What's the difference, and why you might need both
“We want to support neurodivergent staff better. Should we get some training or coaching?”
We hear this question often, and the honest answer is: it depends on what you’re trying to achieve. Coaching and training aren’t two versions of the same thing — they work at different levels, solve different problems, and in most organisations, the strongest results come from doing both.
What neurodiversity coaching actually involves
Our neurodiversity coaching is one-to-one and personal. It’s for individuals — whether that’s a neurodivergent employee who wants to understand how they work best, a neurodivergent leader figuring out how to lead authentically without masking, or a manager who wants to build genuinely inclusive habits with their team.
At Delphinium, that looks like personalised coaching plans built around how someone actually thinks and works, practical tools rather than generic advice, and ongoing support between sessions rather than a one-off conversation. The starting point is always the same: neurodiversity isn’t something to manage or fix; it’s potential that hasn’t found the right conditions yet. Coaching helps someone find those conditions for themselves.
If you’re in the UK, coaching costs may also be eligible for support through Access to Work — worth checking before you assume it’s out of reach.
What neurodiversity training actually involves
Our neurodiversity training works at the group level. It’s not about any one person’s individual working style; it’s about building shared understanding and a genuinely inclusive environment across a whole team or organisation.
That means interactive workshops, not lecture-style presentations: sessions designed to create safe, open conversations about how different minds work, what “reasonable adjustments” actually look like in practice, and how to build a culture where people don’t have to mask who they are to be seen as capable.
Why most organisations need both
Related reading: If you want the fuller picture on what neurodivergent conditions actually involve and how they show up at work, our articles on understanding neurodiversity conditions and their impact and neurodiversity in the workplace are good next reads.
Where to start
If you’re not sure which one your organisation needs first, that’s completely normal, and it’s exactly the kind of question we’d rather talk through with you than guess at from a course catalogue. Book a discovery call, and we’ll help you figure out the right starting point, whether that’s coaching, training, or both.
Published 26th August 2026.
