Do you have a weird, impulsive, hyperactive but wonderfully creative colleague at work? He or she may suffer from ADHD and will need all the help and encouragement you can give to cope.
Defining the condition
ADD (Attention Deficit Disorder) and ADHD (Attention Deficit Hyperactivity Disorder) are terms for a developmental disorder characterised by distractibility, impulsivity and hyperactivity. These qualities are clearly going to be a disadvantage in the typical highly structured, deadline-orientated modern workplace. However, there are steps that both the person suffering from ADHD and his or her colleagues, supervisor or manager can take to mitigate these problems and help him or her stay on track.
Recognising ADHD in the workplace
Unfortunately, most people suffering from ADHD have a history of being misunderstood and misdiagnosed, ostracised and humiliated. Many come to the workplace with low self-esteem and fears of receiving more of the same. Yet, more than most people, individuals with ADD have visionary imaginations. They think big thoughts and dream big dreams and all they need is some help getting organised and staying on track.
ADHD is a neuropsychiatric condition caused by biology, by how a person’s brain is wired. It is not caused by a weakness in character or by a failure to mature. It is therefore of the utmost importance that colleagues, supervisors and managers treat ADHD sufferers with a firm but sensitive hand and give them lots of encouragement. ADHD sufferers thrive on acceptance and encouragement and will often put in more effort and work for another person than for themselves.
Coping with work-related problems
Since ADHD involves a person’s ability to become easily distracted and disorganised, these are problems that need to be closely monitored and managed. Here’s how:
Frequent monitoring
Time management and completing work on time is a huge problem as a person with ADHD frequently underestimate how long a project will take or how much time he or she has left to reach a deadline. Colleagues, supervisors and managers can monitor and encourage the person verbally or via computer-based reminders to help keep him or her on track.
Placing them where they work best
Most people with ADHD are easily distracted and don’t fare well in open-plan environments. They need privacy and quiet to concentrate on the task at hand. Some can, however; do their best under rather odd conditions such as in a noisy room, the cafeteria, on the train, listening to music, etc. Allow them to, within limits, work under whatever conditions are best for them.
Keeping them motivated
Since their attention can all too easily start wandering, keeping them motivated especially during long-term projects may be a problem. The supervisor or manager may need to offer frequent positive feedback and rewards. People with ADHD are notoriously poor self-observers and frequent small rewards throughout longer-term projects can help them stay motivated..
Placing them in the right role or position
Though there are exceptions, employees with ADHD tend to be more effective as individual contributors rather than team leaders. They are often fun to be around because they are so lively, talkative and love socialising. However, they can also talk too much, are less self-aware of their social conduct and sometimes show less regard for the feelings of others, warns Barkley. Trusted colleagues can subtly let them know when they are overstepping boundaries.
Helping them manage their moods
People with ADHD commonly complain of feeling depressed after a big success. They miss the high stimulus of the “chase”. Colleagues who understand and are trusted as friends can remind them that this is the typical ADHD blues and that it will pass. Also, help them to quickly put into perspective their slip-ups, mistakes or mood swings. This will help prevent them obsessing and ruminating over one or another aspect of the situation, for hours, days, even months. They will appreciate your concern.
Victor Lipman, author of The type B manager: leading successfully in a type A world reminds managers that employees with ADHD can be extremely valuable to an organisation. He adds that over the years some of his most chronically disorganised employees were also among his most creative and talented.
Sources
Hallowell, E. M. & Raty, J. J. 50 tips on the management of Adult Attention Deficit Disorder. Retrieved from: http://www.hi2u.org
Lipman, V. 2012. How to manage employees with ADD/ADHD. Retrieved from: http://www.forbes.com