1.1. Understanding ADHD

This unit covers what ADHD actually is, how it shows up across three presentations, and why neuroaffirmative language is the foundation for everything that follows.

Learning Objective: Identify the three types of ADHD, understand co-occurrence, and apply neuroaffirmative language to reframe how you speak about yourself.

Case Example Introduction

Meet Alex — an entrepreneur running a freelance marketing consultancy. Alex is dynamic, full of creative ideas, and great in a crisis. But he often feels overwhelmed by administrative tasks, struggles with inconsistent energy, and constantly worries he is "disorganized." Throughout this module, you'll see how Alex stops fighting his brain and starts designing a business around it.

ADHD (Attention Deficit Hyperactivity Disorder) is a common neurodevelopmental variation that influences how a person’s brain processes information, attention, and energy. It's estimated to affect around 5–8% of children and adolescents, with many continuing to experience traits into adulthood sometimes receiving a diagnosis later in life.

The core traits of ADHD include differences in Attention, Impulsivity, and Activity levels. These traits are only considered ADHD when they significantly impact daily life in multiple areas, such as school, work, or relationships.

ADHD is often hereditary, meaning it can run in families. Rather than being a deficit, ADHD reflects a different way of experiencing and interacting with the world one that comes with both challenges and unique strengths.

Fun Fact: 30% of entrepreneurs have ADHD, dyslexia, or both. University graduates with ADHD are twice as likely to start their own businesses. (UK ADHD Foundation)

Did you know that ADHD (Attention-Deficit/Hyperactivity Disorder) is classified into three types based on predominant symptoms:

• Predominantly Inattentive Type: Having trouble focusing on unstimulating tasks, forgetting or losing things, and struggling to organize daily routines. This type (formerly known as ADD) tends to go unrecognized, especially in women.
• Predominantly Hyperactive-Impulsive Type: Hyperactivity is the most prominent feature—having difficulty staying still, feeling internally restless, interrupting others, and acting on instinct

1.2. Co-occurrence: ADHD Rarely Travels Alone

ADHD can co-occur with other neurodivergences. When we say co-occur we mean that more than one ‘neurodivergence’ has been found in a person existing at the same time. This happens at a very high rate with neurodivergences. It’s not always known due to the rigidity of single diagnosis pathways so individuals are unaware. The data on co-occurrence is still estimations for this reason.

ADHD often overlaps with other forms of neurodivergence, such as autism, dyslexia, dyspraxia, or sensory processing differences. This is called co-occurrence. For entrepreneurs, recognizing co-occurrence helps create more tailored strategies rather than expecting a one-size-fits-all approach.

The below image illustrates that rate at which various neurodivergences can co-occur. The indicates the likelihood that the condition is occurring alongside the primary condition.

✍️TRY THIS NOW: The Language Check — ⏱️ 3 minutes Look at the deficit-based phrase: "I am too easily distracted." Write down your own neuroaffirmative reframe right now. (e.g., "My brain is a divergent thinker that scans for new opportunities.") You will use this reframe the next time you feel stuck.

1.4. Neuroaffirmative Language

Neuroaffirmative language is simply respectful communication that highlights your strengths and validates your lived experience. Instead of treating ADHD, autism, or dyslexia as problems to be "fixed" or "normalized," this approach focuses on practical support. By changing our language, we create environments where people feel seen, respected, and empowered to thrive exactly as they are.

Language shapes identity. Using deficit-based language (like calling yourself "lazy" or "scattered") creates barriers to self-advocacy. Neuroaffirmative language helps shift the focus from what's "wrong" to what’s "different"—allowing you to build on your strengths with dignity.

Alex Moment: Alex used to tell clients, "Sorry, I'm so scattered today, I'm just disorganized." This eroded their trust in him. He practiced shifting to neuroaffirmative language. The next week, he told a new client: "I am a big-picture thinker who pivots quickly. To ensure we don't lose the details, I rely heavily on written briefs." The client praised his self-awareness and professionalism.

For entrepreneurs or professionals, recognising co-occurrence can help create more tailored strategies that support how they work best, rather than expecting a one-size-fits-all approach.Understanding co-occurrence allows for more compassionate, accurate, and empowering support not just for challenges, but for the full range of neurodivergent strengths.

