Sarah Ennor

Biracial Speaker, Lawyer, International Athlete, Entrepreneur, Storyteller, Creative, & Woman with ADHD

Request Sarah

Sarah Ennor

Request Sarah

Hi, I’m (authentically) Sarah!
I’ve always been a bold, unique personality with plenty of confidence. Lawyering, I felt pressure to “fit in.” Praised for my technical skill, managers viewed my personality as too confident, too ambitious – just too much!

An adult ADHD diagnosis has shown me I’m energetic, ambitious, and fearless for a reason! I also know more self-awareness would have helped my employers support my unique traits.

I make ADHD human and profitable.
Using my unfolding story (+humour), I bring the human experience of ADHD in the workplace to life. We get better decisions, service, & outcomes when we seek to understand, accept, and work WITH difference – of any kind! We also get more belonging, retention, clients…and profit!

I give your boards, leaders, employees, clients, and conference attendees a deeper understanding of what ADHD is and how it shows up at work. They’ll look at ADHD brains and behaviours through a whole new lens. Everyone leaves with actionable next steps, concrete strategies, and practical resources. I’ll highlight the positives of ADHD – the creativity, curiosity, and energy that make us an asset to any team. Get the best results as a team with simple tools to support yourself and your colleagues.

Ask for a full list of Sarah's Topics and Workshops

In addition to the topics/descriptions provided, Sarah has an extensive list of presentations available. Other titles include:

Try Softer Not Harder (Compassionate Leadership)
Employees Are Just Clients That You Pay (Recruitment, Retention, & Results)
Babysitters & Cheerleaders: The ADHDer’s Support Squad
Mountains & Molehills: Motivation & ADHD
#MeToo? Affirming or Denying ADHD (Safety, Empathy & ADHD)
Emotional Executives (Executive Functions & ADHD)
Get Authentic (Belonging & Self-Awareness)
The Professional Power-Play (Creative Collaboration)
Neuroinclusion 101: ADHD in the Workplace

ADHD is often stigmatized as an excuse for laziness and misbehaviour. Yet high performance workplaces often attract people with ADHD. Maybe ADHD isn’t what we think!

Every person with ADHD experiences different symptoms and strengths. Many rely on the support of others to thrive at work. What makes a high-performance workplace so attractive to the ADHD brain? How and why might the positive and negative traits of ADHD show up at work? What role can folks without ADHD play in unlocking their colleagues’ potential? How can we support ourselves?

When we cultivate a neurodiverse workforce, the unique blend of strengths and skills can generate impressive results. Just like every role contributes to a profitable and efficient workplace, so too does every thinking style!
Neuroinclusion 101: ADHD in the Legal Workplace

ADHD is often stigmatized as an excuse for laziness and misbehaviour. Yet nearly 3 times more lawyers report having experience with ADHD than the general population. Maybe ADHD isn’t what we think!

Every person with ADHD experiences different symptoms and strengths. Many rely on the support of others to thrive at work. What makes the legal workplace so attractive to the ADHD brain? How and why might the positive and negative traits of ADHD show up at work? What role can folks without ADHD play in unlocking their colleagues’ potential? How can we support ourselves?

When we cultivate a neurodiverse workforce, the unique blend of strengths and skills can generate impressive results. Just like every role contributes to a profitable and efficient workplace, so too does every thinking style!
Words Matter, De-stigmatizing ADHD & Mental Health

Experts estimate that by age 10, children with ADHD have heard 20,000 negative comments from their teachers alone. Adding parents at home, and peers in and out of school, it’s no wonder they also report lower levels of self-esteem.

It’s hard to know what to say when someone shares their diagnosis. Curiosity plays a pivotal role in getting it right.

Perpetuating myth and stigma is harmful to everyone. We can change the narrative by choosing our words wisely.
Everything You’ve Always Wanted to Know About The “Neurotypical” Brain but Were Afraid to Ask (Stigma & Stereotypes)

Would it surprise you to know that at least 70% of the population may not be neurodivergent at all? And that’s just the percentage we know about!

This group is often referred to as “neurotypical” because their brains only allow them to relate to time, show empathy, manage their emotions, and organize their lives like most other people. They may be held back from taking risks, thinking of wildly creative ideas, or even following their noses to the most unique conclusions. ADHDers have much to learn about this dominant brain type so we can support them at work and foster belonging.

Make curiosity (and humour?) the gateway to stronger relationships in the workplace.
What Aussie Rules Taught Me About Leadership (Leading Diverse Teams)

Coaching a winning team doesn’t end after selection. Leading humans is more than sitting back and watching your skilled players score. You’ll be juggling egos, energy levels, and the occasional dust-up. From the overconfident rookie to the quiet star, everyone is trying their best. Great leaders don’t force uniformity. They build trust, embrace and adapt to difference, and offer support.

Willing to switch up the game plan and transform your team so it can’t lose? Keep your eye on the prize (er…outcomes) and get curious about each player’s unique strengths. You’ll uncover surprising talents hiding in plain sight. Plus, never forget you’re on the team too!
From Fix to Fill (Building Teams)

Winning teams need more than just skill. Team building is both art and science.

