So you’ve started to hear more about ADHD, that’s great but what if you are working with, for or in management of people with ADHD or showing possible signs?

“Everybody has ADHD these days” isn’t true but there is greater awareness now thank goodness and many people experience overload and overwhelm such is the pace of life – but that’s less about chemical imbalances, lack of dopamine, brain circuitry etc.

A presenter/speaker whose work has always stuck with me called Shay McConnon said that you should treat people how they want to be treated, not you. He also said that if we were all tins of food with our labels missing you could only tell if we were a can of beans (requiring heat) or fruit salad (nice with ice cream) by getting to know that person.

May I suggest that this is the way to deal with people in general, ADHD or not.

What motivates them? When do they feel at their best and worst? What parts of their job interests them and which parts don’t. Bear in mind that because someone is good at something it doesn’t follow always that they love doing it. Add in the complication of a neurodivergent brain and even more reason exists for really getting to know them because they will also differ in how it affects them and how best to help get the best out of them.

How can you deliver instructions to them in a way they are likely to remember? Can you give them shorter term targets within a longer project to give them reward along the way, not much delayed gratification etc etc.
If an employee with ADHD feels demotivated and upset it could be for example that their rejection sensitivity dysphoria (RSD) really kicks in at the merest hint that their manager is suggesting changes to improve their performance or treating them how they themselves would like to be treated.

For many it takes very little to spiral to the degree that they may wish to leave their employment over something that was unintended and maybe quite benign like comments on a reply to an email suggesting amendments. Well intended and instructional but potentially received as ‘they don’t rate/trust me and I should go before they sack me’.

So, get to know what’s in the tin with your team, how to get the best out of them and show support in a way that is matched to them personally and not a blanket approach. It takes more time but if done well will pay you back more times over.

For an ADHD person to be able to confide what it’s like for them and feel seen is not just powerful but can be transformational – for all.

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