{"id":5341,"date":"2018-06-19T17:26:56","date_gmt":"2018-06-19T17:26:56","guid":{"rendered":"https:\/\/marlacummins.com\/stage2026\/?p=5341"},"modified":"2018-06-19T17:26:56","modified_gmt":"2018-06-19T17:26:56","slug":"adhd-disclosing-boss","status":"publish","type":"post","link":"https:\/\/marlacummins.com\/stage2026\/adhd-disclosing-boss\/","title":{"rendered":"Do You Struggle to Explain Your ADHD at Work?"},"content":{"rendered":"
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 Are you frustrated at work because you\u2019re not operating at your best, and you know in part it is because of your ADHD? And maybe you are thinking if only you could explain your ADHD challenges to your coworkers, boss or employees maybe things would be better. Because then they would get it and be more understanding.<\/p>\n\n\n\n

Like the writer of the comment below, you may also be wondering how to have a conversation about your ADHD with your boss or co-workers<\/strong>.<\/span><\/p>\n\n\n\n

I would like to know your thoughts on discussing add\/adhd with your boss or coworkers and how to do so without making it sound like you’re giving excuses or requesting special treatment if you want\/need accommodations to be productive.<\/span><\/em><\/p>\n\n\n\n

If you are a business owner, you may be curious about how you can talk about your ADHD with your employees<\/strong>. When I receive questions on this topic from business owners it is because they recognize that their ADHD is affecting the work environment. And they want to figure out how to do better. Maybe you do, too.<\/p>\n\n\n\n

Whether you are an employee or the boss, the answer to how to talk about your ADHD<\/strong> at work really depends on your circumstances<\/strong>.<\/p>\n\n\n\n

When You Should Not Tell Your Boss or Coworkers You Have ADHD<\/h2>\n\n\n\n

One of the first questions people ask, if they work for someone else, is \u201cShould I tell my boss and colleagues I have ADHD?\u201d If you are just taking the first steps in exploring how to address your ADHD at work, the common wisdom is that it is not prudent to disclose it. At least not at first. Because, unfortunately, the reality is that disclosing your ADHD can often backfire<\/strong>.<\/p>\n\n\n\n

In an ideal world, you would work in an enlightened workplace where the people you work with appreciate and even embrace differences. In this ideal world, they would be willing to work with you in accommodating your ADHD challenges. They would also seek ways to help you leverage your strengths. That would be great, right?<\/p>\n\n\n\n

Unfortunately, the anecdotal evidence, tells us that the outcome of disclosure is often uncertain. While sometimes it can lead to a better working relationship, it can also have negative consequences. This can include being treated dismissively, passed over for promotion or, in the worst case, fired.<\/p>\n\n\n\n

So, the bottom line is, if you\u2019re not sure how your disclosure will be received<\/strong>, it is important to proceed with caution<\/strong> as you sort out your options.<\/p>\n\n\n\n

But I\u2019m the Boss. Should I tell My Employees I Have ADHD?<\/h2>\n\n\n\n

Obviously, if you\u2019re the boss, you don\u2019t have the same worries about disclosing your ADHD as an employee, right? Because, if you tell your employees you have ADHD, you won\u2019t be treated dismissively, passed over for promotion or fired.<\/p>\n\n\n\n

One of the advantages of disclosing your ADHD is you have an opportunity to create an environment where your employees also feel comfortable sharing personal information that impacts their ability to do their work. You can be in the forefront of creating the enlightened workplace environment! Wouldn\u2019t that be nice?<\/p>\n\n\n\n

Though, whether you disclose or not, you\u2019ll want to take the second step of considering what you hope to achieve<\/strong>. Because, whether you disclose or not, your main objective<\/strong> is to create an environment where you and your employees are able to work well<\/strong>. And just telling your employees you have ADHD won\u2019t be enough to achieve this goal.<\/p>\n\n\n\n

So, in addition to disclosing, if that is what you choose to do, you\u2019ll need to think about the necessary changes you want<\/strong>. More on that below.<\/p>\n\n\n\n

The Best Way to Talk to Your Boss and Coworkers About Your ADHD<\/h2>\n\n\n\n

As an employee, whether or not you choose to disclose your ADHD, you will also need to ask for what you need so you can do your best work<\/strong>. And, once you\u2019ve determined what would help you operate better<\/strong>, you will need to think about how you want to frame your request(s)<\/strong>.<\/p>\n\n\n\n

For example<\/strong>, in my work with clients, I often help them figure out how to manage the variety of distractions at work.<\/strong> And, if this is also a problem for you, there are likely several workarounds. In the example below Amir thought of a few and broached the subject with his boss in his weekly one-on-one.<\/p>\n\n\n\n

I\u2019ve been noticing that it\u2019s hard for me to get my work done because of the noise level in our open floor plan. And I have some ideas that I\u2019d like to float past you for your consideration. I think these changes will help me deliver more effectively. One option I thought of is to work at home 1-2 days a week. And when I am working in the office I thought it might be helpful to have the cube in the far right corner where there is less traffic. The last option that came to mind is scheduling time in the conference room on occasion when I need to be in the office, but also need it to be quiet. What are your thoughts?<\/em><\/p>\n\n\n\n

Notice, Amir does not ask for accommodations<\/strong> and is not complaining<\/strong>. Rather, it is a very solution-focused request<\/strong>. That is, Amir is acknowledging he is having a hard time getting his work done. And he is also offering solutions that would help him work more effectively. Seems like a win-win for everyone, right?<\/p>\n\n\n\n

The Best Way to Talk to Your Employees About Your ADHD<\/h2>\n\n\n\n

Similarly, if you are the boss, you will also need to decide what changes you need to work effectively. Unlike your employees, while you may want their feedback, you can more easily implement the changes you want. That is, of course, as long as you think through the implementation carefully.<\/p>\n\n\n\n

For example<\/strong>, two common challenges I often hear are constant interruptions<\/strong> and back to back meetings<\/strong>. I\u2019m sure you can think of other challenges at your work. Below are a few of the workarounds you can try that have worked for some of my clients.<\/p>\n\n\n\n