When coaches and leaders reflect on our goals and fill our gaps, we amplify our chances of success. Caitlin Clark’s leadership, intensity, and scoring ability make her a standout athlete. But risk-taking can lead to turnovers and reliance to exhaustion. Even this powerhouse needs defenders supporting her. She needs teammates to pass to when things get sticky. The same rules apply at work. Take the focus off of “fixing” what each team member lacks. Start “filling” with the unique strengths each player has hiding in plain sight.

Does your team have the right mix of culture, craft, and charisma to meet its goals? Once it does, everyone wins!
Playing With ADHD, Not Against It (Skills, Strengths, & Strategy)

We’re on the same team. Whether it’s work or sport, team members have agreed to a common goal and are working together to achieve it.

Focusing on comparison can leave us annoyed with our teammates’ differences – even feeling superior. We easily see character flaws and bad attitudes, rather than seeking to understand. But side-eye and lectures don’t produce better results. The strongest motivator for performance is encouragement, which requires curiosity. The same is true for ADHDers battling their judgy inner monologue.

Our brain is on our team, too! Learn how to nurture the ADHD brain for optimal results.
Brought to You by the Letter F: Fixing Frustrating Feedback (Giving & Receiving Actionable Feedback)

Formal reviews feel burdensome when we’re full-out. But folks with ADHD can falter without a formula to follow.

Having difficult conversations is, well, fraught! Reviewees fancy flattery – yet fear failure, fretful we’re frauds. Reviewers face firm pressures and may flail for empathy when fixated on flustering flaws. It’s easy for everyone to fall back on frank, fast, and flimsy. But fuzzy feedback is futile! It fuels friction rather than fixing it.

Does your framework fulfill its function? Fix it by first framing and fact-finding, then field testing and finessing for fully actionable and inclusive feedback!

(This talk is brought to you by the letter F.)
Performance Anxiety to High Performance (Giving & Receiving Actionable Feedback)

We’ve all walked into a performance review yearning for firm direction. How often have we left with nothing but vague hints? That’s the curse of subjective feedback. It’s confusing, not clear. Feels personal instead of helpful.

Giving actionable feedback is a skill. It takes practice, especially when we are busy, frustrated, or the stakes are high. Plus, it’s always a two-way street.

Why not transform performance reviews into the perfect inclusion tool – leaving everyone satisfied? Learn to give (and get) actionable feedback using simple tools that support everyone who’s different!

Ask for a full list of Sarah's Topics and Workshops

In addition to the topics/descriptions provided, Sarah has an extensive list of presentations available. Other titles include:

Try Softer Not Harder (Compassionate Leadership)
Employees Are Just Clients That You Pay (Recruitment, Retention, & Results)
Babysitters & Cheerleaders: The ADHDer’s Support Squad
Mountains & Molehills: Motivation & ADHD
#MeToo? Affirming or Denying ADHD (Safety, Empathy & ADHD)
Emotional Executives (Executive Functions & ADHD)
Get Authentic (Belonging & Self-Awareness)
The Professional Power-Play (Creative Collaboration)

Neuroinclusion 101: ADHD in the Workplace

ADHD is often stigmatized as an excuse for laziness and misbehaviour. Yet high performance workplaces often attract people with ADHD. Maybe ADHD isn’t what we think!

Every person with ADHD experiences different symptoms and strengths. Many rely on the support of others to thrive at work. What makes a high-performance workplace so attractive to the ADHD brain? How and why might the positive and negative traits of ADHD show up at work? What role can folks without ADHD play in unlocking their colleagues’ potential? How can we support ourselves?

When we cultivate a neurodiverse workforce, the unique blend of strengths and skills can generate impressive results. Just like every role contributes to a profitable and efficient workplace, so too does every thinking style!

Neuroinclusion 101: ADHD in the Legal Workplace

ADHD is often stigmatized as an excuse for laziness and misbehaviour. Yet nearly 3 times more lawyers report having experience with ADHD than the general population. Maybe ADHD isn’t what we think!

Every person with ADHD experiences different symptoms and strengths. Many rely on the support of others to thrive at work. What makes the legal workplace so attractive to the ADHD brain? How and why might the positive and negative traits of ADHD show up at work? What role can folks without ADHD play in unlocking their colleagues’ potential? How can we support ourselves?

Words Matter, De-stigmatizing ADHD & Mental Health

Experts estimate that by age 10, children with ADHD have heard 20,000 negative comments from their teachers alone. Adding parents at home, and peers in and out of school, it’s no wonder they also report lower levels of self-esteem.

It’s hard to know what to say when someone shares their diagnosis. Curiosity plays a pivotal role in getting it right.

Perpetuating myth and stigma is harmful to everyone. We can change the narrative by choosing our words wisely.

Everything You’ve Always Wanted to Know About The “Neurotypical” Brain but Were Afraid to Ask (Stigma & Stereotypes)

Would it surprise you to know that at least 70% of the population may not be neurodivergent at all? And that’s just the percentage we know about!

