Talks for managers and the leaders who support them

Most change plans are written for one way of taking in information. Racheal shows leaders where a rollout loses employees and how to design the change so it lands with the whole team.

Her approach treats employees with autism and ADHD as an early signal, because friction in a rollout usually shows up with them first. Leaders learn to read that signal and reduce the cognitive load a change creates before adoption stalls.

Best for: Operations and transformation leaders and CHROs planning a major rollout, along with the managers who will carry it out.

Attendees leave with

• A way to test a rollout plan against different ways of processing information before it goes out
• Early warning signs that adoption is stalling on a team
• Wording for change announcements that spells out what is expected of each employee and by when

Managers often wait for a company-wide program before they change how their team runs. Racheal shows why that wait is unnecessary, because the culture people feel every day is set inside their own team by the person who leads it.

Drawing on The Right Room, she walks through small, repeatable practices that make a team a place where people with different kinds of minds do good work together.

Best for: Opening keynotes, manager conferences and leadership gatherings.

Attendees leave with

• A clear picture of the team culture they already control
• Daily practices they can start without approval from above
• A simple way to check whether a change is working, based on what their own people tell them

Work slips most often in the handoff, when a task moves to the next person and the expectation stays in someone’s head. Racheal shows managers how to design assignments and handoffs around cognitive differences so fewer details get lost.

She starts with the points where cognitive differences show up in daily work, such as how an assignment is explained and how a finished task is checked. Employees with autism and ADHD often notice a vague handoff first, and designing for them makes the process clearer for the whole team.

Best for: Managers and team leads, operations leaders, and HR and L&D teams who design training and onboarding.

Attendees leave with

• A handoff checklist managers can adapt for their own team
• Ways to write an assignment so the expectation is on the page and easy to check
• How to ask an employee which format helps them do their best work, without needing a diagnosis or a formal request

Each new tool or reorganization adds to the cognitive load employees carry, and managers absorb it first. Racheal shows how to spot that load early and adjust the work so employees stay through the change.

She explains cognitive load in practical terms and shows where it builds up during a change, often in new systems and shifting priorities that no one has written down. Employees with autism and ADHD tend to feel that load first, which gives managers an early chance to act before turnover follows.

Best for: CHROs, HR and L&D leaders, and transformation leaders who want to retain employees through a reorganization or system change.

Attendees leave with

• A short set of questions for one-on-ones that shows how much load an employee is carrying
• Ways to sequence new tools and process changes so they do not all land in the same month
• A clearer view of the manager’s role in retention during a reorganization