Understanding ADHD in the Workplace: A Guide for Colleagues

I’ve been diving even deeper these days into my own challenges with ADHD, as I’ve hit a bit of a rough patch with my own ADHD symptoms of late. As a vocal advocate for creating more inclusive workplace, I thought I’d put some notes together for both those with ADHD and those that work with others with ADHD in the hopes that these science based facts and support scaffolding ideas will be helpful to others. I’ve recently discovered both videos and books published by Dr. Russell A. Barkley, the globally renowned expert on ADHD in children and adults, who dedicated his career to spreading evidence-based knowledge about the disorder.

ADHD (Attention-Deficit/Hyperactivity Disorder) is a condition that affects millions of individuals worldwide. In the workplace, understanding the challenges faced by those with ADHD can foster better teamwork and productivity.

There can be a lot of frustrations with things like late deliverables, missed meetings, and other critical activities that keeps a workplace humming along nicely.

One might think that merely instructing or training an individual with ADHD would be the solution. Yet, teaching skills are inadequate. You can sit down with a colleague who has ADHD and provide them with a list of tasks. But remember, mere verbal instruction is fleeting.

One might think that merely instructing or training an individual with ADHD would be the solution. Yet, teaching skills are inadequate. You can sit down with a colleague who has ADHD and provide them with a list of tasks. But remember, mere verbal instruction is usually fleeting. There’s a good chance that the specifics of your conversation won’t be retained long. It’s not that they’re ignoring you or that they lack comprehension; they very well know what you’re asking of them. The problem is, when it’s time to act, that knowledge doesn’t necessarily dictate their behavior.

It’s a common and frustrating misconception to view this as a lack of motivation or dedication. Such assumptions are not only unhelpful but also incorrect.

It’s a common and frustrating misconception to view this as a lack of motivation or dedication. Such assumptions are not only unhelpful but also incorrect. Many in the workplace mistakenly interpret it as a motivational issue. This can strain the relationship between the individual with ADHD and their peers.

Instead of placing the onus entirely on the person, a more effective approach is to help them re-engineer their environment. Tailoring their surroundings to their needs, or as Dr. Barkley puts it. “You need to help them create a scaffold for them,” This scaffolding can significantly enhance their performance. This is not about making things “easier” for them but about allowing them to showcase their skills and knowledge in the best possible manner.

Contrary to its name, ADHD isn’t just about inattention. It’s primarily an executive function disorder.

What is ADHD?

Contrary to its name, ADHD isn’t just about inattention. It’s primarily an executive function disorder. Think of the brain as having two main sections: the back, responsible for learning, and the front, responsible for doing. ADHD tends to separate the two. Someone with ADHD might know something intellectually but struggle to put that knowledge into action.

Challenges of ADHD

1. Time Blindness: People with ADHD often have difficulty gauging time and therefore might struggle with deadlines.

2. Intention Deficit: They might intend to do something but find executing that intention challenging.

3. Performance Disorder: Despite having knowledge, there’s a gap in actual performance.

4. Executive Functions: ADHD affects all seven executive functions, causing a disparity between knowing what to do and actually doing it.

5. Time Perception: Delays can be especially challenging for those with ADHD. Important tasks with extended timelines can seem insurmountable.

How to Support Colleagues with ADHD

1. Provide Scaffolding: Create environmental supports that help them execute tasks. Visual aids, reminders, and organized workspaces can be especially helpful.

2. Externalize Time: Use clocks, timers, or reminders to help make time more tangible.

3. Break Tasks Down: Dividing a large project into smaller, more manageable steps can be helpful.

4. Externalize Motivation: Understand that internal motivation can be a struggle. Immediate rewards or recognition can go a long way.

5. Manual Problem Solving: For tasks that require planning or manipulation, consider offering tools or aids that allow for hands-on problem solving.

6. Refuel Often: The executive functions have a limited fuel tank. Encourage short breaks, positive affirmations, and physical exercise.

7. Sugar Boost: While it might sound contrary, a little sugar can help fuel the brain. Encourage sipping on a sports drink or similar during particularly taxing tasks.

Conclusion

ADHD is a neurogenetic condition, meaning that it has roots in the very makeup of the brain. Medications can offer substantial benefits. Still, the workplace can play a vital role in helping employees with ADHD shine. By understanding the challenges they face and offering the right support, you can create an inclusive, efficient, and harmonious work environment. Remember, the ultimate goal is to help them bridge the gap between knowing and doing.