Fun Fact: Research shows that 30% of entrepreneurs have ADHD, dyslexia, or both, and university graduates with ADHD are twice as likely to start their own businesses (Lloyd, UK ADHD Foundation).

1.5. Additional Common co-occurring conditions

It's also important to remember that ADHD can co-occur with mental health conditions (like anxiety or depression), sensory processing differences, and other neurological conditions which can influence how someone experiences daily life, stress, and support needs. Being aware of this helps us respond with greater empathy, flexibility, and a more holistic understanding of the individual

ADHD often overlaps with other forms of neurodivergence, such as autism, dyslexia, dyspraxia, or sensory processing differences. This is called co-occurrence, and it’s more common than many people realise. Being aware of this is important because it helps us understand the full picture of someone’s experience.

Using deficit-based language can lead to misunderstanding, shame, and low self-esteem especially for people with ADHD and other neurodivergent profiles. When differences are constantly described as “problems,” “failures,” or “lacking,” it sends the message that someone is broken or not good enough. In contrast, neuroaffirmative language helps shift the focus from what's "wrong" to what’s different allowing people to feel respected, seen, and empowered to build on their strengths while managing challenges with dignity and clarity.

to neuroaffirmative language helps reframe ADHD not as a flaw to be fixed, but as a difference to be understood and supported.

1.6. Activity: Spot the narrative: Deficit vs Neuroaffirmative

Language shapes how we view ourselves and others. When we talk about ADHD, we often hear deficit-based language words that highlight what a person lacks or fails at. In contrast, a neuroaffirmative perspective acknowledges that brains work differently, not wrongly. It recognises strengths, values diversity in thinking, and avoids framing differences as flaws.

Activity Instructions:

Below are two short scripts. One uses deficit-based language, the other is neuroaffirmative.

Your task: Identify which is which and write in the box if its neuroaffirmative or deficit based and what the key words or phrases that gave it away.

Script A

"She/He/They never finish anything on time. She is always distracted, and it feels like she just doesn’t care. If she could just try harder and be more organised, she'd get more done."

Script B

"She works best when she's interested and thrives in fast-paced settings. While structured deadlines are tricky, she brings creativity and energy to projects that excite her."

1.7. Script 2: Entrepreneur Reflection

✍️ TRY THIS NOW: Spot the Narrative — ⏱️ 5 minutes

Activity Instructions:

• Identify which script is deficit-based and which is neuroaffirmative.
• Write the words or phrases of the language that helped you make your decision.
• Reflect on how each narrative affects how the speaker sees themselves and how others might see them.

Script A

"I’ve always struggled to stay consistent. I jump between ideas, and sometimes I feel like I’m just not cut out to run a business like other people. I forget things, miss deadlines, and it’s hard to stay focused unless something is really urgent. I know I need to be more disciplined if I want to succeed."

Identify which script is deficit-based and which is neuroaffirmative.

Write the words or phrases of the language that helped you make your decision.

Script B

"I’m an idea’s person. I naturally gravitate toward creative thinking and fast decision-making, which helps me pivot quickly in business. While structure and follow-through can be tough, I’ve learned to work with tools and collaborators who help balance my energy and keep projects moving. My brain works differently, and that’s part of what makes me good at what I do."

Identify which script is deficit-based and which is neuroaffirmative.

Write the words or phrases of the language that helped you make your decision.

✓ QUICK CHECK

• Can you name the 3 types of ADHD and one strength linked to each?
• Can you swap 3 deficit-based phrases for neuroaffirmative alternatives?
• → If yes, you are ready for Unit 2.

CORE INSIGHT ADHD is not a flaw to be corrected. It is a cognitive difference to be understood. Language is your first practical tool — and you can start using it today.

Unit 1 — Reflection Questions

• What messages — internal or external — have shaped how you view the way you work or focus?
• When do you feel most naturally "in flow" in your work?
• What is one neuroaffirmative phrase you could use about yourself starting this week?

Key Takeaways — Unit 1

• ADHD is a brain-based difference — not a deficit in value or ability.
• It comes in three types and often co-occurs with other conditions — strategies must be tailored.
• Shifting to neuroaffirmative language is your first and most immediate practical step.

This unit explains the brain's management system — executive functioning — and maps how ADHD affects each area in real entrepreneurship contexts.

Learning Objective: Understand the 6 areas of executive functioning, identify how ADHD differences show up in your business life, and map your personal strengths and challenges.

