Your interview process is probably screening out some of your best potential hires. Not because they lack skills or capability, but because your standard interview format—the kind that works reasonably well for neurotypical candidates—actively obscures the talents of neurodiverse applicants.
You've had the initial conversation. Your team member has shared that they're autistic, have ADHD, or are dyslexic. Or perhaps you've simply noticed they work differently and want to understand them better. Now what? The difference between managers who unlock exceptional performance and those who inadvertently suppress it often comes down to one thing: they know how to have ongoing, practical conversations about strengths and working styles.
You've probably noticed that your team member thinks differently. Maybe they're brilliant with systems but struggle in open-plan offices. Perhaps they ask surprisingly direct questions in meetings or need written follow-ups after verbal discussions. They might have disclosed a diagnosis—autism, ADHD, dyslexia—or you're simply aware that traditional management approaches aren't quite landing.
As organisational managers, we're often so focused on developing our teams that we neglect our own development. We invest time coaching others, attending leadership meetings, and solving problems, yet rarely pause to coach ourselves. However, research increasingly shows that self-coaching is not just a nice-to-have—it's a critical capability for sustained managerial effectiveness.
Let's be honest—being a line manager is like being a professional juggler at a circus where someone keeps throwing in extra balls. One minute you're deep in strategic planning, the next you're coaching a team member, then you're pivoting to collaborate as an equal on a project, before stepping into "boss mode" for a difficult conversation.
Let's be honest – you didn't sign up to be everyone's work mum or dad. Yet here you are, chasing deadlines like a sheepdog, sending reminder emails that could power a small village, and wondering why your team treats every commitment like a casual suggestion at a dinner party.
In today's fast-paced business environment, managers often find themselves addressing the same types of problems repeatedly. While it's tempting to focus on fixing each individual issue as it arises, this approach treats symptoms rather than causes. A more effective strategy is to identify and develop the fundamental skills your team members need to solve whole categories of problems independently.
In the world of presentations, one truth remains constant: audiences remember less than you think. We've coached thousands of presenters facing the same challenge - the overwhelming urge to include "just one more slide." Today, let's talk about why selective content curation might be your most powerful presentation skill.
Hey there, fellow managers and leadership enthusiasts! Ever wonder what it was like to be a boss back when Elvis was king and everyone thought smoking was good for you? Well, buckle up, because we're about to take a fascinating journey through the golden age of management theory – the 1950s.
Picture this: You're conducting an orchestra where each musician requires a different cue, tempo, and level of guidance to perform at their best. This is the daily reality of effective management. Just as a skilled conductor adapts their style to bring out the finest performance from each section, successful managers must master multiple leadership approaches to handle diverse situations and team members.
100% money back guarantee if people don’t change as a result of our work with you Discuss The Training Your Team Requires 
I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
call today +44 (0)1444 474247
email bob.bannister@imanageperformance.com
