ADHD Culture, Interviews, and Leadership.

Be More Shark
Dec 29, 2024
8 min read

Changing the Landscape of ADHD Awareness

ADHD leaders are redefining how the world understands and values neurodivergence. Pioneers like Alex Partridge, host of the ADHD Chatter podcast and author of the book ‘Now it all makes sense’, and Leanne Maskell, creator of the ADHD A-Z book and her brilliantly successful ADHD coaching business, are truly driving a shift in awareness and acceptance.

Through their respective work, they highlight the strengths, creativity, and resilience inherent in ADHD, while offering tools and strategies for thriving in a world not built for neurodivergent minds. By sharing their experiences and creating resources for others, they not only inspire individuals with ADHD but also educate organisations and leaders about the untapped potential within this community. Their efforts are paving the way for a more inclusive and empowering narrative, and one that celebrates the unique contributions of ADHD individuals in every facet of life, including leadership.

Challenging Traditional Interview Methods and Embracing Neurodivergence

For leaders with ADHD, traditional interviews, particularly those rooted in competency-based frameworks, can be a frustrating and often demoralising experience. Despite possessing exceptional abilities, innovative thinking, and a track record of achieving results, ADHD leaders often find themselves struggling to translate their capabilities into structured answers that fit within conventional formats. This article explores the challenges ADHD leaders face in interviews, the unique qualities they bring to leadership roles, and strategies to reframe self-perception and unlock potential.

The Clash Between ADHD Minds and Competency-Based Interviews

Competency-based interviews are designed to assess a candidate’s abilities through structured questions that require examples of past behaviour or achievements. While logical in theory, this approach assumes that candidates can compartmentalise their experiences neatly and present them in a linear fashion. For neurodivergent individuals, particularly those with ADHD, this is a recipe for disaster.

The ADHD brain thrives in environments of curiosity, creativity, and dynamic problem-solving. Asking someone with ADHD to recall a specific instance of how they displayed a competency and articulate it with clarity can trigger overwhelm, mental blocks, or frustration. Instead of showcasing their abilities, many ADHD leaders find themselves underselling their potential because their answers don’t align with the rigid structure of these interviews.

Why does this happen?

• Working memory limitations - ADHD can make it difficult to retrieve specific memories or details on demand, particularly in high-pressure situations.

• Non-linear thinking - ADHD individuals often think in webs rather than straight lines. They can connect ideas and patterns others miss but may struggle to package these insights into a traditional format.

• Impostor syndrome and Rejection Sensitive Dysphoria (RSD) - The fear of being judged or misunderstood can further impede an ADHD leader’s ability to articulate their strengths in a way that aligns with conventional expectations.

Why ‘Bracketing’ Skills Doesn’t Work for ADHD Minds

Traditional interviews often involve segmenting skills and experiences into distinct categories, such as communication, decision-making, and leadership. For ADHD leaders, however, these categories rarely exist in isolation. The ADHD mind is uniquely adept at integrating disparate skills into cohesive solutions, an ability that is often undervalued in rigid assessment processes.

For example, an ADHD leader tasked with resolving a crisis might draw on intuition, creativity, empathy, and rapid decision-making simultaneously. Trying to separate these interdependent skills into neat boxes undermines the very essence of their effectiveness.

The result? Interviews become less about demonstrating capability and more about trying to fit into a system that doesn’t account for the ADHD brain’s strengths. This disconnect can lead to missed opportunities for organisations to harness the immense and often missed potential of neurodivergent leaders.

Activating “God Mode” in Leadership

One of the most fascinating aspects of ADHD leadership is the ability to enter what some describe as “God mode”, a state of hyper-focus and determination where ADHD individuals outperform even their own expectations. This mode is not about arrogance. Rather, it’s a deep inner belief that they can achieve extraordinary outcomes, coupled with the energy and drive to make it happen.

The challenge, however, lies in convincing others to see what ADHD leaders know they are capable of achieving. Traditional interview methods often fail to tap into this potential because they rely on past performance as a predictor of future success. For ADHD leaders, success is often rooted in the ability to adapt, innovate, and overcome challenges in real time, qualities that are difficult to quantify in standard frameworks.

The key to unlocking “God mode” in a professional context is to build trust and credibility. By demonstrating their ability to deliver results in unconventional ways, ADHD leaders can inspire confidence in their vision and abilities, even when others may initially be sceptical.

The Indomitable Spirit of ADHD Leaders

Roald Dahl in one of his short stories wrote,

For ADHD leaders, this almost defiant spirit often defines their journey. Despite the challenges of navigating systems not designed for neurodivergence, they demonstrate extraordinary resilience, adaptability, and creativity. Their ability to rise above adversity stems from a deep well of curiosity and drive, enabling them to tackle problems from angles others might overlook. This spirit not only propels them forward but also inspires those around them, fostering a culture of perseverance, innovation, and courage in the face of uncertainty.

This indomitable spirit is central to my coaching philosophy. By helping ADHD leaders channel their resilience and determination, I enable them to overcome barriers, embrace their unique qualities, and lead with confidence. In a world that often undervalues neurodivergent perspectives, this mindset is both a survival skill and a superpower, turning challenges into opportunities for growth and transformation.