2.1 What Is Executive Functioning?

Executive functioning (EF) is the set of mental skills we use to manage time, focus, memory, emotions, and actions. Think of it as your brain's behind-the-scenes operating system — the CEO that guides decisions, sets priorities, and keeps things running. When ADHD affects EF, the system doesn't break. It just runs differently.

Metaphor 1: The Brain’s CEO

Imagine your brain as a company, and executive functioning is the CEO. The CEO doesn’t do every task, but they help guide decisions, set priorities, and keep things running smoothly. If the CEO is overwhelmed or distracted, the company might still run, but things get missed, tasks pile up, or the team works harder than it needs to.

Metaphor 2: The Mental GPS

Executive function is like your brain’s GPS system. It helps you figure out where

you’re going, choose the best route, re-route when things change, and keep moving

even when you hit traffic. Without a reliable GPS, you might still get there eventually,

but with more stress, wrong turns, and delays.

Fun Fact: EF challenges — task initiation, working memory, emotional regulation — are the most commonly reported barriers for ADHD entrepreneurs. They are also the areas most responsive to simple environmental and structural supports. (Brown, 2008)

The image below outlines Dr. Browns Model of 6 areas of Executive functioning differences. The model shows that the six areas of executive function such as activation, focus, effort, emotion, memory, and action, are deeply interconnected. We each have a unique profile, with strengths and challenges across these areas. Recognising this interdependence allows for compassionate understanding and helps identify supportive strategies and resources that align with how our brains work.

2.2 Why It Matters?

For entrepreneurs, this knowledge is powerful. When you understand your executive function profile, you can build systems that work with your brain instead of against it. You can delegate certain tasks, create ADHD-friendly workflows, or design a business that plays to your strengths, like innovation, vision, or adaptability, while finding practical ways to support areas that need it.

Examples of Supportive Techniques

• Use tools to help stay organised, such as lists, calendars, timers, reminders, and journals. (Make it visual and external)
• Minimise distractions: put devices on silent mode, use noise-cancelling devices, and remove stimuli irrelevant to the task at hand. (Keep it simple)
• Reward yourself for finished tasks.
• Keep notes (Use voice notes to self /transcripts of meetings)
• Set clear amounts of time for tasks, keep track of time, and plan breaks.

Executive functioning differences in ADHD can shape how we work, create, and lead, often in dynamic, nonlinear ways. This table highlights some common strengths and challenges entrepreneurs with ADHD may experience, helping us better understand how these patterns show up in real life and where support can make a difference.

Awareness of these patterns allows entrepreneurs to build in the right supports, like collaborative teams, use of tech tools, or flexible schedules, while confidently leading with their strengths.

2.3 Activity: Make your own list now of your strengths and possible challenges

In this activity, you’ll map your personal and professional challenges across the six areas of executive function. This process helps you recognise patterns, understand where support may be needed, and begin building strategies that align with how your brain actually works.

Strengths: Where do you shine naturally? What comes easily or energises you?

Possible Challenges: Where do you notice friction, frustration, or fatigue?

This isn't about judgment; it’s about gaining clarity so you can support yourself with tools, strategies, or accommodations that work for you.

Example: "When I don't get enough sleep, my memory is really affected." / "When there's too much noise, I find it hard to focus on my work."

ALEX MOMENT Alex told himself he was "bad at follow-through." When he mapped his EF profile, he realised the challenge was specifically Activation — not motivation, not discipline. He built a 2-minute launch ritual: open the doc, write one sentence, press play on his focus playlist. His task-start rate doubled in a week. He wasn't lazy. He needed a launch sequence.

CORE INSIGHT

Understanding your EF profile is not about finding what's "wrong." It's about building a clear, compassionate map of how your brain works — so you can design systems that honour your wiring, not fight it. Awareness creates choice. Choice creates power.

Unit 2 — Reflection Questions

• Which EF area shows up most often in your daily business life?
• When do you feel most "in flow"? What conditions made that happen?
• What is one EF support you have already used successfully — even accidentally?

Key Takeaways — Unit 2

• EF is your brain's operating system — and ADHD affects it in predictable, mappable ways.
• EF challenges are patterns shaped by neurology — not personal failures.
• Knowing your EF profile lets you build workflows that work with your brain, not against it.