This group is often referred to as “neurotypical” because their brains only allow them to relate to time, show empathy, manage their emotions, and organize their lives like most other people. They may be held back from taking risks, thinking of wildly creative ideas, or even following their noses to the most unique conclusions. ADHDers have much to learn about this dominant brain type so we can support them at work and foster belonging.

Make curiosity (and humour?) the gateway to stronger relationships in the workplace.

What Aussie Rules Taught Me About Leadership (Leading Diverse Teams)

Coaching a winning team doesn’t end after selection. Leading humans is more than sitting back and watching your skilled players score. You’ll be juggling egos, energy levels, and the occasional dust-up. From the overconfident rookie to the quiet star, everyone is trying their best. Great leaders don’t force uniformity. They build trust, embrace and adapt to difference, and offer support.

Willing to switch up the game plan and transform your team so it can’t lose? Keep your eye on the prize (er…outcomes) and get curious about each player’s unique strengths. You’ll uncover surprising talents hiding in plain sight. Plus, never forget you’re on the team too!

From Fix to Fill (Building Teams)

Winning teams need more than just skill. Team building is both art and science.

When coaches and leaders reflect on our goals and fill our gaps, we amplify our chances of success. Caitlin Clark’s leadership, intensity, and scoring ability make her a standout athlete. But risk-taking can lead to turnovers and reliance to exhaustion. Even this powerhouse needs defenders supporting her. She needs teammates to pass to when things get sticky. The same rules apply at work. Take the focus off of “fixing” what each team member lacks. Start “filling” with the unique strengths each player has hiding in plain sight.

Does your team have the right mix of culture, craft, and charisma to meet its goals? Once it does, everyone wins!

Playing With ADHD, Not Against It (Skills, Strengths, & Strategy)

We’re on the same team. Whether it’s work or sport, team members have agreed to a common goal and are working together to achieve it.

Focusing on comparison can leave us annoyed with our teammates’ differences – even feeling superior. We easily see character flaws and bad attitudes, rather than seeking to understand. But side-eye and lectures don’t produce better results. The strongest motivator for performance is encouragement, which requires curiosity. The same is true for ADHDers battling their judgy inner monologue.

Our brain is on our team, too! Learn how to nurture the ADHD brain for optimal results.

Brought to You by the Letter F: Fixing Frustrating Feedback (Giving & Receiving Actionable Feedback)

Formal reviews feel burdensome when we’re full-out. But folks with ADHD can falter without a formula to follow.

Having difficult conversations is, well, fraught! Reviewees fancy flattery – yet fear failure, fretful we’re frauds. Reviewers face firm pressures and may flail for empathy when fixated on flustering flaws. It’s easy for everyone to fall back on frank, fast, and flimsy. But fuzzy feedback is futile! It fuels friction rather than fixing it.

Does your framework fulfill its function? Fix it by first framing and fact-finding, then field testing and finessing for fully actionable and inclusive feedback!

(This talk is brought to you by the letter F.)

Performance Anxiety to High Performance (Giving & Receiving Actionable Feedback)

We’ve all walked into a performance review yearning for firm direction. How often have we left with nothing but vague hints? That’s the curse of subjective feedback. It’s confusing, not clear. Feels personal instead of helpful.

Giving actionable feedback is a skill. It takes practice, especially when we are busy, frustrated, or the stakes are high. Plus, it’s always a two-way street.

Why not transform performance reviews into the perfect inclusion tool – leaving everyone satisfied? Learn to give (and get) actionable feedback using simple tools that support everyone who’s different!

Testimonials

"You have a powerful voice, an important message, and I can now say from experience that you have the ability to tell stories that challenge and transform people for the better."

Maciej Lipinski, Lawyer, The Process Legal
Sarah delivered an incredibly powerful presentation transforming the stigma surrounding ADHD and neurodivergence. Her vulnerability and personal stories deeply connected with the audience, making it one of the most moving presentations our club has experienced. It resonated with me profoundly and helped to even clarify aspects of my own life."

Matt Hawksley, President, Rotary Club of Kingston
"Unforgettable. Smart. Energetic. Creative. Collaborative. Ethical. Able to see both forest and trees. Enterprising. An ideas generator. And fun. Not what I expected of a lawyer and financial professional, but exactly what you get with Sarah Ennor. "

Barb Amsden Lead, Communications, Canadian Capital Markets Association
"What truly set Sarah apart was her ability to translate this honest discussion into actionable next steps. We walked away not just with a deeper understanding, but also with concrete strategies and practical resources that we can implement to better support our neurodivergent employees. It's rare to find someone who can speak so candidly and personally while still providing such tangible and helpful takeaways."

Connie Sichareune, Clio
"Engaging, welcoming, insightful, honestly fun! I felt very comfortable and yet also discussed some of the more thorny or gray areas of operating with ADHD in the legal professional world."

Attendee
"This is a super informative session to understand working with ADHD and how to harness the power of those with neurodiversity to drive forward your business."

Attendee