping the team
look at their processes and improve them.
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And part of what I found out
that was actually
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you know,
we've got all these processes in place,
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but we're still having this pressure
and the stress on on the team.
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And actually their wellbeing
is perhaps not the best that it could be.
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So I started to look a little bit
more into coaching.
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So in 2020 I started a diploma.
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In coaching.
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And I qualified in 2022.
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And it was a really, really good cause
that I'd done which was around
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you looked at multiple different areas,
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so you looked at stress,
you've looked at psychology coaching.
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You looked at the differences
between coaching and there.
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Hey, as well as counseling,
you looked at communication,
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just multiple different things,
which really good.
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And also cognitive behavioral coaching,
which I found particularly interesting
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because it's around,
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you know, how do our cognitions,
our thoughts impact our behaviors
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and how if we change the way we think,
could we change the way that we behave?
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Which is actually quite interesting
in terms of, ADHD, the link to ADHD.
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So what?
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I mean, agile coaching, which is around,
you know, breaking things down into small
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bite sized pieces and in my mind,
making things fun to get things done.
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You also had this cognitive behavioral
link as well around.
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Okay.
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So especially women with ADHD
can be very noisy in your head.
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How can we start to look at that
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in order to support our behaviors
in the day to day?
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So that was really great.
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And then I met, a lady called a step out
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and she was just really inspiring for me.
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So she's an ADHD coach,
and she's got quite a lot of experience
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and was talking about the different traits
and symptoms of ADHD.
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And as she was talking for,
I think it was an hour or two hours,
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I just couldn't stop being like,
oh my God, this is me.
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Like every thing that you're
talking about, I can just relate in
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so many ways, which was a real light
bulb moment to me, actually, because I,
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I felt quite, I guess, quite alone
and quite disorganized
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and just not really knowing
what was going on with me.
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Like,
I felt a little like I was going mad.
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And then I guess the past five years,
generally through that coaching
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journey, have been quite difficult
because you do do a lot of reflection.
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You do, you do a lot of self-development.
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You discover a lot about yourself, which
is difficult and challenging at times.
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But I stopped doing certain things.
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I stopped doing a lot of exercise,
for example.
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And I'll come back to why
there is a rule in in a minute.
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But I became quite depressed.
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My anxiety levels just rocketed.
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I moved house, I you job.
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I had a whole ton of things
that were going on, and actually
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my day to day
was really becoming quite unmanageable.
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Going to the doctor
and trying to describe this giant
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to a therapist
that didn't really understand ADHD
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just basically came down
to where you're just, you know, you're
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you're stressed
and you're a little bit depressed.
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So I had all of this going on
and to a point where I heard about ESA's
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Marina course
achievement course in January this year,
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and it was finally kind of meeting people
that were like me
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and that had that,
I don't know, the same sort of vibe,
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because there was
a lot of a lot of things.
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It's not just about being,
you know, destructive and hyperactive.
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It's many things in between that.
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So for three months,
I, I learned about ADHD.
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I learned about strategies and tools
that could support my ADHD,
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which was amazing.
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I finally got the guts to get actually
a private diagnosis,
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which came out as dyslexia
and as attention more attention deficit.
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What I did is I used to be known as
and this was like the best thing that
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ever happened to me because I was like,
oh my God, I now have an ulcer.
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It's not. Yeah,
of course I'm depressed and anxious.
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I'm like, God, like with everything going
on, I definitely that.
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I mean, the doctors were wrong, right?
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But he described medication just for
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that is definitely not
that wasn't the answer.
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So after that I said, yeah,
I qualified as an ADHD coach,
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obviously
with life experience in it as well.
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And I decided I never want anybody else
to go through what I going through
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because the spiral is really it's
very depressed.
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Say to me, you can go from being,
you know, on top of the moon
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to be suicidal and that's horrible.
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And actually that isn't normal and it's
okay and we should talk about it more.
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And I don't want other people
to go through that.
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So that's why I made that change was like,
you know what,
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I need to make my focus different.
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I need to support
professionals in thriving
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and not just trying to survive the day
to day.
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Yeah, fantastic.
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That's brilliant.
So you've you've sort of touched on it
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there in terms of
what does the role entail.
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Was there anything else
that you wanted to mention?
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Yeah.
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So I think it's interesting
because I'm not sure if I,
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if it's necessarily qualifying
as it is a role, it is a in a sense,
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but it's really quite difficult
because we don't necessarily at this point
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in time, the in 2035 have ADHD coaches
within organizations.
