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Speaking, Workshops & Corporate Training
When teams understand neurodiversity, communication improves. When managers feel confident supporting different thinking styles, retention grows. When inclusion practices are built into how work gets done, not bolted on, everybody benefits. Whether you need a high-energy keynote, a practical management session, or a full training pathway, we’ll meet you where you are and build toward what’s next.
Clarity:
  • Plain-language explanations that reduce fear of “saying it wrong.”
Action:
  • Concrete tools managers can use the same day.
Belonging:
  • Environments where neurodivergent & neurotypical employees thrive together.
Keynotes & Speaking
High-energy, story-rich talks that translate neuroinclusion into everyday behavior change.
Dr. Tiffany brings 20+ years of experience supporting organizations, campuses, and global teams to build truly inclusive workplaces, especially for neurodivergent employees. Her sessions balance credibility, humor, and candor: your audience laughs, learns, and leaves with at least one thing they’ll do differently tomorrow.
Ideal For:
  • All-staff events
  • Leadership summits
  • DEI weeks
  • Campus convocation
  • Conference keynotes
Formats:
  • 20–30 min spotlight
  • 45–60 min keynote
  • 75-min keynote + Q&A
  • Panel participation
Interested in Dr. Tiffany for your event? Click on the button below and complete a brief information-gathering form and Dr. Tiffany will follow-up schedule a discussion.
Popular Keynote Topics
Dr. Tiffany's keynotes are designed to inspire action and shift perspectives. Each session is tailored to your audience's specific needs, ensuring maximum relevance and impact.
Person-Centered Managment: Supporting Different Brains Without Burning Out Managers
Discover practical, scalable strategies for setting clear expectations, improving communication, and implementing flexible approaches that benefit all employees while preventing manager burnout.
Building Bridges, Not Walls: Creating Space for Imperfect Allyship
Explore why the fear of "getting it wrong" hinders inclusion, and learn how to foster environments that invite questions, embrace mistakes, and drive growth in allyship.
Neuroinclusion 101: What Leaders Need to Know (and What Actually Helps)
A straightforward overview of neurodiversity, common workplace barriers, and actionable, low-effort strategies for managers to effectively support diverse thinking styles.
Training and Workshops
Core Tenets of Our Training and Workshops
Our approach is built on three foundational principles. These core concepts simplify complex neuroinclusion strategies into actionable steps.
Know the Person, Not the Diagnosis
Focus on individual strengths, unique stressors, and what genuinely helps each employee perform their best, rather than relying on labels or assumptions.
Shared Clarity
Break down tasks into explicit, manageable steps. Confirm understanding through multiple channels (verbal, written, visual) and implement structured check-ins to ensure alignment.
Natural Supports First
Integrate flexibility into daily operations, schedules, communication methods, and instruction delivery, to naturally reduce barriers and minimize the need for formal accommodation processes.
Our Flagship Trainings:
Building Bridges, Not Walls: Creating Space for Imperfect Allyship
Neuroinclusion 101
Plain-language foundations, zero jargon. Practical manager moves that work for every brain on your team.
Overview:
This session demystifies neurodiversity and neurodivergence (ADHD, autism, dyslexia, and more), highlights common workplace friction points, and gives managers low-effort adjustments that improve performance without endless paperwork.
Why It Matters:
  • 15–20% of your workforce is likely neurodivergent (diagnosed or not).
  • Most “accommodations” are minor process tweaks managers can do themselves.
  • When teams share a common vocabulary, support conversations get easier, and faster.
Who It Helps:
People managers, faculty leads, and xanyone supporting different thinkers who wants everyday tools that reduce friction and build trust.Give people permission to try, stumble, and try again, because perfectionism kills inclusion.
Allyship in the Workplace
Fear of “saying it wrong” keeps teams silent. This session shows how to replace judgment with curiosity, model repair when mistakes happen, and build norms that invite questions instead of eye-rolls. The result: more voices, more learning, more progress.
Why It Matters:
  • Silence = status quo. People hold back support and asking for it when they’re afraid of backlash.
  • Call-out culture without call-in options creates resentment and burnout.
  • Real allyship is a practice, not a label, leaders must show how to practice it.
Who It Helps:
Managers, team leads, HR partners, and anyone supporting employee experience who wants concrete tools to encourage questions and normalize learning from mistakes.
Workshops - Customized to Your Needs
At grit & flow, workshops are never cookie-cutter. They’re tailored to your organization’s goals, interactive to keep every participant engaged, and dynamic enough to adapt in the moment. Our facilitators bring high energy and expert guidance, ensuring each session feels relevant, actionable, and connected to your real-world challenges. By anchoring learning in your unique context, we deliver solutions that make an immediate impact and drive long-term change..
Example Workshop:
Actionable Neurodivergent Bias Reduction
This high-impact session blends proven bias-reduction methods with insights from social, cognitive, and behavioral psychology—giving leaders and teams practical, repeatable tools to spot and interrupt neurodivergent bias in the workplace and during hiring. Participants engage in a mix of focused education, breakout discussions, and scenario-based practice, leaving with a clear plan, daily tools, and renewed confidence to build an inclusive, high-performance culture.
Learning Outcomes:
  • Recognize and challenge common myths and misconceptions about neurodivergence.
  • Pinpoint personal and systemic sources of bias in workplace and hiring decisions.
  • Use cognitive reframing and reappraisal techniques to replace biased assumptions with strengths-based perspectives.
  • Adopt daily and weekly bias-reduction habits using provided toolkits and trackers.
  • Strengthen inclusive communication and decision-making to boost retention, engagement, and innovation.
Let's talk to discuss what will work best for your organizational needs!
Payton-Jameson LLC
22951 Alcalde Drive, Laguna Hills, CA 92653
Hello@gritandflow.com
949-519-1823
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