✓ QUICK CHECK

• Can you name all 6 EF areas?
• Can you identify 2 areas of strength and 2 that need more support?
• → If yes, you are ready for Unit 3.

Thriving with ADHD starts with recognising the inner resources you already carry. This unit reframes ADHD traits as professional assets and shows you how to build systems — not willpower — that support your entrepreneurial edge.

Learning Objective: Identify your top ADHD strengths, design one system to support them, and reframe a past setback as a source of strategic learning.

3.1 Reframe ADHD traits as strengths

ADHD traits that seem like problems are often competitive advantages in disguise. Distractibility becomes multi-channel thinking. Impulsivity becomes fast decision-making. Emotional intensity becomes client empathy. The question is never "how do I fix this?" — it's "how do I channel this?"

To put this into practice, use the Strength-Task Alignment approach:

• List your strengths (e.g., hyperfocus)
• Match each to a business task (e.g., hyperfocus → deep work sessions for product development)
• Identify what support you need alongside it (e.g., a timer, noise-cancelling headphones)
• A freelance writer who schedules "hyperfocus blocks" for drafting and uses Grammarly for proofreading when focus wanes is not compensating for a weakness — she is leveraging a neurocompetitive advantage (White & Shah, 2016)

Activity: "My ADHD Superpower Inventory"

(Refer to Module Title: Recognising Strengths & Internal Resources)

• List 3 ADHD traits you’ve struggled with:

  Example: "I hyperfocus and lose track of time."

  Your turn:

1. ________________________________________
2. ________________________________________
3. ________________________________________

• Reframe them as strengths:

  Example: "Hyperfocus → I can complete complex tasks in one intense session."

  Your turn:

1. ___________________________ → ___________________________
2. ___________________________ → ___________________________
3. ___________________________ → ___________________________

3.2 Design Systems, Not Just Willpower

ADHD brains thrive with externalised structure. Environmental scaffolding — visual cues, body doubling, time anchors — improves task completion by up to 40%. The goal: stop relying on willpower and start building infrastructure.

3.3 Risk Radar Canvas

A visual tool to map your appetite and capacity for risk across dimensions

ADHD brains thrive with externalized structure. Studies show that "environmental scaffolding" (e.g., visual cues, body doubling) improves task completion by 40% in ADHD adults (Solanto et al., 2010). Systems must accommodate fluctuating energy levels and working memory gaps.

Trainer Script with Life Example:

ALEX MOMENT "Alex, struggled to send invoices on time. Instead of blaming his ‘laziness,’ he designed a system:

1. Automated: Set up QuickBooks to send invoices every Friday at 10 AM.
2. Visual Reminder: Stuck a note on his monitor: ‘No coffee until invoices run!’
3. Accountability: Hired a virtual assistant to check in if invoices weren’t sent by noon.

   Result? 100% on-time payments for 6 months straight."*

How to Apply:

Tool: Apps like Focus@Will use neuroscience-backed music to sustain attention during high-focus blocks. https://www.focusatwill.com/

"Externalize Your Brain"

Methods:

Benefit: Reduces reliance on unreliable willpower by building ADHD-friendly infrastructure.

Design Systems, Not Just Willpower (Solanto, 2016)

Activity: "Build Your ADHD-Friendly System"

1. Pick a recurring task you avoid/dread:

   ○ Example: "Sending invoices."

2. Design a system using these strategies (check all you’ll try):

   ○ Automate it (e.g., accounting software)

   ○ Make it visual (e.g., sticky note on monitor)

   ○ Body double (e.g., coworker checks in)

   ○ Link to a habit (e.g., "After coffee, I invoice.")

3. Your plan:

   ○ Task: _______________________

   ○ System: _____________________

3.3 Leverage Neurodivergent Resilience

ADHD entrepreneurs unconsciously develop resilience through lifelong adaptation. A 2023 study found that 68% of ADHD business owners viewed past failures as "critical learning experiences" vs. 42% of neurotypical peers (ADDA, 2023). This reframing ability is a teachable skill.

Activity: "Failure → Fuel Resume"

1. Recall a past work/business struggle:

   ○ Example: "Lost a big client due to missed deadlines."

2. What strengths did you develop from it?

   ○ Example: "Now I use calendar blockers for projects."

   ○ Your strength gained: ___________________________

3. How does this align with your values?

   ○ Example: "I value reliability - now I protect it with systems."

