The KMA Friction Reduction Model©

Neurodiversity in the workplace

About the KMA Friction Reduction Model©

The KMA Friction Reduction Model© reflects our commitment to supporting sustainable occupational function, whilst reducing organisational and relational friction, within workplace environments. It is grounded in strengths-based and systems-oriented principles. We recognise that for neurodiverse employees, including those with Autism Spectrum Disorders, ADHD, and related conditions, workplace difficulties can arise from a misalignment between the individual, the occupational demands, and organisational systems.

Within the KMA Friction Reduction Model©, ‘friction’ refers to the cumulative mismatch between an individual’s neurocognitive profile and the demands, expectations, systems, and environments, within which they are required to function.

Friction may increase:

  • cognitive load,
  • emotional strain,
  • sensory overwhelm,
  • executive functioning demands,
  • compensatory masking,
  • relational stress,
  • and nervous system dysregulation.

Over time, unresolved friction may contribute to:

  • burnout,
  • inconsistent occupational performance,
  • reduced confidence,
  • secondary mental health conditions, such as anxiety and depression,
  • communication breakdown,
  • sickness absence,
  • workplace conflict,
  • reduced retention,
  • and occupational breakdown.

Our KMA Friction Reduction Model can be applied within:

  • early intervention
  • workplace support
  • burnout prevention
  • return-to-work rehabilitation
  • mediation; and
  • performance concern contexts

Want to know more about how the KMA Friction Reduction Model© can help your organisation?