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I think if that is a route
that people would go down as a starter,
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and the sort of thing I did was,
hey guys, I have ADHD,
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I want to raise awareness about it
because there's multiple things
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and multiple strengths
that we can bring in this different things
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that we can do in organizations
to help people.
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But also, you know,
I want to be actively doing that
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because it's
it is hard in the coaching world
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to just suddenly have a coaching business
and, you know, thrive off of that
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and be able to live off of it.
So that's the first step.
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I think I'd probably add to that
in terms of is it a role at the moment?
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No. Do I have a vision for it
to be a role?
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I really hope so.
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That would be amazing.
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In the future
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if actually we could have not ADHD coaches
with neurodiversity coaches
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pinned within companies to get to support
the people that that are there.
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The other thing I guess just to touch on
is around the role,
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and I think it's important, is coaching
itself is very much based around venues,
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and I think this is what drew me to
to coaching in the first place.
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When I started with my scrum mastery
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and team coaching is
it was all based around values,
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and to understand yourself
and your values is really important.
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So it's not a role in the sense
that you are trained.
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And then you are a coach
and you're a great coach and help people.
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I think it's about more than that.
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It involves a lot of self-development.
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So I think that probably isn't
the standard answer.
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When you come to a role like what is it
that you do your day to day?
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But it is part of that learning
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how to grow and and develop.
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I think another part of the role as well
is understanding your boundaries,
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being really able to put a sort of ring
fence you your boundaries
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because you come across
lots of different types of problems.
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And in the coaching world,
just generically, obviously,
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I, I'm a believer in coaching
is looking at the now and the future
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and how actually we can be better at
or we can make life easier in the future
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if we are able to adapt and use different
strategies and tools to put in place.
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And it's not about looking at the past,
and it can be difficult in coaching
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to not do that.
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Somebody comes with you
and they sort of offload
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and sometimes they can go down. So
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knowing your boundaries, saying, you know,
the coaching, coaching is about this.
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And I'd say this is obviously
a very difficult situation.
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But how can we start to look forward?
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How can we put things in place
in order to do that?
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Because it becomes a very fine line
to therapy and and counseling.
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If you start to sit back
and actually as coaches,
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we're not equipped, more qualified
to get to deal with that.
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So, I think that's a good call out
in terms of,
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you know, the role of what it entails
around your boundaries and your values.
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There's other things I think that are also
important is coaching
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and obviously self-employed,
that is can be quite lonely.
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So in your role again, another important
thing is if you want to go into coaching,
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you want to take that path is
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there are so many things
that you can learn about within coaching.
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There's so many communities meet out.
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Well, actually, there was a first ADHD
conference this year.
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The again, the barrier and her team ran
and the one there's one next year.
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Well I don't think the dates come out
for that yet.
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But going to these things
and really learning from your peers
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because everybody has such a different way
of coaching and a different,
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you know, that there's so many different
types of coaches out there that actually
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it's great to be able to speak
and learn from others.
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And I think I'd recommend that
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for all, all types of roles
and all types of careers, but especially
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when it's one that could be quite siloed
and sort of moving on from
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that as well around supervision,
especially as an idea coach.
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Obviously with ADHD you're dealing
with various different things, ADHD, how
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it has, been shown, I think in research
that there can be trauma.
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And from trauma sometimes you can develop
so many hrd around it.
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Lots of other things
can circle around that.
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So you're dealing with quite,
serious issues sometimes,
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although you'll say, you know, we're here
now, we're looking to the future
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of how we can change that.
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There's a history of that, right?
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There's there's a history for a person.
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So making sure that you go
to supervision on a regular basis,
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not only for your coaches
and their wellbeing and their,
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their journey, but also your own as well,
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because it can be quite rewarding,
but also quite draining.
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And as an accredited coach,
you actually have to have supervision.
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So it's based on a percentage
of the amount of coaching you do.
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Or in my case,
I just like to have supervision every two
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to to three,
three months or as and when I need to.
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Let's now veer
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into understanding ADHD itself a bit more.
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So how does it present itself
and how can it impact the workplace?
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And I imagine there's not going to be
a one word answer for this. No.
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And actually it's it's an interesting
question actually, because you're right.
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It's not a bad word. Answer.
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There's a not,
you know, a one presentation meets all,
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and I think especially,
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between men, male
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and female
presentation of ADHD can be different.
