Traditional executive coaching is built on neurotypical assumptions about how that individual's operating system already works, and coaching just needs to sharpen goals, skills or accountability. But for neurodiverse professionals, that premise is false: the executive functions governing attention, planning, motivation and follow-through are precisely what operate differently. Neurotypical solutions do not work on neurodiverse brains in the long-term.
Neurodiversity coaching starts from understanding how the executive function challenges impact the individual. Coaching focuses on building clarity and self-understanding as a first step. Only from there can we then begin to build the systems and strategies to help manage the challenges.
So, whilst Executive Coaching focuses on work-related skills and goals, neurodiversity coaching focuses on the executive function skills, which are often impacted by the brain's different wiring. Coaching helps individuals to build their own systems and strategies that work specifically with how their brain works.
A system is not what you do, it's what organises what you do: the internal architecture that determines behaviour before a single action is taken.
In neurodivergent individuals, that architecture is built from three interconnected layers — identity, the emotional layer (the motivation architecture that determines what actually gets attention and effort), and the neurobiological layer (the fixed constraints of executive function and dopamine dysregulation that behaviour has to operate within).
These layers don't work independently.
Identity determines which behaviours feel possible; the emotional layer determines which tasks receive enough drive to get started; the neurobiological layer sets the hard limits both have to work inside. When they're misaligned, the result is often procrastination, inconsistency or burnout. Not because the person lacks capability, but because the system is fighting itself.
Our framework works through all three layers in sequence, addressing each of the executive functions affected as we go.
That's the structural difference between systems-led coaching and every approach that starts and ends at behaviour: we don't ask someone to override a system that's fighting them. We rebuild the system so it doesn't have to.
From our experience, most neurodiversity provision on the market is based on awareness training - valuable for shifting understanding, but not built to change performance.
Convexity is different by design. Our foundation is one-to-one coaching, developed specifically for high-performance, high-pressured environments of the trading world. The framework delivers coaching in a structure and language that were built to specifically resonate with traders and engineers - not adapted from a generic corporate wellbeing programme.
Whilst the core of our work is individual coaching, we look to partner with firms on an organisational level and work with them to build truly neuro-inclusive cultures, where support from the individual comes from the top. This dual approach means neurodivergent professionals aren't just building better systems in isolation, they're operating within organisations that genuinely understand and support how they work; and that the gains made in individual coaching are reinforced by the systems and managers around that person, not undone by them.
To that end, we work with HR Leaders, Team Managers and C-Suite, offering Leadership training, HR advisory and Workshops.
We deliberately look to partner with organisations who are committed to creating neuroinclusive cultures, through annual retained agreements rather than one-off individual coaching engagements.
We believe real, lasting change comes from two directions: supporting individuals to redesign their personal systems, whilst simultaneously helping firms create more inclusive, neurodiversity-informed cultures.
Fundamentally however, we understand that coaching is not a linear process, with a one-size fits all approach. It's a very personal journey, where individuals grow at different rates and need different levels of support at different times. Our commitment to supporting growth should not be determined by the number of sessions purchased.
Instead, we deliberately operate through annual retained partnerships, allowing both ourselves and our clients to be able to take a long-term view, in order to deliver an approach which ensures sustainable transformation rather than short-term fixes.
Coaching sessions are delivered either in-person (or remotely, depending on location), ensuring that we can work with talent wherever your teams are based. We provide extra support and structure through an online platform to assist the individuals in preparing for the sessions and completing follow-up work.
Not at all. Formal diagnosis pathways for ADHD and autism remain incredibly slow, expensive and inconsistent. For adults who went undiagnosed as children, a diagnosis is usually the result of a prolonged burnout. Our coaching looks to prevent a burnout in the first instance.
We work with how an individual's brain actually operates, whether that's formally diagnosed, self-identified, or still under assessment - the coaching methodology doesn't change.
Cameron trained as an ADHD coach through ADHD Works, the only UK provider certified by the CPD accreditation body - a comprehensive programme spanning several months and covering both ADHD and autism, with mandatory practical assessment before graduation.
He supplemented this with a certificate in Executive Coaching from the University of Cambridge and a diploma in 'an Introduction to Psychology' from the University of Oxford's Department for Further Education.
He has actively coached individuals with ADHD full-time since 2024.