Unify360

I'm running a virtual workshop in August and I'm keeping two complimentary spots for not-for-profit organisations.

No catch. I do this because NFPs are often doing the most important inclusion work with the least budget to support it. A little bit of knowledge goes a long way in a smaller team.

The workshop is "The Neuro-Inclusive Manager" which is a three-hour, practical session on leading and supporting neurodiverse teams (different brain wiring). It's designed for people leaders and HR professionals who want to get this right.

Here's what you'll walk away with:

- A clear picture of how ADHD, Autism, Dyslexia and other neurotypes actually show up at work (not the textbook version - the real one)
- Scripts and approaches for performance conversations that get results without shutting people down
- Practical adjustments you can make this week, without needing a policy overhaul
- The skills to hold high standards and be genuinely supportive at the same time

Wednesday 12 August 2026 | 1:00–4:00pm AEST | Live via Zoom

If you'd like to be considered for the complimentary place, just reply to this email with a couple of lines about your organisation and why you think you'd benefit from the training. I'll confirm by Friday 1 August.

This is a great opportuity so don't sit on this one.

If you're not from an NFP but know a good one, send this too them!!

Places in the August workshop are filling. I wanted to share what people have said after previous sessions, in case you're still on the fence.

"𝘒𝘢𝘵𝘦'𝘴 𝘸𝘰𝘳𝘬𝘴𝘩𝘰𝘱 𝘰𝘱𝘦𝘯𝘦𝘥 𝘮𝘺 𝘦𝘺𝘦𝘴 𝘵𝘰 𝘢 𝘸𝘩𝘰𝘭𝘦 𝘯𝘦𝘸 𝘸𝘰𝘳𝘭𝘥 𝘰𝘧 𝘵𝘢𝘭𝘦𝘯𝘵 𝘢𝘯𝘥 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭. 𝘐 𝘯𝘰𝘸 𝘩𝘢𝘷𝘦 𝘵𝘩𝘦 𝘵𝘰𝘰𝘭𝘴 𝘵𝘰 𝘥𝘦𝘴𝘪𝘨𝘯 𝘢𝘯𝘥 𝘪𝘮𝘱𝘭𝘦𝘮𝘦𝘯𝘵 𝘏𝘙 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘸𝘪𝘵𝘩 𝘪𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘢𝘯𝘥 𝘯𝘦𝘶𝘳𝘰𝘥𝘪𝘷𝘦𝘳𝘨𝘦𝘯𝘤𝘦 𝘢𝘵 𝘵𝘩𝘦 𝘤𝘦𝘯𝘵𝘳𝘦." 𝘏𝘢𝘯𝘯𝘢 𝘋𝘸𝘺𝘦𝘳, 𝘐𝘋 𝘊𝘰𝘳𝘱

That's not unusual feedback. Most people come in thinking this is about being more compassionate. They leave realising it's about being a more effective leader and those are different things.

The managers and HR professionals I work with tell me the shift happens when they stop trying to manage behaviour they don't understand and start understanding the brain behind it. The performance conversations get easier. The adjustments feel less like special treatment and more like good management.

**The Neuro-Inclusive Manager | Tuesday 11 August 2026 | 1:00 - 4:00pm AEST**
$775 + GST | 10% off for 2+ from the same organisation

Email [email protected] to register.

Three things you can do this week to be a more neuro-inclusive manager:

1. Ask your team "how do you work best?" Not once. Regularly.

2. Offer written instructions for complex tasks, not just verbal.

3. Check whether your performance feedback is actually specific. "Good work" tells a neurodivergent employee almost nothing.

None of these cost money. All of them matter.

Which one will you try first? Drop it in the comments.