What to do (or not do) if your boss has ADHD.
I recently delivered my ADHD-inspired Root Down keynote presentation at the Wisconsin Library Association's annual conference. I hold a special place in my heart for librarians because I married one, and what's not to love about the library? In an ever-increasing greedy world, we should always be thankful for the free access citizens have to so much information and community resources and for the kind, dedicated librarians who help us.
After my presentation, I enjoyed meeting with and answering questions from audience members. One person asked me a thought-provoking question: What do you do when you are a neurotypical person who works for someone with ADHD? Great question!
I launched Wise Squirrels specifically for people like me, late-diagnosed adults with ADHD. The mission I've been on is to remove stigmas and help educate and celebrate our neurological differences and successes despite ADHD.
Roughly 70-80% of people are neurotypical, dare I use the term "normal." So, what is it like to work for someone with ADHD? It depends on a lot of factors like their ADHD presentation, whether they tend to be predominantly inattentive (ADHD-I), predominantly hyperactive-impulsive (ADHD-HI), or a combined presentation (ADHD-C). Many other factors, such as the person's management style, strengths, and personality, are also at play.
The Root Down is an ADHD-inspired presentation and process to know, respect, and connect yourself. Now booking for your conference or company.
In the Root Down, I share three pillars for the self: knowing, respecting, and connecting yourself. The better we understand ourselves, the better we become, so self-knowledge is essential regardless of your neurotype, which is why the presentation is relevant and valuable for anyone. By knowing yourself, you can become a better leader, manager, owner, and human.
How can a neurotypical person improve working with a manager who has ADHD?
So, back to the question at hand: How can a neurotypical person improve working with a manager who has ADHD? If the manager is a wise squirrel, they should communicate who they are, recognize and share their strengths and weaknesses with their team members, set and manage expectations, and create the systems, processes, and culture necessary to help them become more effective leaders. It’s up to them to share this with their team if they feel safe and it is appropriate.
In other words, managing how a boss operates isn't an employee's job. Instead, the boss should do everything possible to communicate, lead, and inspire an open and accepting company culture by encouraging open dialogue and acceptance.
What can you do if your boss has ADHD? Nothing. It's not up to you, and it shouldn't be. If you want to be a better human, you can listen to our podcast about ADHD and read reputable books about ADHD to become more empathetic, patient, and understanding.
It's up to all of us to communicate with our teams and colleagues to share how we prefer working. If the manager isn't managing well and is unwilling to implement necessary changes to improve things, it might be time to have a one-to-one conversation to express your concerns or frustration. I don't recommend discussing his or her neurodivergence unless the manager is already open about this and raises the topic first. You can also consider speaking with a senior person or your HR director if the situation doesn’t improve.
Ultimately, it’s up to each individual team member whether or not to share their news of a late ADHD diagnosis, but regardless, apply what you learn and use the knowledge to improve your communication skills regardless of your neurotype, but especially if you’re a wise squirrel reading this.
Thanks for the great question. Share your questions for me on the “Ask Me Anthing” page.
Try our free ADHD test or download a copy of Now What? for late-diagnosed adults with ADHD, you know, wise squirrels.
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