A Psychologist's Perspective
We often think about support as something that follows assessment or diagnosis, but in reality, people can benefit from having space to reflect and explore what works for them at any stage. Coaching can be particularly valuable during periods of uncertainty or change, providing an opportunity to better understand strengths and challenges, consider the impact of the working environment and develop practical strategies that support day-to-day success.
In my experience, the real value of coaching lies in creating space for people to develop a better understanding of themselves, identify what enables them to work at their best and develop practical strategies that support both individual success and positive workplace outcomes.
— Susie Phillips-Baker, Chief Psychologist, Lexxic
Something big is coming!
Our Workplace Needs Assessment just got even better
From mid-September, our WPA is changing — and it is worth knowing about.
We are integrating Do-IT Profiler's leading digital assessment platform into our WPA process, combining it with our expert psychologist input in a new two-stage approach.
Individuals complete a validated digital assessment first, at a time that suits them, giving our psychologists richer insight before the session even begins. That means psychologist time is spent where it matters most: understanding the person and developing genuinely tailored recommendations.
The result is a more robust, more flexible, and more impactful assessment for both individuals and the organisations that commission them.
The five most common misconceptions about WPAs
We have put together a short guide covering the five most common misconceptions about WPAs, and what organisations actually get when they commission one.
ADHD Awareness Month is in October
Have you upskilled your team yet?
October is ADHD Awareness Month — a timely moment to ask whether your line managers and teams are genuinely equipped to support neurodivergent colleagues, or whether awareness remains more aspiration than action.
ADHD affects an estimated 1 in 20 adults in the UK, yet many managers still lack the confidence and practical tools to have the right conversations when it matters. The good news is that effective training does not have to be complicated or time-consuming.
We have courses coming up that are designed to change that.
Neurodiversity Awareness
Shared, organisation-wide understanding of neurodiversity.
Equip your entire workforce with awareness and practical tools, creating the conditions for meaningful, lasting change. This isn't just a box-ticking exercise. It's the start of a genuine cultural shift.
Line Managers
Build confidence. Create inclusive teams. Support people to thrive.
This practical, evidence-informed programme helps line managers develop the knowledge, confidence and tools to support neurodivergent employees effectively and create neuroinclusive workplaces.
Superpower or Disorder
At Lexxic, we see "spiky profiles" every day: real people, with real unevenness, who don't fit neatly into "disordered" or "superpower" boxes. Amanda's point matters because language shapes support. Call something a challenge when it's actually a lifelong deficit, and you risk someone missing out on the adjustments, funding or understanding they need. Call it a superpower when it isn't, and you leave people quietly wondering why their "gift" never turned up.
Our job isn't to persuade anyone that neurodivergence is a strength or a struggle. It's to describe, accurately, what's actually there, so the right support follows. Well worth a read for anyone working in this space.
Read the full article from Prof. Amanda Kirby >
We have a new look
You may have noticed things look a little different. We have refreshed the Lexxic website, bringing it in line with our evolved brand and our joined-up proposition with Do-IT Profiler. It is cleaner, clearer, and designed to make it easier to find what you need, whether that is information about our assessments, training, coaching, or accreditation.