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Not always.
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But it's, it's thought to be that around,
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men, it's probably a little bit
more presented outwardly.
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So there's a lot more, energy,
maybe a lot more.
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Yeah.
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That's how I look at
it is probably a fair way to describe it.
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And for women, some of that hyperactivity
is actually within the head.
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So it's very noisy, very noisy in the edge
rather than outside the head,
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which does present different.
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And I think for quite a long time,
it was just presumed that men had ADHD,
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because it was a lot more obvious
in that sense.
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And actually,
that's obviously not the case.
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Anybody could get ADHD or have ADHD,
I should say.
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So yeah. So that's that's one thing.
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I think a lot of the time,
we also focus on some of the elements that
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are quite obvious, like people talk about,
you know, the ad and attention deficit.
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00:12:27,000
So being distracted, hyperactivity being,
you know, maybe a bit more repulsive,
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hyperactive, potentially
that could the case of disorganization.
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But I'd like to focus more on
what are the different ways that we think,
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in, in comparison,
maybe to, neurotypical person,
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obviously we're all diverse
as, as people where we been.
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That's just a natural
sort of way of our being. But,
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particularly for
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ADHD is like we have the ability
to have quite divergent thinking,
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which is really exciting
because actually that brings like novel
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new approaches, to the way that we,
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we can see things.
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So it's not always that linear path
the way that we think.
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It is could be more of,
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00:13:16,840
I should I like to describe this
in a numerical fashion of.
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Yeah, yeah, I see. Cool.
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00:13:22,280
Like the one, two, three, four,
five being a bit more linear
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in my head,
it might be seven 140 to 20, 38 nine,
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but the beauty of that
is that we do see things differently.
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And particularly in complex
or chaotic environments.
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I work really well.
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And the opposite,
I guess sometimes I could create complex
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and chaotic environments
because it kind of suits me,
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but it may not suit other people
if you say what I mean.
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Yeah, absolutely.
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00:13:52,440
So I think there's, there's definitely
helpful and unhelpful things about that.
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Yeah. Yeah.
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Clearly, like for centuries now,
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00:14:02,640
people will have been neurodiverse
and they just would have gone undiagnosed
255
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and sort of lived
through the workplace with that.
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So before people started getting diagnosis
and before people started understanding
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00:14:16,840
how their brains worked and were able
to reach out and get this sort of support,
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were they just were
there just sort of 50% of the workforce
259
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having to like, figure it out themselves?
260
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Does that make sense?
261
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00:14:28,440
It yeah, it does make total sense.
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00:14:30,520
I think it's a really good question.
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00:14:35,720
So I think, oh, if googling on this,
like how we, how the population does have
264
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00:14:40,440
ADHD, do we think
can it came up to 3.6% of the population,
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00:14:44,280
I think is estimated to have ADHD
at this point in time.
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So it's still a really,
really small percentage.
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But like you said, it's the not
recognizing that and having the ability.
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I think we talk about
if it's heard of masking, a lot.
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So basically your child,
you find your a sign,
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I guess I think it would be fair
that you're kind of fighting your,
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your natural behaviors
in order to be like, no, I can do this.
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I can work in a 9 to 5 organization.
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I can deal with the noise around me.
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I can deal with somebody, say to me,
you know, do
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00:15:22,080
you think you could just get this,
you know, not give you a deadline?
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And so you start to change, start to mask.
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Sorry.
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00:15:28,680
Some of those behaviors,
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00:15:33,440
which is theory for a little while,
actually, when I was learning about ADHD,
280
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I was like,
what's really the problem with that?
281
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00:15:38,000
Because actually that means you're
just kind of behaving a bit more
282
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as, as normal.
283
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But the problem with that
is that it's really training.
284
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So part of my story is really,
285
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00:15:55,360
I suppose even about six, maybe six, nine
months ago might be could be before then.
286
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00:16:00,400
I was having to go to bed in the afternoon
and I get terrible, terrible headaches.
287
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00:16:04,480
I'd have to go to sleep,
if anything was, like, too exciting or too
288
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00:16:08,040
stressful for me, because for years
and years and years and I've just been
289
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00:16:11,560
just pretending
that I could do multiple things,
290
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and I could have one social event
after another after a hard day at work.
291
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And maybe somebody just dropping
something on my desk at the last minute
292
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and all of those things.
293
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00:16:24,520
I mean, I don't know if I've actually
it was having an impact on me
294
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00:16:28,920
that I didn't realize
was quite detrimental to my wellbeing.
