Why this exists
Some of your most reliable people spend a large part of every working day on something you never see. Researchers call it camouflaging: the continuous effort of adjusting tone, expression, and behaviour to appear acceptable, which many neurodivergent employees have practised since childhood and which appears nowhere on a timesheet.
Managers are usually well intentioned and under-equipped. They read late work as disengagement, silence as agreement, and resistance as attitude, when each can be a signal about the environment. This program gives them a working model, practical tools, and a shared vocabulary with HR.
How it works
Each week pairs a workshop with a discussion circle, where all four facilitators work through real anonymised cases brought by participants. The content applies to HR business partners as much as to line managers, since HR is where cases get escalated and where the same model is needed to advise on them.
The four weeks
Week 1 · Understanding neurodivergence at work. Masking, processing load, and the difference between myth and reality. Opens with The Cost of Being Understandable, our session on masking and what it costs. Circle: what managers most often misread.
Week 2 · Burnout, safety, and performance. How burnout in neurodivergent employees differs from ordinary stress, and why it so often arrives without visible warning. Circle: recognising early signs before collapse.
Week 3 · Brain, body, and regulation. Executive function explained without jargon. Circle: why someone can work hard and still fall short, and what a manager can change.
Week 4 · Practical accommodations and leadership. Written instructions, interruption load, and flexible scheduling that work inside a large organisation. Circle: real situations and difficult conversations.
An opening session introduces the model, and a closing session turns the four weeks into a personal action plan for each participant.
Who delivers it
Gina Enache · Clinical psychologist, CBT psychotherapist, and founder of OmniBloom. Leads the mindset and masking week.
Maike Preißing · Psychologist and neurodiversity coach. Covers burnout, psychological safety, and performance.
Oana Enache · Medical doctor and nutritionist. Grounds the program in the nervous system, executive function, and regulation.
Alexandra David · Senior program manager with fifteen years in people management. Covers accommodations and leadership in practice.
What participants leave with
- A working model separating capability from environment fit
- Scripts for the conversations that currently get avoided
- A way of reading late work, silence, and resistance as signal
- Accommodations that are realistic inside a large organisation
- A shared vocabulary between managers and HR
- A personal action plan built in the closing session
Two principles we hold to
Nobody diagnoses anyone. The program is about environments and patterns, and managers learn why asking an employee about a diagnosis is the wrong move.
Noticing is different from monitoring. Managers learn to notice change in their team's working patterns so they can offer support earlier, which is never allowed to become a way of watching individuals.
Details
- Length: 4 weeks, 10 sessions
- Format: online or on site
- Language: English
- Audience: managers and HR partners
- Next cohort: February 2027
- Pricing: scoped to cohort size and format Book a scoping conversation: omnibloomhealth@gmail.com