   ○ Your value: ___________________________

When a bakery failed, one ADHD entrepreneur didn't just recover — she analysed what she'd gained: "I now test recipes in small batches before big orders" and "I prioritise happy customers over perfection." She relaunched as a custom cupcake lab where clients vote on experimental flavours. Her failure became her brand story (ADDA, 2023).

The "Pivot, Don't Panic" Protocol:

1. Name the stressor (e.g., client ghosting)
2. Recall a past challenge you overcame (e.g., a previous late payment that resolved)
3. Apply what you learned then (e.g., now you require deposits upfront)

How to Apply:

Step 1: Failure Resume

Worksheet Prompts:

1. List 3 business setbacks (e.g., missed deadline).
2. Identify strengths gained (e.g., improved time estimation).
3. Note how those strengths now create value (e.g., "I charge 20% more for rush jobs").

"Your worst business moment is someone else’s ‘how did they recover?’ case study."

Step 2: "Pivot, Don’t Panic" Protocol

Framework:

1. Name the Stressor (e.g., client ghosting).
2. Recall a Past Overcome Challenge (e.g., previous late payment resolved).
3. Apply Lessons (e.g., now requiring deposits).

Role-Play: Practice responding to setbacks with "This is like when I…" reflections.

Benefit: Converts shame into strategic problem-solving, fostering long-term business agility.

ALEX MOMENT Alex lost a major client due to a missed campaign deadline. He was devastated. Working through his Failure Resume, he realised he'd gained a crucial skill: the discipline to set structured project milestones and buffer deadlines. He now charges 20% more for rush delivery — and clients love the transparency. The failure became a product feature. His worst business moment became someone else's "how did they recover?" case study.

Worksheet 3.3

ADDA. (2023). ADHD entrepreneurship research report. Attention Deficit Disorder Association. https://add.org/adhd-entrepreneurship-research/

CORE INSIGHT What you once called a weakness may be your most distinctive competitive advantage. Systems and infrastructure replace willpower — making success structural, not effortful.

Unit 3 — Reflection Questions

• Which internal strengths have supported you through past challenges or transitions?
• Which strengths do others notice in you that you tend to underestimate?
• How might you intentionally express one of these strengths this month?

Key Takeaways — Unit 3

• ADHD traits are raw materials to channel — not problems to eliminate.
• Systems replace willpower — making success structural and sustainable.
• Every setback holds a strength. The Failure Resume is how you find it.

✓ QUICK CHECK

• Have you identified 3 ADHD traits with a clear business upside?
• Do you have one system (not willpower) you'll put in place this week?
• → If yes, you are ready for Unit 4.

Thriving at work with ADHD isn't about working harder — it's about working smarter. This unit gives you a practical toolkit across five key categories, plus a workspace design method that reduces cognitive load immediately.

Learning Objective: Apply at least two ADHD-friendly strategies to your current work situation and design one change to your physical or digital workspace.

4.1 What Are Workplace Accommodations — and Why Do They Matter for Entrepreneurs?

Thriving at work with ADHD isn't about working harder it's about working smarter and in ways that actually suit your brain. In this unit, we explore practical, evidence-informed strategies that support executive functioning, task flow, focus, and wellbeing.

What Are Workplace Accommodations; And Why Do They Matter for Entrepreneurs

In traditional employment, workplace accommodations are changes or supports that help individuals work more effectively;such as flexible schedules, noise-canceling headphones, or written instructions to support memory and focus. They're not special treatment they’re tools for equity.

For entrepreneurs, accommodations may look different, but they’re just as important. It’s about understanding how you work best, what supports your executive functioning, and how to shape your tasks, environment, and collaborations accordingly.

Ask yourself:

• How do I relate to the task at hand? What makes tasks feel possible — or impossible?
• What parts of my work drain my energy? What parts energise me?
• What tools, adjustments, or people could reduce friction and support my flow?

Reflection

In the box below reflect on some of the questions asked and make some bullet points with your initial thoughts on accommodations and needs. Where are you currently noticing challenges?

Thinking neuroaffirmatively, accommodations can also be viewed as strategic outsourcing, system design, or workflow choices that allow you to leverage your strengths and reduce unnecessary strain. They’re not about doing less they’re about doing work differently, in a way that protects your energy, focus, and wellbeing.

