Heather Fancourt / Definability

I help companies to support and develop neurodivergent talent, and the teams in which they operate, by re-defining working practices that leverage strengths of neurodiversity, increase effectiveness and boost performance. 

Research by Nancy Doyle at Birkbeck University highlights that without supportive adjustments, only 31.6% of neurodivergent people are likely to stay – a real retention repercussion. Not to mention the wider impact on team collaboration, employee engagement and productivity when individuals are struggling. When we add to this the time pressure everyone is under, a lack of understanding of neurodiversity and a host of specific diagnosis to consider (ADHD, Autism, Dyslexia, Dyspraxia, etc) the resulting uncertainty is a recipe for inaction.

As a late diagnosed neurodivergent myself, I know that without proper time and support to re-define oneself, even neurodivergent people can be unsure about what they need to succeed – leaving everyone guessing. Meaning the brunt of the neuro-inclusion effort falls to managers trying to figure out how to ‘get it right’ for individuals with many and varied needs whilst also maintaining a focus on high performance. Without neurodiversity literacy and simpler tools that work for many, your manager’s capabilities may leave employee wellbeing and business performance hanging in the balance.

Definability is about bringing clarity and definition to the situation at hand by helping you understand what really matters when it comes to getting the best from (and keeping) neurodivergent talent (spoiler: it’s not knowing the diagnosis and doesn’t require as many ‘complicated exceptions’ as you think). Combine this insight with dedicated focus on your unique business mission, structure and culture – and fit-for-purpose solutions emerge.

It’s my job to challenge thinking, processes or habits and spot neuroinclusive opportunities. I’m driven to find strengths and resources that already exist and creatively build on them. Your people won’t leave coaching or learning sessions feeling overwhelmed by more things to learn, fix or implement, they’ll leave with clarity and focus, empowered with evidence-based tools to make the most of the skills and habits they already have. Equipped managers and neuroinclusive teams can reduce absenteeism, decrease employee turnover, boost innovation and be 30% more productive than teams without neurodivergent people (Deloitte Insights, 2022).

As an EMCC accredited senior coach, facilitator and wellbeing practitioner, with 15+ years of coaching and Learning & Development experience, I’ve worked with individuals in start-ups, multinational technology, engineering and aerospace organisations, professional services and finance firms in addition to hospitality, charities, FMCG and construction.

I draw on evidence-based tools and research in positive psychology, neuroscience and wellbeing to create coaching and learning experiences that lead to:

1. Neurodivergent individuals with clarity on their own effectiveness and ability to advocate for their needs (or access advocacy) without making managers guess
2. Managers armed with a core set of skills that allow them to focus on supporting ALL of their many and varied team members
3. Neurodiverse teams enabled with strengths awareness and team charters so everyone knows how to get the best from one another
4. Neuroinclusive workplaces where alternate perspectives and new ideas lead to business growth

Just listen to feedback from previous clients:

• “You are one of the best coaches I’ve experienced in this kind of work. You have a way of listening and really hearing what I’m saying and supporting other perspectives. We need more of that.” (Professional services)
• “Heather was not only engaging, but also genuinely motivating, encouraging everyone to be open to opportunity, feedback and challenge.” (Government)
• “The feedback has been unanimously amazing. Heather was engaging, informative, knowledgeable and thought provoking.” (FMCG)
• “That was one of the best Teams calls I had all year. Great information delivered with passion and enthusiasm.” (Energy tech)

If you are responsible for leading teams and ready to develop neurodivergent talent and define neuroinclusive team dynamics, get in touch using the contact form below.