Sarah Ennor

Great news! You can reduce turnover and boost your revenue without overhauling your business model! Anyone in your organization can make small shifts to get BIG inclusion results. It all starts with using curiosity as a catalyst. This introduction to neurodivergence and ADHD is an ideal first step in your neuroinclusion journey. We’ll dig into WHY neuroinclusion matters, bridging the gap between our good intentions and taking meaningful action. Sarah will share her story and explain what ADHD is, what it isn’t, and how symptoms may show up at work. Armed with the WHY, you’ll develop greater empathy for your colleagues and clients with ADHD, You’ll learn: -Different ways of thinking, working, and communicating with ADHD; -How these differences contribute to better results; -Exactly how to use curiosity to foster belonging and inclusion; -Why curiosity is a catalyst when supporting every type of difference! It’s math and science: a neurodiverse workforce yields better results!

Sarah has been a lawyer since 2007, working in law firms, in-house departments, and in sole practice. She was shocked when her doctor diagnosed her with ADHD)! The condition is often stigmatized as an excuse for laziness and misbehaviour. She’s since learned that nearly 3 times more lawyers report having experience with ADHD than the general population. Also, ADHD is not what she thought! Every person with ADHD experiences different symptoms and strengths. Many, like Sarah, rely on the support of others to thrive at work. No matter your neurotype, your unique strengths can help business prosper. Sarah will share what ADHD really is, and: -What makes the legal workplace so attractive to the ADHD brain; -How and why the positive and negative traits of ADHD may show up at work; -Simple supports that can make a BIG impact for those with ADHD; and -How folks without ADHD play a key role in unlocking their colleagues’ potential. A neurodiverse workforce creates impressive results!

Giving actionable feedback is a skill. It takes practice, especially when we are busy, frustrated, or the stakes are high. All too often we deliver subjective feedback, which feels personal instead of helpful. Sarah was shocked when her doctor recently diagnosed her with ADHD! The symptoms often impact core work tasks like time management and organization. For Sarah, the social symptoms also affected her career trajectory. Sarah shares key elements of her neuroinclusive feedback toolkit. You’ll learn: -Why performance reviews can be the perfect inclusion tool; -How effective feedback is always a two-way street; -A formula that ensures you give (and get) actionable & inclusive feedback; and -Why the formula supports inclusion for everyone who’s different. Sarah is more self-aware of why her symptoms have both helped and hindered her at work. Learning from her experience, you’ll better understand your neurodiverse workforce. You’ll know just where to start to support them!