Whether you’re working solo or in a team, thriving at work means learning to evaluate the task in context, identify where support is needed, and leverage your strengths and available resources to meet demands more sustainably.

This shift in perspective helps move us from blame or burnout toward a more balanced, compassionate, and strategic way of working. It can also support us in evaluating what supports are helpful to us in a focused and supportive manner.

4.2 Making Work Work: Personalising Support & Leveraging Strengths

Understanding the Full Picture of Workplace Wellbeing

Workplace wellbeing and productivity especially for neurodivergent individuals are not determined by executive functioning alone. Research and lived experience show that it’s a dynamic interaction between three key elements:

1. Your Executive Functioning (EF) Profile : how your brain handles things like focus, planning, emotion regulation, and follow-through.
2. The Task or Job ; its complexity, clarity, urgency, and how well it aligns with your interests, skills, or energy.
3. The Resources Available this includes time, tools, support systems, collaborative dynamics, accommodations, and even physical or emotional energy.

It's important to recognise that not everything is within our control. Productivity challenges don’t always reflect a personal shortcoming they often reflect a mismatch between the demands of a task and the support or resources available to complete it.

Whether you’re working solo or in a team, thriving at work means learning to evaluate the task in context, identify where support is needed, and leverage your strengths and available resources to meet demands more sustainably.

This shift in perspective helps move us from blame or burnout toward a more balanced, compassionate, and strategic way of working. It can also support us in evaluating what supports are helpful to us in a focused and supportive manner.

4.3 Creating a supportive workspace

Your physical space can either support or stress your brain. Small changes in layout, lighting, or noise control can lead to significant gains in how you feel and function.

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

How to apply it:

1. Declutter and categorise — keep only essential items in each zone
2. Use sensory aids — noise-cancelling headphones in the focus zone, fidget tools in the creative zone
3. Colour-code zones — visual cues tell your brain which mode it's in
4. Reset daily — spend 5 minutes reorganising your zones at the end of each day

Benefit:

• Reduces decision fatigue by assigning specific tasks to specific spaces.
• Enhances focus by minimizing visual/auditory distractions (Söderlund et al., 2020).

ALEX MOMENT Alex built a 3-zone home office: Focus zone — laptop and one notebook, no phone. Creative zone — a whiteboard for client brainstorming. Break zone — a chair by the window, a plant, no screens. He added one rule: a 2-minute zone reset every morning. "It sounds too simple to work," he said. "But my brain now knows what mode it's in the moment I sit down." His productivity didn't improve because he worked harder. It improved because his environment started working for him.

Fun Fact: Workspaces with dedicated zones and natural light reduce ADHD-related cognitive overload by up to 40%, improving both task completion and emotional regulation.

(Söderlund et al., 2007)

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

Activity 1: Personal Strategy Match-Up

Step 1 — Name one current recurring work challenge:

My challenge: _______________________________________________

Step 2 — From the table in 4.2, pick TWO strategies that could help:

Strategy 1: _______________ Strategy 2: _______________

Step 3 — Write your "If...Then" statement: "If I feel stuck starting _______,

then I will try _______ for the first 20 minutes."

Step 4 — When will you try it this week?

Step 5 — Articulate one support you need. Use these prompts: "What I've noticed helps me is..." "For me to do my best work, it's helpful if..." "Would it be possible to...?"

Write your script here: _______________________________________________

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

Activity 2: Communication Practice : Articulating Your Support Needs

Think of a real or imagined work situation (solo, client-facing, or team-based) where you need a support, boundary, or accommodation.

Write a short script or bullet-point response that clearly and respectfully communicates what you need.

Prompts to guide you:

“What I’ve noticed helps me is____________________________________”

“For me to do my best work, it’s helpful if_______________________________”

“Would it be possible to____________________________________?”

CORE INSIGHT These strategies externalise structure — creating outside what ADHD brains struggle to generate consistently inside. They are not productivity hacks. They are wellbeing practices that let you work in ways that are sustainable, affirming, and human.

Unit 4 — Reflection Questions

• What work rhythm feels most natural and supportive for your brain?
• How might you align your schedule more closely with your actual energy cycles?
• What is one task, tool, or process you could delegate, automate, or simplify this month?

✓ QUICK CHECK

• Do you have at least one new ADHD-friendly strategy to try this week?
• Do you have a plan for one workspace improvement — however small?
• → If yes, you are ready for Unit 5.

