How To Have a Challenging Conversation as a Line Manager: Webinar Overview
Join Donna Stevenson and Mark Woodward as they explore how line managers can approach difficult conversations with confidence, empathy and clarity – specifically when supporting team members with a disability or neurodiversity.
In this webinar they discuss a fictional case study illustrating the common challenges managers may encounter, providing practical yet effective methods to support managers navigate similar scenarios in a suitable manner.
Watch Our Webinar: How to have a challenging conversation as a Line Manager
How To Have a Challenging Conversation as a Line Manager: Key Takeaways and Insights
1. Preparation is Critical
Managers should prepare prior to entering conversations, taking into account unconscious bias, the timing and location, and whether or not the employee requires advance clarity on the conversation topic.
2. Create Psychological Safety
People tend to open up when they feel supported and safe. A relaxed environment can help employees share honestly with their manager.
3. Listening is a Powerful Tool
Use active listening during conversations and avoid interruptions. Many neurodivergent individuals require time to process before answering.
4. Disclosure Conversations Should be Safe and Solution-Focused
When an employee chooses to disclose their neurodiversity, frame it around:
- What it means for them
- What helps
- How they already manage tasks
5. Collaborate on Solutions
Focus should be on solving challenges with the employee, it should be a collaborative process rather than being one-sided. When an employee is involved in shaping the solution, they tend to be more motivated.
Meet the Speakers
Donna Stevenson, Head of Training for neurobox. As Head of Training she develops and delivers high-quality neurodiversity Awareness Training and associated programs.
Donna started her career as a Nursery Nurse and a Primary School teacher where she developed a passion for supporting those learners with dyslexia. This then lead her to work for many years at the British Dyslexia Association (BDA).
Over the years at the BDA, she’s worked with children and adults with dyslexia; working within education and workplaces to raise awareness and champion the Dyslexia Friendly approach.
Mark Woodward, Head of Workplace Adjustments has worked in the field of neurodiversity for more than 12 years and has a wealth of knowledge and expertise in supporting not just people but also teams, managers, and organisations, from creating comprehensive programmes to individual training and coaching.
Prior experience in senior management and operational roles has given Mark an important understanding and awareness of both the needs of the organisation, managers, and of the individual employee.
