Coaching that fits how you think.
You’ve read the books and built the systems, and some of them even held for a while. The fair question is what would make coaching any different.
I understand how neurodivergent minds work
The generic productivity advice failed you for a structural reason, not a personal one: it was calibrated to a different mind. We start from what already works for you, name what gets in your way, and deal with the organizational obstacles in your workplace.
You’ll learn to manage up, down, and across, so your work gets recognized, your contributions are valued, and you’re compensated accordingly.
Twelve things coaching can move
- Manage time blindnessDifficulty sensing how much time has passed, or how long something will actually take.
- Meet your commitmentsClosing the gap between what you sincerely intended to do and what actually got done.
- Decode social dynamicsReading what is really happening in a room, and what people mean underneath what they say.
- Understand accommodation requestsThe formal ask for a workplace adjustment, and how to make one that gets approved.
- Overcome Pathological Demand AvoidanceAn intense, often automatic resistance to demands, including the ones you set for yourself.
- Resolve conflicts more smoothlyHandling friction early, before it hardens into a reputation you have to work against.
- Accelerate career advancementMaking sure the work you are doing is visible to the people who decide promotions.
- Develop strategic thinkingWorking above the daily queue, so you shape priorities instead of only absorbing them.
- Prevent neurodivergent burnoutThe specific exhaustion of running your mind at full effort in a system built for someone else.
- Navigate a Performance Improvement PlanThe formal HR process, often called a PIP, that follows a poor performance review.
- Achieve elusive work/life balanceHaving something left at the end of the day for the people and things you care about.
- Purpose-driven maskingChoosing when to adjust how you present yourself, deliberately, instead of doing it constantly by reflex.
Some of these are terms you’ll hear inside the neurodiversity world and almost nowhere else. If any of them are new, start here.
Regulation and the social bill
Most advice for neurodivergent professionals is about time and tasks. Calendars, systems, focus. Useful, and not usually what ends up costing people their standing at work. Two things do more damage, and almost nobody coaches on them.
Emotional Regulation
Emotional regulation is your ability to manage the size and the length of your reaction to something. Not whether you feel it. How big it gets, and how long it runs.
It is a tank, not a trait. It drains across the day. The same comment that rolls off you at 9am can level you at 4pm, and that is not a character flaw or a discipline problem. It is a resource you already spent.
The bill also arrives late. You hold it together through the meeting, through the afternoon, through the drive. Then it lands at home, on the people who didn’t cause it. That delay is why so many capable professionals look fine at work and feel like they are failing everywhere else.
And recovery takes actual time. After hard feedback or a conflict, there is a window where you are not able to do your best thinking. Nobody puts that window on a calendar, so it gets spent in a meeting you should not have been in.
What we work on
- Reading your own early signals before you are past the point of choosing
- Deciding in advance what you do in the first ninety seconds after hard feedback
- Building recovery into the day deliberately instead of hoping for it
- Protecting the hours where your reserve is lowest
- Separating the reaction from the response, so the email you send is the one you meant
The Social Bill
Social fatigue is not the same as poor social skill. You can be genuinely good with people and still be wrecked by a day of them. Skill and cost are separate accounts.
The unwritten rules are where the money goes. Who to copy on the email. How long to linger after the meeting ends. Whether that question was a question or a request. Colleagues who read those automatically spend nothing. If you are computing them, you are paying for every one.
Then there is being misread. Concentration gets read as coldness. Directness gets read as arrogance. Overwhelm gets read as not caring. You are managing not only the interaction but the story people are building about you from it.
Worth naming: research on the double empathy problem argues this misunderstanding runs in both directions rather than being a deficit on one side.1 Neurotypical colleagues misread you about as reliably as you misread them. That reframe changes what you are actually solving for.
And competence isolates. When you are performing well enough, nobody believes you are struggling. Help is not offered, asking for it feels like confessing to something, and the gap between how it looks and how it feels keeps widening.
What we work on
- Naming the unwritten rules in your specific workplace so you stop re-deriving them
- Budgeting social energy across a week like the finite thing it is
- Closing the gap between how you are landing and how you intend to land
- Building the working relationships that promotions actually run on
- Asking for what you need without it costing you standing
To be clear about what this is: this is coaching, not therapy and not treatment. We work on strategy, skills, and how you operate at work. Coaching does not diagnose or treat any condition, and it is not a substitute for mental health care. If what you need is therapy, I will tell you so and help you find it.
1. Milton, D. (2012). “On the ontological status of autism: the ‘double empathy problem’.” Disability & Society, 27(6), 883–887. doi.org/10.1080/09687599.2012.710008
How I coach
Clear the distractions, zero in on the change, drive towards the goal while enhancing relationships.
Top-flight training, 20 years experience, systemically successful. My preparation favors your success.
Coaching is focused. Context matters, but insight-seeking can become its own barrier without action taken. We’ll make the most of our time together.
Connect your confidence with your competence. Your strengths, not (just) your resume, will help you accomplish your goals.
Stoar’s individualized coaching is one-on-one, workplace-focused coaching for neurodivergent professionals, led by Logan Williamson, LPC, a licensed professional counselor and coach with 20+ years across therapy, testing, schools, and workplaces. The work is goal-directed and active: manage time blindness, meet commitments, decode social dynamics, prevent burnout, navigate Performance Improvement Plans, and advance your career, by working with how your mind is built rather than forcing strategies that were designed for someone else. Based in Dallas, coaching professionals nationally.
Someone who’s seen it from every side
Twenty-plus years working with neurodivergent minds in nearly every context imaginable: therapy rooms, testing, schools, grad programs, workplaces, boardrooms. You don’t have to spend three sessions explaining what time blindness feels like or why “just make a to-do list” makes you want to scream. I already know. We start from there.
Bring me the thing that isn’t working.
The missed deadline, the accommodation request you keep drafting and deleting, the PIP that landed last week. That’s where we start. First conversation is free.