Coach the other side of the relationship.
Training managers is half the job. Your ADHD people also need the skills to meet the organisation halfway: knowing what they need, and asking for it in a way a manager can actually use.
From accommodation to contribution.
Self-knowledge, without the shame lens
Where the wiring helps, where it costs, and what it needs. Most people have never been asked those questions in a work context. Many are masking so well nobody knows there is a mask.
Self-advocacy that works
Translating "I'm drowning" into requests a manager can act on: how work is briefed, when feedback lands, what a realistic deadline looks like. Specific, small, and reasonable to grant.
Meeting the organisation halfway
Owning the parts only they can own: the systems for planning, memory and follow-through that stop output riding on willpower. The same work I do with ADHD senior leaders, scaled to the role.
The accommodation conversation stops being adversarial.
Paired with the Human OS Audit workshop and monthly manager clinics, both sides of the relationship speak the same language. That is the point. Everyone else trains one side. We work both.