Reframing Anxiety

Through Curiosity

One of the most empowering tools for ADHD leaders is the ability to reframe anxiety into curiosity. Anxiety often stems from the fear of failure or the unknown, leading to catastrophising and paralysis. However, the ADHD mind is naturally inclined towards curiosity, a trait that can be leveraged to shift focus away from fear and towards possibility.

A practical example of this is the mantra: “You cannot feel fear and curiosity at the same time.” By replacing “What if this goes wrong?” with “What can I learn from this?” ADHD leaders can disrupt the cycle of anxiety and tap into their innate curiosity to explore solutions, embrace risks, and foster innovation. Or to quote one of my favourite mantras from Dr Pepper: “What’s the worst that could happen?”

This mindset not only helps leaders overcome self-doubt but also positions them as positive disruptors within their organisations. Their ability to approach challenges with curiosity rather than fear can inspire teams to adopt a similar mindset, creating a culture of resilience and growth.

The “Tenth Man” Method.

Seeing What Others Miss

Another strength of ADHD leadership is the ability to challenge conventional thinking and identify blind spots. This is akin to the “Tenth Man” principle, a strategy used in decision-making where one person is designated to challenge the consensus to prevent groupthink.

For ADHD leaders, this principle often comes naturally, even when operating as an individual. Their non-linear thinking allows them to spot patterns, question assumptions, and uncover opportunities that others might overlook. However, this ability can be hindered by routines or conditioning that limit their perspective.

To harness the power of the “Tenth Man” method, ADHD leaders can:

• Actively seek out dissenting opinions to challenge their own assumptions.

• Create systems for reflection to identify what they might have missed.

• Embrace feedback as a tool for growth rather than a source of self-criticism.

By adopting this approach, ADHD leaders can mitigate blind spots, foster more inclusive decision-making, and drive innovative solutions.

Breaking Free from Learned Self-Helplessness

Rejection Sensitive Dysphoria (RSD), an intense emotional response to perceived rejection or criticism, can be a significant barrier for ADHD leaders. Over time, repeated experiences of being misunderstood or undervalued can lead to learned self-helplessness, where individuals internalise the belief that they are incapable of succeeding.

My mission, as a consultant, coach, and mentor, is to help ADHD leaders break free from this cycle. By reframing RSD as a reflection of their deep empathy and passion, rather than a weakness, leaders can begin to rebuild their confidence and embrace their unique strengths.

Ideas for combatting this could be:

• Normalising neurodivergence - Encouraging leaders to view ADHD not as a limitation but as a different operating system with its own strengths and challenges.

• Building self-awareness - Helping leaders recognise how their ADHD traits contribute to their success.

• Cultivating self-compassion - Replacing self-criticism with self-acceptance to reduce the impact of RSD.

Through this process, ADHD leaders can shift from a mindset of self-doubt to one of empowerment, enabling them to lead with authenticity and confidence.

Transforming the Workplace Through ADHD Leadership

The traditional workplace often values conformity and predictability, which can marginalise neurodivergent leaders. However, as organisations increasingly recognise the value of diversity in thought and experience, ADHD leaders are uniquely positioned to drive meaningful change.

To support this transformation, organisations must:

Redesign interview processes. Move away from rigid competency-based formats and towards more dynamic assessments that allow candidates to demonstrate their creativity, problem-solving, and adaptability.
Foster inclusive cultures. Create environments where neurodivergence is not just accepted but celebrated.
Provide tailored support. Offer mentorship, coaching, and resources that address the unique challenges faced by ADHD leaders.

For ADHD leaders, the challenge lies in owning their differences and demonstrating the value they bring to the table. By embracing their neurodivergence as a strength rather than a liability, they can lead with confidence, inspire others, and contribute to a more inclusive and innovative future.

The Role of Leadership Coaching and Mentoring

Leadership coaching and mentoring can play a transformative role in helping ADHD leaders navigate challenges and unlock their potential.

By providing a safe and supportive space for reflection, coaching can help leaders build self-awareness, develop strategies to manage their unique challenges, and reframe their perceived weaknesses into strengths.

Mentoring offers guidance from someone who understands the realities of neurodivergence, providing practical advice and a roadmap for success. These processes not only help leaders articulate their value but also equip them with tools to thrive in environments that may not yet fully understand or accommodate neurodivergence.

At Be More Shark, my coaching and mentoring methods are specifically tailored to address the needs of ADHD leaders. By focusing on the elements described in this article, reframing anxiety into curiosity, embracing the “tenth man” method, and breaking free from learned self-helplessness, I empower leaders to harness their unique strengths and lead with authenticity.

My approach combines practical strategies with compassionate support, helping leaders challenge traditional systems, communicate their vision effectively, and foster environments that embrace positive disruption. Together, we work to build confidence, resilience, and the skills needed to thrive in leadership roles, creating a ripple effect that benefits teams, organisations, and communities.

Looking To The Future

ADHD leadership is not about fitting into traditional moulds, it’s about redefining what effective leadership looks like. By challenging conventional methods, reframing anxiety, and leveraging their unique strengths, ADHD leaders can overcome barriers and unlock their full potential.

As a coach and mentor, my mission is to empower ADHD leaders to see beyond the limitations imposed by traditional systems and embrace their role as positive disruptors. Through curiosity, resilience, and self-compassion, they can lead in ways that inspire, innovate, and transform the workplace for the better.