For individuals with ADHD, interpreting workplace communication can often be more complex than it appears to their neurotypical colleagues. A distinctive characteristic of ADHD thinking is a wider breadth of association, allowing those with ADHD to see multiple alternatives or interpretations for what might seem straightforward to others. This broad associative thinking, as noted by Dr Heiner Lachenmeier, can lead to confusion at work but also offers unique advantages by fostering creativity and problem-solving.
ADHD brains often connect ideas and concepts in diverse and non-linear ways, which means that when someone gives instructions or feedback, the ADHD individual may perceive various possible meanings or alternative methods for approaching the task. For example, when a manager says, “Let’s improve efficiency here,” an ADHD employee may envision multiple routes to this goal, each with different implications. What others see as a single clear objective, someone with ADHD may interpret as a range of potential strategies, considering variables that others might overlook. This capacity for multi-dimensional thinking can lead to misunderstandings, as the ADHD employee may appear distracted or as if they are “overthinking” a task (Barkley, 2015).
Dr Heiner Lachenmeier describes this as “broader breadth of association” in ADHD thinking, where there is an enhanced ability to make diverse and often unexpected connections between ideas. While this can complicate straightforward tasks, it also brings unique benefits. ADHD employees are often skilled at problem-solving, as they naturally think of alternative solutions and creative approaches. Research suggests that this expansive thinking style contributes positively to fields that benefit from innovation and new ideas, such as marketing, design, and strategic planning (Hallowell & Ratey, 2011).
By recognising and accommodating this unique approach, workplaces can harness the strengths of ADHD employees. Providing clear, detailed instructions can reduce potential confusion, while creating environments that value alternative perspectives enables ADHD individuals to apply their skills fully. Embracing these diverse thought processes benefits both the individual and the organisation, fostering a culture of inclusivity and innovation.
References
Barkley, R. A. (2015). Attention-Deficit Hyperactivity Disorder: A Handbook for Diagnosis and Treatment. Guilford Press.
Hallowell, E. M., & Ratey, J. J. (2011). Driven to Distraction (Revised): Recognizing and Coping with Attention Deficit Disorder. Anchor Books.
Lachenmeier, H.