5.1. Structured Flexibility for Neurodivergent Work Environments

True inclusion goes beyond accommodations — it means environments where neurodivergent people feel valued, understood, and safe to show up as their authentic selves. This unit shows how ADHD-friendly cultures benefit everyone — and gives you a burnout-prevention toolkit that actually works.

Learning Objective: Design a structured-flexible work rhythm, identify inclusive practices for your context, and build a personal wellbeing plan that protects your long-term energy.

Strategy: "Structured Flexibility" – Combine time-blocking (dedicated focus periods) with buffer times for transitions and unexpected challenges.

Benefit:

• Prevents burnout by accommodating ADHD-related focus fluctuations.
• Improves task completion rates by reducing overwhelm (Mayer & Mussap, 2022).

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

How to Apply:

1. Use digital planners (e.g., Google Calendar, Todoist) to color-code tasks.
2. Assign "flex blocks" (unscheduled time) for energy dips or creative spurts.
3. Normalize adjustable deadlines where possible (e.g., "Submit draft by Friday or Monday").

ALEX MOMENT: Alex used to abandon projects when deadlines felt rigid. By switching to structured flexibility—like scheduling ‘deep work’ in 90-minute blocks with 30-minute buffers—he now meets goals without guilt. His team also adopted this, creating a more inclusive workflow."

5.2. Co-Creating Inclusive Workspaces with Teams

Inclusion is not a policy — it is a practice. Whether you work solo, with a small team, or with clients, how you design communication, collaboration, and expectations either supports or suppresses neurodivergent performance.

Strategy: "Inclusion Brainstorming Sessions" – Regularly solicit team input on accessibility needs (e.g., written + verbal instructions, quiet workspaces).

Benefit:

• Boosts morale and retention by valuing diverse work styles.
• Reduces miscommunication and stress for neurodivergent teams (Hallowell, 2021).

How to Apply:

1. Host monthly "inclusion check-ins" to adjust workflows.
2. Offer multiple communication options (e.g., Slack for async updates, Loom for video instructions).
3. Design sensory-friendly spaces (e.g., quiet zones, flexible seating).

5.3. Wellbeing & Burnout Prevention

ADHD burnout is not a sign of weakness. It is a structural problem — caused by running a business without the right scaffolding. The solution is to build recovery into the system, not treat it as a reward when everything else is done.

ACTIVITY — Workplace Inclusion Audit

Think about your current work environment — your business, a team, or a client relationship.

What inclusive practices already exist?

________________________________________

Where might ADHD people feel unseen or unsupported?

________________________________________

What ONE change could you introduce — or ask for — this month?

________________________________________

My 3-step action plan:

Step 1: _______________________________________________

Step 2: _______________________________________________

Step 3: _______________________________________________

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

CORE INSIGHT Inclusion is not an add-on. It is the foundation. Workplaces and entrepreneurs that embrace neurodiversity are more innovative, more resilient, and more sustainable — for everyone.

Unit 5 — Reflection Questions

• What does inclusion personally feel like for you — when have you felt truly seen and supported at work?
• How do you recognise the early signs that you need to slow down or recover?
• What one commitment can you make right now to protect your long-term wellbeing?

✓ QUICK CHECK

• Do you have one structured flexibility practice designed for your week?
• Do you know your early burnout signals — and have a recovery protocol ready?
• → If yes, you have completed Module 1.

5-Minute Grounding

• Debrief: “Rate calmness 1–5; what body area held most tension?”

Sensory Modulation Checklist

• Trainer Script: “Identify 2 items you’ll test this week; note effects on your focus.”
• Debrief: “Which sensory tool felt most grounding?”

CBT Reframe Prompts

• Purpose: Interrupt negative automatic thoughts.
• Prompt Templates:
  • “When I feel X→I notice that thought and remind myself Y.”
  • E.g., “When I feel overwhelmed→I note ‘This is just stress, not failure.’”
• Debrief: share one reframe that felt empowering.

Priya Moment: After a product launch went wrong, Priya spiralled into self-criticism for two days. She used the CBT Reframe Prompt: 'When I feel like a failure → I remind myself that I shipped something and learned what doesn't work.' She wrote it on a sticky note above her desk. By day three, she was back to planning the next iteration.

