Who is the person at the heart of this? Show that you understand the day-to-day experience and unique challenges of the neurodivergent individual and the professional who supports them (e.g., manager, HR, line staff).

What tangible outcomes will be achieved? Think beyond traditional metrics like productivity and retention. What measures of success can you track, such as reduced employee anxiety, increased team collaboration, or improved engagement?

What is your proposed blueprint for success? Your solution isn’t just a product; it’s a strengths-based approach that provides a clear plan of action. The DDP is a great example of this. Explain the key benefits and how they directly address the unmet needs.

What is your competitive advantage? It’s your deep understanding of the relational aspect of neurodiversity. How does your tool foster connection and mutual understanding within a team? What makes it relevant to the lived experience of the people using it?

Does your tool adapt to the individual, or must the individual adapt to the tool? Show that your product is highly flexible and can be customised. The final result should affirm the neurodivergent person’s unique way of being, rather than trying to make them fit a different model.

Who needs to be involved, and how does your tool facilitate collaboration? Your product should act as a hub that connects managers, HR teams, colleagues, and the employee themselves. By fostering this sense of a connected team, you show that your solution builds a sustainable support network.

What is the evidence that your framework and tools work? Draw on research and experience, including the principles from your existing books, to show effectiveness. Your results are not just about data, but about the human stories and positive transformations.