295
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Because when you're, you know,
I consider myself quite young,
296
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00:16:37,400
and I
don't feel like I should be having to,
297
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00:16:41,280
you know, have these moments,
these massive bad burnout moments
298
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00:16:44,280
where I just need to go to bed
because actually, a carpet sense, it's,
299
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00:16:45,840
it's those sorts of impacts.
300
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00:16:49,560
And as you say,
you might appear to be normal
301
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00:16:52,840
and let's say functioning a
9 to 5 at work.
302
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00:16:56,400
But outside of those hours,
how is that person surviving?
303
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00:17:00,120
And what we really want is people at work.
304
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00:17:03,120
It's not just to come to,
you know, come to work
305
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00:17:06,960
because it's a job, but actually thriving
and being in an environment
306
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00:17:11,560
that really energizes that person
and helps them, you know, live a,
307
00:17:12,360 -->
00:17:15,360
you know, a good life,
which is both inside and outside.
308
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00:17:16,800
Does that alter your question?
309
00:17:16,800 -->
00:17:18,960
Yeah. No, it does it
it makes complete sense.
310
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00:17:22,200
And it it leads quite nicely actually,
into what advice do you have
311
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00:17:25,440
for workplaces
to help support the neurodivergent staff.
312
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00:17:27,880
Yes. Yeah.
313
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00:17:31,760
So I think this is an interesting one
because often when I,
314
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00:17:36,160
when I speak with immunizations
about supporting support in their staff,
315
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00:17:39,480
often there's this, okay, so we need to,
316
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00:17:44,040
give spaces for ADHD or neurodiverse
people,
317
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00:17:48,800
to be able to get away setting aside
a group, or we had to dim the lights
318
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00:17:53,360
or have, different kind of furnishings
or textures or things like that.
319
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00:17:59,240
And I know people in technical
would say things that's all really good.
320
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00:18:00,640
Like, that is a good thing to do, right?
321
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00:18:03,280
That's helpful because it does get space.
322
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00:18:05,320
But why are we not thinking
broader than that?
323
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00:18:08,640
Because actually we need to be thinking,
well, as a manager,
324
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00:18:12,160
if I'm a manager with ADHD
or a manager who has ADHD, who,
325
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00:18:16,040
yeah, coaches or colleagues,
326
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00:18:19,400
then how do I actually communicate
with that person
327
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00:18:23,320
and how does that person, how can I help
that person communicate with me?
328
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00:18:26,320
Because I believe the city way thing
we often talk about, you know,
329
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00:18:28,720
we've been literally in the,
330
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00:18:31,840
you know, at school at neurotypical well,
for many years.
331
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00:18:35,000
We need to meet changing needs,
but we also need to
332
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00:18:39,200
understand how other people like
to communicate, because I know for myself,
333
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00:18:42,480
sometimes I can come across quite direct
and quite
334
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00:18:45,520
maybe sometimes brutal.
335
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00:18:47,800
And if somebody's communicated
336
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00:18:51,200
with me direct,
so brutal like that could like break me.
337
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00:18:54,920
I could be, you know, destroyed by that,
which is really ironic.
338
00:18:54,920 -->
00:19:01,480
So how do we have a two way communication
sort of understanding in place?
339
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00:19:05,960
So supporting supporting organizations
to understand that,
340
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00:19:09,840
and I think for things like that is just
let's have the conversation.
341
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00:19:12,920
Let's not be frightened to say, you know,
342
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00:19:16,040
I part of our may be unfolding.
343
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00:19:16,600
What is it?
344
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00:19:21,440
You know, if you if you, you know,
ADHD or autistic or some,
345
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00:19:26,520
some part of that,
you know, neuro diverse community, then.
346
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00:19:29,880
Well,
347
00:19:29,880 -->
00:19:32,160
these are the ways that we understand
348
00:19:32,160 -->
00:19:35,080
communication will help
what would help for you kind of thing.
349
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00:19:38,280
And if people are comfortable
with coming out and talking about it,
350
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00:19:41,720
and I totally understand that as well,
because it can be very scary.
351
00:19:42,960 -->
00:19:45,720
Then just naturally,
let's just talk to people in a way
352
00:19:45,720 -->
00:19:46,680
that they want to give you. Okay?
353
00:19:46,680 -->
00:19:48,840
Let's just ask the question,
how do you like to be managed?
