ADHD Workplace Jumpstart
One session. A clear picture of where you stand. A first step you can actually take.
You don't need a year-long initiative to start supporting ADHD employees better.
You need to understand what's actually creating friction for them, what small changes would make the biggest difference, and what you can reasonably do given your size, resources, and culture.
That's what the ADHD Workplace Jumpstart is. One discovery call to understand your organization. One training session with your team. One written recommendations document with specific, actionable things you can do, starting next week.
No big promises, just practical help. A clear starting point.
What this is
A contained, practical engagement for smaller organizations and teams that want to understand ADHD in the workplace and take meaningful first steps toward being more ADHD-inclusive, without committing to a full organizational program.
A discovery call (60 minutes).A conversation with the organizational contact (HR lead, manager, or department head) about the organization, its workforce, what's prompting the inquiry, and what would make this engagement genuinely useful. The final scope, format, and proposal follow this call.
A training session (2–3 hours, virtual or in-person). A working session with your team, or the relevant subset of it. The content is practical: what ADHD looks like in a workplace, what ADHD-inclusive management practices look like in concrete terms, how AI tools can reduce friction for ADHD employees, and how to support people well without over-accommodating or creating a two-tiered environment.
A written recommendations document. Delivered within 5 business days of the session. This is the primary deliverable. It contains a snapshot of where the organization stands, what would actually help ADHD employees in this specific context, and three to five specific recommendations, written for action, not for a shelf.
Who it's for
This engagement is a good fit when:
- You're a smaller employer, nonprofit, small business, or department-level team, typically under 100 people, though larger teams within a larger organization are also appropriate
- You've noticed that some of your most capable people seem to be struggling in ways that don't fit simple performance explanations, and you want to understand why and what to do about it
- You're interested in becoming more ADHD-inclusive but don't have the budget or the appetite for a full organizational program right now
- You want a realistic, honest assessment of where you stand, not a program that tells you everything is great or demands a year of internal resources to implement
- Something specific happened: someone on the team said they have ADHD, a team dynamic that isn't working, or a retention concern. You want informed guidance on how to respond
What the recommendations document contains
Organizational readiness snapshot
Where the organization currently stands: what you're already doing that works for ADHD employees, what's creating friction, and what the honest picture looks like.
What ADHD looks like in this workplace
How ADHD traits show up in your industry, role types, and work environment. Calibrated to the team and how you work, not a generic explainer.
Three to five specific recommendations
Each one includes what to do, why it matters, how to implement it, and what good looks like. Written so a manager can read the first recommendation and know what to do this week.
Where to start
The one recommendation to implement first, and why it produces the most impact relative to effort.
What deeper work could address
An honest note on what a single session can and cannot accomplish, and what a longer program or individual employee coaching would add if you decide to continue.
What this is not
- It is not a full organizational program. If you want ongoing training, policy development, management consulting, and implementation support, the ADHD-Inclusive Workplace program is built for that.
- It is not individual employee coaching. If a specific person on your team needs ongoing 1:1 support, ADHD Employee Coaching is designed for that, and the Jumpstart often identifies when it's needed.
- It does not identify who on the team has ADHD, and it does not run individual assessments. All training content is general workplace design.
- It is not a broad inclusion program. The Jumpstart is specifically about ADHD and practical workplace design, not a comprehensive inclusion initiative.
Investment
Virtual from $3,500
In-person from $6,000
In-person includes travel.
Final investment is determined after the discovery call and depends on audience size, depth of customization, session format (half-day vs. modular), and whether in-person travel is needed. A specific proposal is sent after the discovery call. No obligation to proceed.
FAQ
What if no one on the team has said they have ADHD?
The training and the recommendations are about workplace design and management practices. They are useful whether or not anyone has said they have ADHD. This service does not identify or assess anyone.
How is this different from a general DEI program?
The ADHD Workplace Jumpstart is specifically about ADHD and practical workplace design, not a broad diversity, equity, and inclusion initiative. It does not include policy audits, climate surveys, or the systems work that broader inclusion programs involve. It's narrower, faster, and focused on what you can do with your current team and culture to better support ADHD employees.
Who should attend the training session?
That depends on your organization, and it's one of the things the discovery call clarifies. Common formats: the full leadership team, a department team, HR plus direct managers, or a mixed all-staff session. The training works for audiences with varying familiarity with ADHD. No background required.
How long is the training session?
Typically 2–3 hours. The discovery call determines the right length and format. For some teams, a focused 2-hour session is ideal. Others benefit from a half-day with more time for discussion and questions.
What if we've already done some ADHD training?
That's useful context for the discovery call. The session is adjusted to build on what you already know rather than repeating foundational content. The recommendations document is calibrated to where you actually are, not to a generic baseline.
What happens after the Jumpstart?
You receive the written recommendations document and you decide what to do with it. Some organizations implement the recommendations and that's enough. Others use it to decide whether a fuller program makes sense. Some identify specific employees who would benefit from individual coaching. The Jumpstart is designed to give you clarity. The next step is yours.
Can you work with fully remote teams?
Yes. The virtual format is designed for remote and hybrid organizations. The training session is a video call, and the written recommendations apply to remote work, including remote-specific friction.
What if we need more than one session?
The Jumpstart is scoped to one session and one recommendations document. Multi-session training, management consulting, implementation support, or ongoing program development is the ADHD-Inclusive Workplace program. The discovery call clarifies which is right.
A starting point, not a year-long program
Not sure this is the right fit? Read the fuller program, then send a note.