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Published on Rochester Democrat and Chronicle on December 14, 2008
Workers, employers make adjustments for ADHD
By Lynette M. Loomis, MA, MBA, APR

The general public, including employers, is recognizing that attention deficit hyperactivity disorder isn't limited to children wriggling in their seats. Estimates suggest between 30 percent and 70 percent of children show some symptoms into adulthood.

Clearly, part of your workforce is affected by this neurobehavioral condition that affects problem-solving, planning and impulse control. To varying degrees, some of your employees may be poorly organized with weak time management skills, have difficulty "getting started" and procrastinate so that meeting timelines and goals is compromised.

In her article "Women with ADHD in the Workplace: Juggling the Dual Responsibilities of Home and Work," Kathleen Nadeau suggests that women with ADHD "have a much more daunting struggle in the workplace than the majority of men struggling with attentional issues." This stems from two factors. First, women in the workforce are likely to be the support system for other people — a spouse, children or aging parents — rather than having a support system for themselves. Second, they are expected to work a second shift at home. Even for working women with "normal" brain function, juggling is challenging.

The question becomes, who is responsible for working all of this out? Workers with ADHD are often the most creative problem-solvers and thinkers, are respected for their energy and enthusiasm, have the most inventive minds, and are often the visionaries of the company. The responsibility for taking the blessings of the ADHD worker and putting them to best use for the company falls to both the employee and the employer.

As an employee

• Get tested if you regularly forget things, are easily distracted, lose your train of thought, are impulsive and can recall your parents saying "What were you thinking?" often while growing up. If medication is prescribed, take it regularly. Self-care and balance are critical. Get enough sleep, eat a balanced diet and get regular exercise.
  When given an assignment, write it down and e-mail it to your manager to be sure you "heard" it. Similarly, if your manager has ADHD, this assures that you have both agreed on the scope of the work.
• Use technology to help you stay organized, such as linking your Palm Pilot to your computer's calendar. When assigned a project, break it into the steps you need to accomplish each day and week to meet the longer-term deadline.
• Keep your workspace organized. Hire a professional space planner if the initial task seems overwhelming.

As an employer

• Many of the skills needed by your workers with ADHD will benefit your entire workforce including time, project and stress management.
• Keep background noise and distractions to a minimum. Assign people to teams whose members have complementary skills and styles, and play to their strengths.
• Circulate meeting minutes. Put expectations in writing and relay them verbally. Ask for progress reports to avoid surprises close to deadline.
• Encourage your HR staff to be current on how to help your ADHD personnel maximize their strengths. For adults who have reached working age without being diagnosed and treated, encourage them to seek assistance so they can reach their full potential as your employees.

Lynette M. Loomis is president of Your Best Life Coaching, LLC. Contact her at www.yourbestlifecoaching.com or (585) 624-1300.