354
00:19:48,840 -->
00:19:51,280
How do you want to be communicated to you
rather than the sign?
355
00:19:51,280 -->
00:19:52,920
This is how we like to do it.
356
00:19:52,920 -->
00:19:56,440
And, you know, every year
we have an annual review.
357
00:19:56,440 -->
00:19:58,440
Well,
that might be terrifying for somebody
358
00:19:58,440 -->
00:20:01,760
with with ADHD because you don't know
what's going to happen because has.
359
00:20:02,120 -->
00:20:03,000
Yeah.
360
00:20:03,000 -->
00:20:05,920
Have we stacked up a whole load of things
just for that year's review.
361
00:20:05,920 -->
00:20:07,200
Like there's so many different,
362
00:20:08,400 -->
00:20:09,680
you know,
there's so many different things.
363
00:20:09,680 -->
00:20:12,080
It can be it can be a bit scary.
364
00:20:12,080 -->
00:20:15,880
So I think one thing is around
communication,
365
00:20:18,120 -->
00:20:21,920
the second thing is,
and I still haven't quite worked out
366
00:20:21,960 -->
00:20:24,960
or quite managed
to convince people of this,
367
00:20:25,080 -->
00:20:27,960
but, especially for the ADHD brain,
368
00:20:27,960 -->
00:20:31,880
making things fun to get stuff done is a
369
00:20:31,880 -->
00:20:35,920
real, is is just a massive tick in a box.
370
00:20:35,920 -->
00:20:36,560
Right?
371
00:20:36,560 -->
00:20:40,160
So I my motto especially is a scrum.
372
00:20:40,160 -->
00:20:44,680
Most agile coaching coach is having fun
while getting stuff done.
373
00:20:44,680 -->
00:20:46,080
That's that's what I say.
374
00:20:46,080 -->
00:20:51,000
And I've had the like of like two decades
and I've never understood what,
375
00:20:51,000 -->
00:20:53,680
because I feel boring stuff
I'm just not interested in. Literally.
376
00:20:53,680 -->
00:20:56,400
You cannot get like to do a bill.
377
00:20:56,400 -->
00:20:58,440
I know everybody
find stuff like that boring.
378
00:20:58,440 -->
00:21:00,600
But it's, it's it's like a
379
00:21:01,720 -->
00:21:03,520
I don't know how to describe it.
380
00:21:03,520 -->
00:21:06,360
I am almost paralyzed by boring things.
381
00:21:06,360 -->
00:21:08,400
I just have a few words for them.
382
00:21:08,400 -->
00:21:10,800
And that's
really obviously in a workplace,
383
00:21:10,800 -->
00:21:12,760
you can't just say,
I'm never going to do a boring thing.
384
00:21:12,760 -->
00:21:15,760
That's just not feasible
or no X by the company.
385
00:21:15,760 -->
00:21:16,560
Right?
386
00:21:16,560 -->
00:21:19,520
But, you know, always talking to a coach,
387
00:21:19,520 -->
00:21:22,560
a coach, you, you dinosaur,
just write all these numbers.
388
00:21:22,560 -->
00:21:23,240
Really boring.
389
00:21:23,240 -->
00:21:27,520
I said, oh, was there anybody in your team
that actually really loves numbers?
390
00:21:27,720 -->
00:21:31,760
Because there might be an ADHD
or actually anybody in that team is
391
00:21:31,760 -->
00:21:33,040
just gets really like,
392
00:21:33,040 -->
00:21:36,160
you know, get a buzz out of looking at
numbers and planning stuff like that.
393
00:21:36,480 -->
00:21:38,360
Well,
what did you just say? Like, you know,
394
00:21:38,360 -->
00:21:41,160
you either want to work on it together
or do you want to do this?
395
00:21:41,160 -->
00:21:42,960
Because I know that you find this fun.
396
00:21:42,960 -->
00:21:47,600
So why do we
why are we still we have kids, right?
397
00:21:47,600 -->
00:21:49,480
Yep. Just drop descriptions. We have,
398
00:21:50,560 -->
00:21:51,040
you know, the
399
00:21:51,040 -->
00:21:54,360
goal in which
we want to achieve in our day to day.
400
00:21:54,360 -->
00:21:56,920
But it doesn't mean that we can't say,
well,
401
00:21:56,920 -->
00:21:59,120
these are really fun things in my job,
I love it.
