Managing the ADHD Adult
Managing the ADHD Adult
By Nancy Snelll
There are millions of ADHD adults in the workforce. Learn to
make the most of their talents. As a business owner or manager,
the odds are that at some point you will have to deal with an
employee or colleague who has ADHD (Attention Deficit
Hyperactivity Disorder), commonly known as Attention Deficit
Disorder. The presence of ADHD among children is well known. But
it is also common in adults. Experts estimate that between 8
million and 10 million adults suffer from ADHD and two-thirds of
children with ADHD will continue to have ADHD as adults. When
ADHD shows up in the workplace (usually it's undiagnosed), there
are potentially severe consequences--lost productivity,
disruptions, mistakes. Without proper handling, the employee who
suffers from ADHD or who starts to exhibit ADHD-like
symptoms--distractibility, feelings of being overwhelmed--can
throw a huge monkey wrench into the workings of a small
operation. On the other hand, with professional help and careful
supervision, the ADHD adult can continue to function
productively, and maybe even thrive. The outcome has a lot to do
with how the boss handles the situation. The manager who
recognizes that ADHD is a complex neurobiological condition
rooted in brain chemistry can find ways to accommodate a valued
employee's special needs--the way he would provide a wheelchair
ramp for a handicapped worker. Indeed, an enlightened boss and a
motivated employee can work together to make the diagnosis of
ADD the start of a new, more effective relationship. On the
other hand, a boss who ignores the symptoms, becomes overly
critical or indifferent and leaves it up to the employee to
figure out how to function effectively despite his condition is
inviting disaster. The likely scenario: The employee becomes
increasingly unable to meet deadlines, complete tasks, set
priorities. He avoids making decisions and starts to make
mistakes. He quits or is let go and the company loses the
talents and skills of a once-valued employee. I know how this
works, because I am an ADHD adult and I have had both kinds of
bosses. As ADHD adults, we face predictable and complex
challenges in the workplace. Some of us are hypersensitive, some
of us have anger management issues around authority. Some of us
exhibit lack of motivation or impulsivity. I was not diagnosed
until I was in my 40s. What I didn't know until then was how
deeply my ADHD had affected my work habits--and how different
management styles affected my performance. I was lucky to have
found a career in media sales, which had the intensity and rapid
pace that appeal to an ADHD personality. I was selling
commercial time for 18 or 20 television stations and had to
report to four levels of management at once. There were constant
interrogations from someone or other, 25 demanding, often
hostile media buyers working on unreasonably tight deadlines
with lots of money to spend, phones ringing off the hook all
day, people screaming at each other from their cubicles, 50
emails in my mailbox with threats and ultimatums. At least a few
times a day, I could count on a buyer saying something like: "If
I don't have what I need from you within the next 15 minutes,
you are shut out of the buy." The million small tasks and
constant deadlines helped mask my ADD--there was simply no time
to get distracted or paralyzed with indecision. But, looking
back, I see that I performed very differently for different
kinds of bosses. The ADD friendly bosses all had similar
profiles and so did I when I worked for them. Under their
guidance I flourished and did my best work ever. Christina, one
of my sales managers, was a great example of the "good" boss.
She was consistent, even-tempered, patient, non-judgmental, and
supportive. She could see when I was heading for trouble;
getting overloaded, having difficulty prioritizing, overreacting
or being irrational or unusually fearful. Instead of
criticizing, she would simply say, "Come in. I'll help you.
Don't worry." And she didn't judge or dismiss me when I ran into
her office all excited, even when I was overreacting. We laughed
about it. She was kind, communicative, tolerant and interested.
She allowed me to accomplish the job in my own way, yet provided
guidance and support when it was needed. The setup was flexible
enough to allow me to get my work done, but provided enough
structure keep me on track. She respected me for the competent
professional I was. (sometimes more than I respected myself). I
felt empowered, safe and connected. As a result, I was highly
productive, engaged and very happy. Sales increased and I
eventually developed a mentoring program, which became an
integral part of the company's training. On the other hand,
there were the "bad" ADD bosses. Take Paul, for example. Paul
and I inherited each other and it soon became clear that our
styles and values were not aligned. My lively, impulsive
personality and highly verbal, non-linear approach to problem
solving drove him nuts. He, in turn, bugged me by micromanaging,
criticizing me in front of colleagues, and dismissing every
single suggestion I made. Most of my efforts to communicate with
him fell on deaf ears. Paul was not a great boss for anybody.
But for an ADDer like me, his hypercritical style was a
disaster. At that point I did not yet know that ADHD was the
source of my feelings of insecurity--I was perpetually afraid
that I could not or would not get the job done. I did know that
his criticism put me in a tailspin. I began to gossip about Paul
to my coworkers as a way of feeling connected and belonging. I
became paranoid and spent more time trying to cover my tracks
than selling (not a great strategy for improving ROI). After a
while, even I couldn't stand to hear myself complaining anymore.
Finally, I found another job. The point is this. I learned that
I, too, have a responsibility to educate and communicate
effectively with those around me in order to eliminate the 'bad
boss' situations. Living with ADHD, for the boss or the
employee, is not easy. However, working together to identify and
understand, developing suitable accommodations if necessary will
allow the ADHD employees that you are working with to manage
their ADD without letting it destroy what they ( and you) have
worked so hard to create. Nancy Snell, CEC is a certified
professional business coach specializing in adult ADHD and
workplace issues. Visit her web site at http://nancysnell.com.