#ADHDatSXSW

Reflections on SXSW and the only ADHD-specific panel from this year’s conference

Earlier this week, I was in Austin, TX for SXSW. If you asked me last year about what that meant, I would have guessed it was a music and film festival while looking like a “shrug” emoji. Now that I’ve experienced it, I can confirm yes, and it is so much more. SXSW celebrates the convergence of tech, film, music, and culture; drawing over 300,000 people from around the world to Austin, TX. There are unique opportunities to learn, develop professionally, and network within (and outside) your industry.

This year, SXSW spotlighted ADHD in the workplace. I was on a panel with Margaux Joffe (Minds of All Kinds), Jesse J. Anderson (Extra Focus), and Jaye Lin (Jaye Lin Coaching), because we are all focused on changing the conversation on ADHD.

The topic of “How to Create ADHD-Supportive Workplaces That Benefit All” was about more than people with ADHD. We spoke about the colleagues and leadership that make people with ADHD want to come to work every day, and the businesses that thrive because of them.

You can listen to our session here or see some highlights below!

Dispelling myths and misconceptions

There are plenty of assumptions and misunderstandings around Attention-Deficit/ Hyperactivity Disorder. Our panel identified misconceptions, and explained how to better understand certain behaviors.

For one, people with ADHD are rarely “lazy.” They might be under-stimulated and welcome additional challenges. They might be experiencing decision paralysis and could benefit from a quick chat to get them un-stuck. Motivational regulation looks different for those with ADHD. Stay curious and ask how you can help.

Becoming ADHD-supportive managers

We discussed challenges faced by employees with ADHD, and easy steps managers and colleagues can take to be more neuroinclusive. Many of us have experienced examples of what not to do, but we can also build up a toolkit of better ways to proceed.

Part of this topic was showing how embracing those with ADHD make the workplace better for everyone else, including the company. When individuals are valued and supported, they stay longer and contribute more.

Some of those quick wins include timely feedback (please don’t wait until the yearend performance review!) It might look like modeling good time management and using your paid time off. “I’ve never taken a day off” is not a good look.

Great managers also lead the individual – this isn’t micromanaging or treating all employees exactly the same, but flexing your style to meet their needs. My company facilitates an incredible workshop on this called “A Situational Approach to Leadership: SLII® Model”

Swapping our favorite work hacks

From body doubling to prepaying the ADHD tax by buying duplicate office supplies to reprioritizing your tasks based on your personal motivations, we shared a few ways we eliminate the obstacles to getting work done.

Discussing disclosure and accommodations

Disclosure is always your decision to make, but we talked through when and why some people are more comfortable to address this with leaders. I also covered some of this in this post about disclosure.

When it comes to accommodations, many employers that are ready to help don’t know where to start. Consider doing your research and coming up with some ideas. Remember, something that works for another person might not be the right accommodation for you!

We set some lofty goals for a one-hour session, and covered quite a bit, including some audience questions. We didn’t hit every question, but if you’re lucky, you won’t have to wait until SXSW next year to hear the answers. Stay tuned!