So, you were diagnosed with ADHD as a kid. Maybe you were diagnosed at a time when “only boys have ADHD” (not true) or maybe you were told “you’ll grow out of it when you are 18” (also not true). Chances are, your ADHD brain is still playing a big role beyond the classroom into adulthood. Adult ADHD can impact us in personal relationships with family and friends, and can play a major role in how we show up in the workplace.
How We Relate
ADHD impacts our relationships at work. It may benefit you, and your clients and colleagues, to speak candidly about expectations and work styles. By stating communications preferences,
Here are some examples:
- “I’m a visual learner and prefer screen-sharing over just talking through the plan.”
- “I’m looking forward to the meeting you scheduled. It would help me if you could send an agenda in advance.”
- “Thanks for the lunch invite. I need to clear my head after those meetings and will go for a walk instead. Maybe we can plan for lunch next week!”
In each example, we didn’t disclose that ADHD or neurodivergence was driving the request. You don’t need to disclose your diagnosis either. But being able to communicate your needs and knowing what is important to all parties will strengthen these work relationships.
How We Think
ADHD impacts how we think. Our unique brain wiring will impact how we brainstorm/ideate. Executive dysfunction can show up in planning and problem solving, but creativity can also make this quite successful. Working memory is also affected.
Everyone, neurodivergent or otherwise, processes information in their own way. This article on processing modalities gives you an idea about eight different ways. Verbal processors might need to talk through their thinking to check for understanding and verbally construct their action plans. This can be misinterpreted as “scattered” if others in the meeting see this “thinking out loud” as half-baked ideas or incomplete thoughts.
Conceptual thinkers might ask “why” to understand how their task fits into something bigger. As a leader, this is an opportunity to connect each team member to the larger purpose. Let them know how their work enables someone else’s and ultimately helps the team or company achieve their goals. Asking “why” can be perceived as undermining authority, but for conceptual processors, they are simply asking for deeper understanding to find value and meaning in their work.
How We Manage
ADHD impacts how we manage ourselves. Whether it is managing tasks within a larger project, or following through on work, even if your interest has faded, self-management is critical. Executive function is another hot topic with ADHD. Imagine everyone has a tiny administrative assistant in their brain. Some people have an administrative assistant that help manage their calendar to prevent double-booking, remind them to leave home to arrive somewhere on time, help organize action items from the recent meetings, and more.
In the case of many ADHDers, our tiny administrative assistant in our brain isn’t always great at the job. This causes us to say “yes” before confirming we are free to attend that event or work on that project. It can mean we run late and give the false impression that we don’t care about the people impacted. Sometimes it looks like a prioritization issue, where a deadline may be looming, and the ADHDer finds some new creative outlet to chase some dopamine.
ADHD also impacts how we manage others. If our self-management is already in shaky ground, it’s easy to see how our management of direct reports may falter. If the ADHDer cannot articulate timelines and prioritization, they may find themselves in a pinch where they’d prefer to do the task themselves vs. teach their team member how to do it. One of our favorite workshops to facilitate is Blanchard‘s Self-Leadership, built on the SLII model. This resonates with all individual contributors and people managers, and finds extra connection with ADHD leaders.
How We Show Up
Executive function also impacts our self-management. Self-management refers to the self-awareness and emotional regulation expected of adults in the workplace. Most people are familiar with executive presence, as it comes up in developmental feedback. Few actually know how to define it. Our Lead with ADHD program breaks down executive presence, to understand the three major areas covered, and focuses on the elements that typically snag up ADHDers like emotional regulation.
MPG is Here to Help
If you are helping your child navigate their own diagnosis, or learning more about your own Adult ADHD beyond the classroom, MPG can help. There are so many incredible resources for adults with ADHD. Follow us on Instagram, enroll in Lead with ADHD, subscribe to our newsletter, or reach out regarding 1:1 coaching!
