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“If we are facing in the right direction, all we have to do is keep on walking” ~ Buddhist Proverb
According to a survey conducted by Harris Interactive Market Research of 503 adults with ADHD, 77 percent stated that they believe the condition makes it difficult to achieve success at work. Few perceived employers as being understanding when it comes to employees with ADHD.
For many adults, application of reasonable accommodations can make the difference between surviving and thriving at work. However, in attempts to communicate with an employer, many talented adults with ADHD and learning differences have struggled with discouragement after disclosure. The overt and covert resistance of some employers to provide accommodations establishes a history of exclusion, reinforces shame, and decreases productivity, fulfillment, and success in the workplace. No one wins here.
Establishing the right kind of support in the workplace is by no means an easy task: It requires space and time for reflection, an open approach to creative strategies, skills development, and ‘recruitment’ of a small network of folks who are invested in your success.
Wilma Fellman, a career development specialist, addresses disclosure in the workplace. She suggests that individuals with ADHD find ways to get their needs met without directly disclosing a diagnosis of ADHD. This approach reflects a philosophy as much as a truth. If disclosure puts one at risk of discrimination, what option does this leave?
Similar to the US American’s with Disabilities Act, the Canadian Human Rights Act calls on federally-regulated employers to enact, the Duty to Accommodate for Persons with Disabilities, (a visible or non-visible long-term or recurring physical, mental, psychiatric, sensory, or learning impairment, which limits the quantity or type of work you can do in the workplace or which may be perceived as a limitation.) Application of the act is not so clearly applied, as reflected in the observations of Anna-Karina Tubunar, a Canadian journalist and consultant as well as host of “Canada in Perspective,” a weekly television program on Accessible Media Inc.. Tubunar explains, “There is an idea that accommodation means building a new ramp or escalator, but 70% of accommodation is about the attitude of the employer and peers, that takes no money, but time and communicating with honesty” (Young Street Media, 2013). [i]
Balancing soft skills and hard skills is an important element of success in the workplace. As ADHD adults grapple with internal and external obstacles, workplace stability and job satisfaction become increasingly illusive. Finding, maintaining and growing employment options in today’s economy require increasing levels of flexibility.
Mainstream employment preparation training and recruitment specialists inform that “soft skills” are the new “hard skills” employers seek. Hard skills are those technical abilities that are learned through formal education, usually related to professional knowledge, tools, or techniques that allow us to work within a profession. High-end examples of hard skills are designing a bridge, developing software, applying taxation laws, and injecting a vaccine.
Soft skills include abilities related to facility in social situations and communication, as well as the ability to work independently and manage one’s workload. Examples of soft skills are: strong social skills, attention to ethical concerns, integrity and dedication, critical thinking, and having a positive, motivated approach to the work.
The Conference Board of Canada promotes a framework called Employability 2000+ [ii], as a result of extensive research with employers, government and employees. The framework categorizes three sections for growth and development that are helpful and applicable for employees across disciplines. The areas of growth are as follows: (I) Fundamental Skills; (II) Personal Management, and (III) Working with Others.
Section II of the Employability 2000+ framework is Personal Management – a good place to start when developing skills to support you in the workplace. Identify one point that you would like to focus on to enhance. Think about work experiences when you’ve had the hard skills but other variables such as interpersonal relationships led to job dissatisfaction, even loss. Is it possible that while focusing on what is not working you had trouble seeing of what was within reach? Personal Management includes the soft skills that we can cultivate in life and work to enhance our ability to perform, and to recognize and manage who we are. These personal skills, attitudes, and behaviours drive one’s potential for growth:
1. Take Care of Yourself
Taking care of your personal health is valuable currency for the ADHD adult. Experts in the field, such as Dr. Hallowell, strongly encourage adults to take a multi-modal approach to treatment. Holistic in nature, foundational in practice, the basics of sleep hygiene, brain supportive nutrition, physical exercise, sunlight, and positive human contact, make a difference in how the ADHD adult can modify stress level thus positively impacting perform ability. Self-care is often the first element to fall away when under high stress. Feeling good about your efforts in the face of uncertainty and having a plan to integrate self-care is a hallmark of resiliency.
2. Developing Self-Management Skills Takes Practice
Frequent check-ins with yourself throughout the day can help you develop insight into how you are functioning, what you need, and how you are responding to various situations and environments. It may be of value to check your cognitive and emotional pulse throughout the day. What are you focused on? Where are your thoughts? Negative, neutral, positive? How does your body feel? Is your breathing high in your chest or deep in your belly? Are you smiling? There are simple methods to integrate into your day becoming mindful of your brain-state.
3. Ask Your Employer About Development Programs
Innovative workplace training on inclusion and workplace accommodations are designed to inform and activate an overdue paradigm shift. They are not altogether altruistic, with an objective to strengthen that bottom-line, but they do facilitate a win-win. If your company does not offer such training, ask about opportunities for the team to learn more, such as with the employability framework introduced in this article. You might seek out assistance from career
counselor or an ADHD coach to support your processing and build accountability since it is challenging to stay the course on your own. Succeeding with ADHD in the workplace is about creating and communicating how you work best, letting your strengths shine, and feeling positive about what you are able to contribute.
4. Pay Attention to Social Skills
Ethical and socially responsible leadership are strongly connected to emotional intelligence. Self-awareness in social exchanges can be challenging for adults with ADHD. Therefore, it is all the more urgent to develop emotional awareness and self-regulation competency in preparation for a conversation with the boss about concrete accommodations to assist in maximizing your performance at work. Talk to a coach or counselor about ways to strengthen communication in the workplace.
5. Identify and Access Resources
There is an abundance of information, methods, and processes that can help with self and workplace development. With the right support in place, it is easier to think, behave and perform in a manner consistent with your values and desires. The right system of support is one that can help you integrate your unique way of being in this world and bridge the gap to operate from your source of strength.
Written by Michelle Intrepidi, ADHD and Executive Function Coach based in Winnipeg, Canada
[i] Shupac, Jodie.(2013). Invisible disability in the workplace. Retrieved from http://www.yongestreetmedia.ca/features/invisibledisability111313.aspx.
[ii] Conference Board of Canada, Employability 2000+.(2015).Retrieved from http://www.conferenceboard.ca/education.
Originally published on ADDA.
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