In this edition of Journeys in Coaching, I’m thrilled to introduce Dr. Helen Curran, a leading consultant specialising in neurodiversity and inclusion. With a background in education, leadership, and research, Helen’s work has spanned multiple sectors—from schools to corporate environments—where she’s driven by a mission to create spaces where neurodivergent individuals can thrive.
Helen’s expertise is grounded in both her academic research and extensive hands-on experience. Over the years, she’s led national research projects, authored publications on inclusion, and spoken internationally on the importance of neuroinclusive practices. Whether working with individuals navigating a late diagnosis or consulting with organisations to foster more inclusive environments, Helen’s impact is profound.
As a certified coach, Helen integrates evidence-based strategies with a personalised approach, helping organisations unlock the full potential of their neurodivergent employees. Helen is passionate about embedding inclusion into the very culture of the organisations she works with. As Helen puts it, “Inclusion is about creating spaces where everyone, regardless of how they think or process, can feel valued and supported.”
Helen’s Journey into Neuroinclusive Coaching
Helen’s journey into neuroinclusive coaching began in the classroom, where she trained as a teacher specialising in special educational needs and disability (SEND). Early on, she was drawn to working with students who needed additional support, which sparked her passion for inclusion. “I quickly went into the field of SEND,” Helen shares, reflecting on those early years. Her desire to create inclusive environments for all learners expanded rapidly, leading to her work at local authority level. “I started supporting schools across the local authority, helping them implement strategies for inclusion,” she explains. It was in this role that Helen began to see how much impact inclusive practices could have on both the students, and the wider school community.
Her career took on new dimensions when she transitioned into research and leadership roles. “Eventually, I found myself leading national research projects focused on leadership and inclusion,” Helen notes. During this time, she spent nearly a decade working at a university, where her research into inclusion and neurodiversity deepened her understanding of the complex needs of neurodivergent individuals. “For me, being appropriately qualified and having an evidence base for what I do has always been important,” she says. This combination of hands-on experience and research solidified her belief in the power of evidence-based practices to create truly inclusive environments
“What drew me to coaching was the ability to combine personal and professional experience in a way that could have a real, practical impact,” Helen explains. By working one-on-one with neurodivergent individuals and collaborating with businesses, Helen has created a unique coaching practice that helps both sides thrive. “For me, coaching is about empowering people to unlock their potential while ensuring organisations understand how to truly support them.”
What are Some of the Barriers Faced by Late-Diagnosed Professionals?
One area that Helen has focused on extensively is supporting late-diagnosed neurodivergent professionals. For many of these individuals, receiving a diagnosis later in life is a transformative moment, but it also comes with its own set of challenges. Having spent years navigating environments not tailored to their neurodivergence, these individuals often internalise negative messages about their abilities.
“A lot of late-diagnosed neurodivergent professionals have spent years being told what they can’t do, and that really sticks with them,” Helen explains. “By the time they receive a diagnosis, many have already internalised a sense of self-doubt, wondering why certain tasks seem so much harder for them than for others.”
Helen points out that children with ADHD, for example, receive 20,000 more negative messages than their neurotypical peers, by age 10. This can lead to deep-rooted feelings of inadequacy that follow them into adulthood. “These professionals often carry a weight of self-criticism that has built up over the years,” she says. Helen’s coaching aims to “dial up their strengths” and help them move beyond the negative self-talk that has held them back
How Can Organisations Create More Neuroinclusive Environments?
Creating neuroinclusive environments, Helen emphasises, requires organisations to look beyond surface-level changes. “The first step is always to ask people what they need,” Helen advises. Too often, companies make assumptions about what neurodivergent employees might require or implement blanket policies that don’t cater to individual needs.
“It’s about building a culture where people feel comfortable communicating their needs,” she says. Helen advocates for a dual approach: developing neuroinclusive policies at an organisational level while also creating a safe, open culture where individuals feel empowered to share their experiences. “It’s not just about policies—it’s about creating a supportive environment where neurodivergent employees can feel comfortable disclosing their needs,” Helen adds.
Practical changes that Helen suggests often focus on flexibility and understanding. Small adjustments, like offering flexible working arrangements, providing sensory-friendly workspaces, or ensuring communication is clear and structured, can make a world of difference. “Many of the changes that benefit neurodivergent employees are actually minor, but they can have a huge impact on productivity and wellbeing,” she notes
The Benefits of Triad Coaching
One of the key methods Helen uses to support neurodivergent professionals in the workplace is triad coaching. This approach brings together the employee, their line manager, and Helen as the facilitator to ensure that all parties are aligned and working towards the same goals.
“Triad coaching creates a space where everyone is on the same page,” Helen explains. The focus is on open dialogue—ensuring the employee’s needs are understood and the manager is equipped to support them. This collaborative process leads to practical, tailored solutions that can be implemented immediately. “We often find that these sessions result in simple adjustments that make a big difference, like adapting communication styles or adjusting workspaces to better suit the employee’s needs,” she says.
Helen recalls a particularly successful case where a client was struggling with the volume of communication in their workplace. “We identified that providing more context in emails would help the employee process information more effectively, and it had a massive impact on their ability to manage tasks,” Helen shares. “Sometimes, it’s the smallest changes that make the biggest difference.”
How Was Your Experience of Training with Animas?
Despite her extensive experience, Helen remains a lifelong learner. She decided to enrol in the Neurodiversity in Coaching course with Animas to ensure she stayed current with the latest research and practices in the field.
“For me, it was important to bring together my two passions—neurodiversity and coaching,” Helen explains. The course provided her with fresh insights while also validating much of her existing knowledge. “There’s always something new to learn, and hearing from other professionals on the course really enriched the experience,” she says.
Helen also praised the neuroinclusive design of the course itself, noting how accessible it was for all learners. “It was structured in a way that catered to a range of learning preferences, which made it a truly inclusive experience,” she adds
Future Focus and Closing Thoughts
Looking ahead, Helen’s focus remains on expanding her work with both individuals and organisations, continuing to foster neuroinclusive environments in all aspects of life and work. “My goal is to help more people unlock their strengths and thrive in environments that are designed to support them,” she shares.
Through her consultancy and coaching practice, Helen is committed to helping businesses build truly inclusive cultures that enable neurodivergent employees to succeed. She also hopes to see more leaders embrace neuroinclusion as a key component of organisational success. “Inclusion isn’t just about making accommodations—it’s about creating workplaces where everyone feels valued, supported, and able to do their best work,” Helen reflects.
As she continues to expand her impact, Helen’s work offers a roadmap for organisations looking to foster more inclusive, dynamic teams. For those interested in learning more about neuroinclusive practices or exploring coaching with Helen, you can connect with her via LinkedIn and her website at helencurran.net