• Steps (Scripted): tense/release sequences for 4 muscle groups (feet, legs, shoulders, face), 5 sec hold/10 sec release each.
• Debrief: “Which area gave the biggest relief?”

Micro-Mindfulness Breaks

• Debrief: “Where did your mind wander most?
• Steps (Scripted): 5 minute rule for task

Conclusion / Summary

Conclusion: Understanding ADHD Through a Compassionate,

In this module, we began by exploring what ADHD is, including the three most common presentations. We looked at the reality of co-occurrence, recognising that ADHD often exists alongside other experiences such as anxiety, learning differences, or sensory challenges.

But understanding ADHD goes beyond symptoms and checklists. As we moved into a focus on neuroaffirmative language, we shifted the conversation away from pathology and toward self-worth, identity, and empowerment. We acknowledged that while diagnoses can offer clarity and access to support, they don’t define our full humanity. The words we use about ourselves and others carry weight. They shape how we see our potential, how we advocate for ourselves, and how we relate to the world.

By grounding our learning in neuroaffirmative principles, we remind ourselves that:

• ADHD is a brain-based difference, not a deficit in value or ability.
• Strengths and struggles often coexist—and both are worth understanding.
• The goal isn’t to “fix” ourselves, but to work with our brains, not against them.
• Language matters—how we speak about ourselves can either shrink or expand our sense of possibility.

As you continue to learn about ADHD, your own executive functioning, and the tools that support you, carry this compassionate lens with you. This is about more than managing challenges—it’s about embracing who you are, seeing your potential clearly, and navigating life with more self-awareness, agency, and care.

In Module 2 — The Productivity Toolkit, we will take the self-awareness you built today and turn it into actionable systems. You will learn specific, ADHD-friendly strategies to boost productivity and reduce overwhelm, including Time-Blocking, Body Doubling, the 1-3-5 prioritization rule, and even how to automate your financial management so it stops draining your executive function.

YOUR MODULE 1 COMMITMENTS

From Unit 1: The deficit-based label I commit to dropping from my vocabulary is __________.

From Unit 2: The Executive Function area I will actively support this week is __________.

From Unit 3: The ADHD trait I will leverage as a professional strength is __________.

From Unit 4/5: The change I will make to my physical workspace or schedule is __________.

Sign it: I commit to trying one new approach in the next 7 days.

Name & Date __________________.

Conclusion: Understanding ADHD Through a Compassionate

In this module, we began by exploring what ADHD is, including the three most common presentations. We looked at the reality of co-occurrence, recognising that ADHD often exists alongside other experiences such as anxiety, learning differences, or sensory challenges.

But understanding ADHD goes beyond symptoms and checklists. As we moved into a focus on neuroaffirmative language, we shifted the conversation away from pathology and toward self-worth, identity, and empowerment. We acknowledged that while diagnoses can offer clarity and access to support, they don’t define our full humanity. The words we use about ourselves and others carry weight. They shape how we see our potential, how we advocate for ourselves, and how we relate to the world.

By grounding our learning in neuroaffirmative principles, we remind ourselves that:

• ADHD is a brain-based difference, not a deficit in value or ability.
• Strengths and struggles often coexist—and both are worth understanding.
• The goal isn’t to “fix” ourselves, but to work with our brains, not against them.
• Language matters—how we speak about ourselves can either shrink or expand our sense of possibility.

As you continue to learn about ADHD, your own executive functioning, and the tools that support you, carry this compassionate lens with you. This is about more than managing challenges—it’s about embracing who you are, seeing your potential clearly, and navigating life with more self-awareness, agency, and care.

In Module 2 — The Productivity Toolkit, we will take the self-awareness you built today and turn it into actionable systems. You will learn specific, ADHD-friendly strategies to boost productivity and reduce overwhelm, including Time-Blocking, Body Doubling, the 1-3-5 prioritization rule, and even how to automate your financial management so it stops draining your executive function.

YOUR MODULE 1 COMMITMENTS

From Unit 1: The deficit-based label I commit to dropping from my vocabulary is __________.

From Unit 2: The Executive Function area I will actively support this week is __________.

From Unit 3: The ADHD trait I will leverage as a professional strength is __________.

From Unit 4/5: The change I will make to my physical workspace or schedule is __________.

Sign it: I commit to trying one new approach in the next 7 days.

Name & Date __________________.