Managing the ADHD Adult

There are millïons 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 performänce. I was lucky to have found a career in media säles, 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 tïght deadlines with lots of monëy 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 säles 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. Säles 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.

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About the Author:

Nancy Snell is a Certified Professional Business Coach specializing in Adult ADD and workplace issues. She coaches professionals who are ready to get unblocked, unfrustrated and on track. http://www.nancysnell.com or 212.517.6488

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Copyright (C) 2006 by Self Improvement Online, Inc.
from The Brain Improvement & IQ Newsletter
Issue #177, February 26-27, 2006

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