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In this episode, I reflect on delivering neurodivergence training to managers and unpack a powerful workplace question: when someone isn’t meeting expectations, is it capability — or context?

Through a compassion-focused lens, we explore:

The difference between equality and equity
Why clarity around feedback and expectations matters deeply
How rejection sensitivity can distort workplace communication
Why ADHD is an explanation, not an excuse
The shame–overwork–burnout cycle many high achievers fall into
How psychological safety improves performance for everyone

Neurodivergent performance may not look neurotypical — and that doesn’t make it wrong.
Whether you're a leader supporting staff or someone quietly masking and overworking to hide your struggles, this episode invites a shift: from blame to curiosity, from fear to compassion.

Want to build a more neuroinclusive workplace?
I deliver talks and training across the UK on neurodivergence, psychological safety and compassionate leadership.
Connect with me: LinkedIn Website
Let’s help your people thrive — not just survive.

Under performing at work, or neurodivergence