In many corporate environments, there remains an expectation that tasks must be completed in a particular way… the “right way,” often dictated by established methods and traditional procedures. This mindset can create challenges for employees with ADHD, who often approach tasks differently. Managers who insist on adherence to their specific methods, rather than focusing on the end goal, risk setting up ADHD employees for failure. While these employees are often capable of excellent work, they may not thrive within rigid processes. By valuing diverse approaches to achieving objectives, managers can foster a more supportive and productive environment.
ADHD is a condition that affects how individuals process information, solve problems, and stay organised. Many people with ADHD bring strengths such as creativity, adaptability, and lateral thinking to the workplace. However, they often struggle when forced to conform to inflexible structures. Research indicates that people with ADHD tend to excel when given the freedom to explore multiple ways of solving a problem, rather than being boxed into a single approach (Hallowell & Ratey, 2011). If a manager requires a strict process, ADHD employees may find themselves expending more energy on following procedures than on producing quality work. This misalignment can lead to frustration and reduced productivity.
A common phrase in workplaces that follow rigid structures is, “This is just the way it’s done here.” For people with ADHD, hearing this is especially discouraging, as it suggests there is no room for alternative methods or ideas. This attitude is outdated in today’s business landscape, where innovation and adaptability are essential. According to the Harvard Business Review, companies that encourage diverse approaches to problem-solving are better positioned to adapt to change and foster innovation (Austin & Pisano, 2017). Good leaders in forward-thinking organisations avoid enforcing a single “correct” way to accomplish tasks. Instead, they prioritise results, recognising that valuable insights and fresh ideas often emerge when employees have the autonomy to explore different methods.
A more effective approach for managers is to set clear goals but remain open to different methods of achieving them. An ADHD employee given the flexibility to use their own strategies may find novel ways of tackling problems, potentially surpassing expectations. For example, an ADHD employee tasked with increasing team efficiency may explore unconventional approaches that a more rigid process would overlook, ultimately benefiting the entire team. By focusing on outcomes rather than methods, managers empower ADHD employees to use their strengths, enhancing both their performance and the team’s results.
In recent years, there has been growing awareness of neurodiversity in the workplace, recognising that different cognitive styles can add significant value to an organisation. ADHD employees, with their natural tendency to think creatively and challenge conventional methods, often bring unique insights that can drive progress when they are given freedom in how they work. This understanding is especially relevant in the more modern of workplaces, which have learned to value flexibility and adaptability over conformity. As workplaces become more inclusive and attuned to the benefits of neurodivergence, strict adherence to outdated methods becomes a hindrance rather than a strength.
For managers, the key takeaway is clear: setting an outcome or a goal, rather than mandating a specific process, is the best approach to unlock the full potential of ADHD employees. By focusing on results and allowing for flexibility in how they are achieved, managers create an environment that encourages innovation, respects individual strengths, and supports all employees. This approach not only fosters inclusivity but also builds a dynamic, forward-thinking organisation.
References
Austin, R., & Pisano, G. P. (2017). Neurodiversity as a Competitive Advantage. Harvard Business Review.
Hallowell, E. M., & Ratey, J. J. (2011). Driven to Distraction (Revised): Recognizing and Coping with Attention Deficit Disorder. Anchor Books.
Barkley, R. A. (2015). Attention-Deficit Hyperactivity Disorder: A Handbook for Diagnosis and Treatment. Guilford Press.