ADHD Chronicles: Unmasking the Focus Monster

I wasn’t prepared for our family’s summertime schedule.

I wasn’t prepared for how my mental health would be impacted as the school year ended and summer plans began.

I wasn’t prepared for how all the shifts in my day would trigger my ADHD.

Here’s the thing. I had mapped out how my self-care plan would be implemented pre and post-book launch.

I knew I wanted ease, rest, and joy amid all the excitement of releasing my debut book.

And I had it. The ease. The rest. The joy!

I intentionally planned a trip right after my launch party to celebrate my accomplishment and 18 years of marriage.?

For five days, my husband and I didn’t have to worry about work, kids, cooking, and all of the in-betweens of life. We could just be.?

And it was glorious!

Then we came back home.??

And it was not glorious.

It was jarring.?

Ease and flow were replaced with stress and restriction.

I became Uber Mom.?

No. Not great and outstanding. But literally, I was driving kids all around town.?

Between summer school, camp, and speech therapy, each day was filled with stops and starts and too many damn transitions!

And I didn’t realize (until now) that task-shifting is difficult for those of us with ADHD brains.

This executive function is a challenge that neurotypical folks don’t always understand.

Here’s why it’s difficult for us (Although this article addresses teens with ADHD, it is also applicable to adults with ADHD)

Why am I sharing this with you??

Well, often, many workplaces have an ATM (All-The-Meetings) culture. This could look like consistent back-to-back meetings that leave little room not only to breathe but to actually create space for one to move into a flow state.?

Or their offices have an open floor plan. I understand the original idea for this interior design trend was to foster collaboration; however, I wonder how many neurodivergents and introverts were considered in the planning process.?

These floor plans offer distractions galore.?

It’s not that those of us with ADHD can’t pay attention. It’s that we pay attention to everything and get overwhelmed trying to figure out what to pay attention to.

And even if you don’t have an open floor plan, simply returning to the office could adversely impact the productivity of some of your neurodivergent employees and colleagues due to all the interruptions.

I’ve felt like a headless chicken the last few weeks, hence why you are getting this newsletter a week later than planned.?

Although I do feel like hyper-focus offers us ADHDers an advantage, it isn’t something that we can turn on and off.?

We can find ourselves feeling even more dysregulated, unproductive, and inefficient when our environment fills our days with fits and starts. Oh, did I mention the shame of thinking that there’s something wrong with us because we wonder, “Why can’t I just do it?”

By the end of the day, we are exhausted because we are doing so much internal work to keep it together when each pivot to a new task pulls at a thread that inevitably leaves us undone.

But you wouldn’t know it because you can’t see it.?

Because ADHD is considered an invisible disability.

And with this being Disability Pride Month, I want to celebrate all the dope neurodivergent folks that continue to bloom in soil that technically isn’t conducive to our growth.

I don’t want you to leave this message thinking I’m complaining. I’m simply sharing a quick glimpse into my ADHD world to bring awareness to a lived experience you may not have.?

My late diagnosis has given me additional awareness and understanding of who I am. It has elevated my emotional intelligence (EQ) so that I am more aware of the ‘why’ behind my emotions.?

As a leader, you may have employees who may or may not feel comfortable disclosing their invisible disabilities. And there may be some who are unaware that they even have one.

But as we are working to create more inclusive environments where we can all thrive, it’s imperative to know that we all don’t work in the same way. Therefore, being curious about your team members and asking questions about how they best work can provide clarity and optimize productivity.

My story is my story. Remember that every individual with ADHD is unique, so it's essential to approach support strategies in a personalized and collaborative manner. Regular communication and feedback loops between leaders and employees are vital to the team's success.

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Farah Harris is a psychotherapist and expert on workplace belonging and well-being dedicated to disrupting unhealthy work environments. She is the founder and CEO of?WorkingWell Daily?, a company that approaches workplace belonging and well-being from a psycho-social and emotional intelligence lens. As a speaker, consultant, and now author, she has helped individuals and Fortune 500 companies develop healthier workplaces where leaders and teams have grown in their empathy, self-awareness, and sociocultural awareness

Grab your copy of her international bestselling book, The Color of Emotional Intelligence