402
00:21:59,120 -->
00:22:02,120
I understand
I will have sprinkling of boring stuff
403
00:22:02,400 -->
00:22:05,400
and but the stuff
that is actually paralyzing to me,
404
00:22:05,480 -->
00:22:08,760
why am I taking that away from somebody
you actually might really enjoy it.
405
00:22:09,160 -->
00:22:10,480
Does that make sense? Yeah.
406
00:22:10,480 -->
00:22:12,680
Yeah, yeah, that makes sense.
407
00:22:12,680 -->
00:22:15,000
It's just that more like
completely flexible
408
00:22:15,000 -->
00:22:18,000
way of working
where you look at the team in front of you
409
00:22:18,160 -->
00:22:21,520
and you delegate accordingly
instead of just by job description.
410
00:22:21,560 -->
00:22:22,600
She say.
411
00:22:22,600 -->
00:22:24,160
Yeah, I think that would be better or not.
412
00:22:24,160 -->
00:22:26,560
This comes back to like that sort of agile
way of working
413
00:22:26,560 -->
00:22:28,280
of cross-functional teams. Right.
414
00:22:28,280 -->
00:22:31,400
But again, you've got your,
you know, T-shaped person.
415
00:22:31,440 -->
00:22:33,000
So you've got a core skill,
416
00:22:33,000 -->
00:22:35,440
but is there an opportunity
to actually chart a website.
417
00:22:35,440 -->
00:22:36,000
Exactly.
418
00:22:36,000 -->
00:22:39,960
Let's make things fun so that actually,
if it will, energized work.
419
00:22:39,960 -->
00:22:44,080
And also surely there's just much of a
you don't want to get out of bed,
420
00:22:44,080 -->
00:22:45,080
be like, oh, go on,
421
00:22:45,080 -->
00:22:48,960
I've got to look at another spreadsheet
today or I will go to another 100 meetings
422
00:22:49,320 -->
00:22:50,680
like you get up at night.
423
00:22:50,680 -->
00:22:52,200
Yeah, yeah, I've got to do this.
424
00:22:52,200 -->
00:22:56,280
But I've got all of these, you know, 90%,
70% of my day is actually going
425
00:22:56,280 -->
00:23:00,240
to be really interesting and something
that, you know, like to fire away.
426
00:23:00,280 -->
00:23:02,360
Yeah. Absolutely brilliant.
427
00:23:02,360 -->
00:23:04,080
And then finally, where do you see
428
00:23:04,080 -->
00:23:07,760
ADHD awareness and support
heading in the future?
429
00:23:08,640 -->
00:23:11,160
So I really hope that
430
00:23:11,160 -->
00:23:14,160
there is a role for sort of neuro
431
00:23:14,280 -->
00:23:18,480
diversity coaching
or ADHD coaching in the workplace.
432
00:23:18,640 -->
00:23:22,920
I hope that people actually
433
00:23:24,120 -->
00:23:25,120
feel they can
434
00:23:25,120 -->
00:23:28,200
talk about their their differences
435
00:23:28,200 -->
00:23:33,040
and can actually be proud of saying
that my brain is different.
436
00:23:33,040 -->
00:23:35,080
And the reason it's, you know,
the reason is different
437
00:23:35,080 -->
00:23:38,160
because maybe it falls into this,
let's label it whatever it needs to be.
438
00:23:38,520 -->
00:23:42,160
But actually the benefits of that
are this, that and the other.
439
00:23:42,160 -->
00:23:46,080
So it would be so cool to see on even job
descriptions, like,
440
00:23:46,080 -->
00:23:49,920
we're looking for a divergent thinker,
for someone who's good at either focusing,
441
00:23:49,920 -->
00:23:52,920
you know,
someone who's able to recognize patterns,
442
00:23:53,800 -->
00:23:57,080
all of these things are actually stuff
that we're really good at,
443
00:23:57,080 -->
00:24:02,040
and being able to have that us helpful,
444
00:24:03,600 -->
00:24:06,480
sort of indications to a diverse,
445
00:24:06,480 -->
00:24:09,480
you know, workplace,
I think would be would be really great.
446
00:24:10,560 -->
00:24:12,280
I think, again, sort of coming
447
00:24:12,280 -->
00:24:16,040
back to your previous question around a,
448
00:24:17,000 -->
00:24:19,920
what can
organizations do for people with ADHD?
