ADHD ADD at the workplace

The qualities and traits of ADHD can show up as positives and/or negatives in the workplace. Many times those traits that are showing up as negative or perceived by others as negative can be turned around in short order. Sometimes an advisor, advocate, strategists or support staff is needed to make the transition as successful as possible. These changes can result in job security, promotions, raises and/or new and bigger opportunities. In my experience, some of the clients I have worked with have gone from being an employee at jeopardy of losing his or her job, or an executive at risk, too being seen and recognized as a vital link to the success of the business or organization. For example, one architect with key marketing and sales responsibilities for a key architectural firm went from a place of the partners discussing his possible dismissal to a place where the partners were discussing how they could pay him more incentives and praising him for firm wide record breaking performance. The solutions involved many parts and stages, some of the things I advocated for and worked with the employee and firm to create included reframing the context within which his role was viewed and thereby defined, comparing the support staff and administrative functions in place in his areas of responsibilities compared to those of similar levels in other parts of the firm, gathering broader and deeper financial data to make a sound argument for the changes that needed to be made that were not only justified, but demanded by the firm's own button line history. After the client and I had his actions and plan in place and a clear plan of attack in place, all of our key requests were granted and the implementations were successful to the benefit of the employee, as well as, the entire firm.

If someone is concerned about job security, finding and keeping the right joy, keeping a position in the company they are in (at least until something better is secured), it is important to take both a big picture perspective as well as identifying the details. Top performance is in the best interests of the employee as well as the entire organization. If you or someone you know are concerned about such things, you may begin by speaking about (and writing down) the plus and minus sides of the big picture: What is working and what is not working? What is a true problem and what is a perception problem?
Then, proceed to get to smaller and smaller details until you have a full list of what is working and what is not working. (alternatively, one can start with the details and build up or start with the big picture and get more specific). At that point, put the list down for a period of time and come back to it several times with fresh eyes. Then, it is time to engage in productive conversation with a trusted friend, family member or professional who can help.
I invite you to tell me about your current or past experiences with ADHD at the workplace.