449
00:24:19,920 -->
00:24:22,040
It's like I say, it's not just about
450
00:24:22,040 -->
00:24:26,080
I actually ADHD and autism around
colors and noise and many other things.
451
00:24:26,080 -->
00:24:29,720
I think it's also also about that
diversity of ideas.
452
00:24:29,720 -->
00:24:34,280
So, you know, I can sometimes
come with an idea and say it to people
453
00:24:34,280 -->
00:24:38,520
and everybody sort of goes by it because
it's probably a little bit wayward.
454
00:24:38,520 -->
00:24:41,880
And I've got their own way
that maybe I haven't explained very well,
455
00:24:42,120 -->
00:24:44,040
but rather than saying, oh, that's a bit
456
00:24:44,040 -->
00:24:47,400
wayward, let's keep going along this one,
two, three, four linear way
457
00:24:47,840 -->
00:24:51,920
actually writing that and saying, okay,
so we don't have to do my idea, right.
458
00:24:51,920 -->
00:24:54,200
But let's, let's explore
a little bit more.
459
00:24:54,200 -->
00:24:58,560
So let's explore more crazy
fun ideas and see where we
460
00:24:58,880 -->
00:25:01,840
we come out with that rather than,
than just taking the normal path.
461
00:25:01,840 -->
00:25:06,280
So I suppose I'm sure I'm saying,
shall we be more experimental?
462
00:25:07,160 -->
00:25:10,680
And having that in our organizations
463
00:25:10,680 -->
00:25:14,600
because that is supporting the future of,
you know,
464
00:25:14,880 -->
00:25:20,880
ADHD and true diversity and, and true
sort of inclusion across the board.
465
00:25:21,200 -->
00:25:22,480
It's not just,
466
00:25:22,480 -->
00:25:26,200
you know, we need to talk about this more
or we need to be aware that we have ADHD
467
00:25:26,200 -->
00:25:30,120
colleagues know it's actually practically
doing something different about it.
468
00:25:30,640 -->
00:25:32,640
Yeah, fantastic.
469
00:25:32,640 -->
00:25:35,280
If people want to reach out to you
if they've got questions
470
00:25:35,280 -->
00:25:36,880
or they want to learn more
about what you do, can.
471
00:25:36,880 -->
00:25:38,560
They get in touch?
472
00:25:38,560 -->
00:25:39,840
Yes, absolutely.
473
00:25:39,840 -->
00:25:43,840
So, you can either get in touch
with, through LinkedIn.
474
00:25:43,840 -->
00:25:45,000
So I'll send you my LinkedIn.
475
00:25:45,000 -->
00:25:47,000
And please do connect. Connect.
476
00:25:47,000 -->
00:25:49,600
Follow me on there. Drop me a DM.
477
00:25:49,600 -->
00:25:51,840
Otherwise my website is
478
00:25:52,960 -->
00:25:55,960
helen-lca.com.
479
00:25:56,040 -->
00:25:58,000
And you can also connect with me there.
480
00:25:58,000 -->
00:25:59,920
And I would love to speak to more people.
481
00:25:59,920 -->
00:26:04,080
There's a lot of us out there regardless
of any of diagnose not diagnose.
482
00:26:04,560 -->
00:26:07,080
But there's certainly a lot things
that we can make nice to.
483
00:26:07,080 -->
00:26:09,920
Yeah.
To support your day to day to thrive.
484
00:26:09,920 -->
00:26:12,480
Fantastic. Well,
thank you so much for your time today.
485
00:26:12,480 -->
00:26:13,080
Thank you.
486
00:26:13,080 -->
00:26:14,200
Emily, it's been such a pleasure
487
00:26:14,200 -->
00:26:16,240
to speak to the again
and thank you for having me on.
488
00:26:16,240 -->
00:26:18,320
Thanks again to Helen for their time.
489
00:26:18,320 -->
00:26:21,120
For more information
on the role of an ADHD coach.
490
00:26:21,120 -->
00:26:21,960
You can get in touch.
491
00:26:21,960 -->
00:26:24,320
With Helen
through the links in the description.
492
00:26:24,320 -->
00:26:28,000
For more information on neurodiversity
in the workplace, head to prospects
493
00:26:28,040 -->
00:26:29,520
Dot acute.
494
00:26:29,520 -->
00:26:33,960
If you enjoyed the episode, do feel free
to leave us a review on Apple or Spotify.
495
00:26:34,200 -->
00:26:38,840
Thank you, as always, for listening and
good luck on your journey to future you.
