Adeptina Insights

Organising Your Home Environment with ADHD

Tue, 07 Apr 2026 14:23:12 GMT

Living with ADHD often brings unique challenges to organising and maintaining a tidy home. Different areas of the home present distinct hurdles, and each person’s preferences and needs will vary. This guide provides strategies for tackling common challenges in specific areas of the home—wardrobes, kitchens, paperwork, and general clutter. Multiple approaches are offered to ensure flexibility, allowing you to find the systems that resonate best for you.

1. Clothes and Wardrobes

Clothing management can feel overwhelming due to issues like decision fatigue, lack of designated spaces, or accumulated items. Here are strategies to simplify:

Challenges

Not knowing where to put items.
Feeling overwhelmed by piles of clean laundry.
Difficulty letting go of clothes due to sentimental value or "what if" thinking.

Strategies

Categorise Broadly: Use simple categories such as "Work Clothes," "Comfy Clothes," and "Occasion Wear." This reduces decision-making.
Designate Storage: Assign drawers or bins to categories, ensuring each item has a clear home. Opt for open baskets if closing drawers feels like a barrier.
Rotational Systems: Store off-season clothes (e.g., summer clothes in winter) in labelled boxes under the bed or in higher wardrobe spaces.
Time Box the Task: Dedicate 15-30 minutes to folding and putting away laundry. Use a visible timer to stay on track.
Declutter in Stages:
Sort clothes into Keep, Donate, Trash, or Maybe piles.
Use an "In-Between Box" for items you’re unsure about. Revisit it after 3 months.
Quick Win: If putting away everything feels daunting, start with one category, like socks or pyjamas.

2. Kitchens and Shared Spaces

Kitchens often become chaotic due to frequent use and shared responsibilities. Organisation can feel daunting, but creating clarity in this high-traffic area is achievable.

Challenges

Difficulty maintaining order when multiple people use the space.
Overwhelming clutter in drawers or on counters.
Misplacing commonly used items.

Strategies

Create Zones: Assign zones for specific purposes (e.g., "Cooking," "Snacks," "Baking Supplies"). Use labelled bins or drawer dividers.
Simplify Storage: For high-use items, opt for open shelves or clear containers to make them visible and easy to grab.
Daily Reset: Dedicate 5-10 minutes each evening to resetting the kitchen (e.g., clearing counters, wiping surfaces).
Use Visual Aids: Attach clear labels or colour-coded stickers for drawers and shelves.
One-Step Systems: Opt for systems that require minimal effort, such as hooks for mugs or utensils rather than cupboards.

3. Paperwork and Documents

Managing paperwork can be especially challenging for those with ADHD due to issues like out-of-sight-out-of-mind thinking and the emotional weight of important documents.

Challenges

Losing track of bills, receipts, or forms.
Procrastinating on filing or shredding.
Feeling overwhelmed by unsorted piles.

Strategies

Digitise When Possible: Use apps or scanners to store important documents digitally. Assign folders for categories (e.g., "Bills," "Work," "Personal").
Create a Landing Zone: Have a tray or folder near your main workspace for incoming papers. Sort it weekly.
Time-Box Sorting: Spend 15-20 minutes weekly reviewing and filing papers.
Use Colour Coding: Assign colours to categories like "Urgent," "To File," and "To Shred."
Toss or File Rule: If you’re unsure about keeping a document, ask yourself if it can be accessed elsewhere (e.g., online statements). If yes, discard it.
Quick Win: Start with one stack or category, like utility bills, and work your way up.

4. General Clutter

General clutter often builds up due to undefined systems and difficulty deciding where things belong. Tackling this requires clear strategies and consistent habits.

Challenges

Difficulty starting due to overwhelm.
Items without designated places.
Distractibility leading to unfinished tasks.

Strategies

Create a Home for Everything: Assign specific spaces for frequently used items (e.g., keys, headphones, chargers).
Use Catch-All Bins: Place a bin in high-traffic areas to temporarily collect stray items. Empty it daily or weekly.
Adopt a "One-Minute Rule": If a task takes less than one minute (e.g., putting a mug in the sink), do it immediately.
Declutter in Layers:
Start with visible surfaces like counters or tables.
Move to hidden spaces like cupboards or drawers once surfaces are clear.
Gamify Tasks: Turn tidying into a game by setting challenges like "How many items can I put away in 5 minutes?"
External Accountability: Invite a friend or professional organiser to help. Their presence can reduce decision fatigue and keep you focused.

5. Overcoming Barriers

While each strategy offers potential solutions, it’s essential to address barriers that may arise:

Lack of Motivation: Break tasks into tiny steps and celebrate each accomplishment.
Emotional Attachment: Allow yourself to keep sentimental items, but contain them in a designated box.
Decision Paralysis: Limit choices by creating clear categories and using tools like timers to encourage quick decisions.

Next Steps

Choose one area of your home to focus on first.
Identify a small, manageable task within that area (e.g., "Sort socks" or "Clear one kitchen counter").
Set a timer for 10-15 minutes and begin. Remember, progress is more important than perfection.
Experiment with the strategies provided and adapt them to suit your preferences and needs.

By creating systems that work with your ADHD, you can transform your home into a space that supports your wellbeing and reduces stress.

Why Neurodiversity Is a Business Advantage, Not a Burden

Mon, 02 Mar 2026 12:19:10 GMT

For a long time, neurodiversity at work has been treated primarily as a legal or compliance issue. Something organisations respond to when required, rather than something they actively design for.

That framing is short-sighted and defensive. And honestly, it leaves a lot of value on the table.

When organisations measure and understand neurodiversity within their workforce, the focus shifts. It stops being about “doing the right thing” and starts becoming about working more intelligently, for everyone who works there. Not as a softer approach, but as a more intentional, strategic, and commercially effective one.

Neuroinclusion, done properly, is not charity. It is a high-performance strategy.

The Business Case Isn’t Theoretical

We do not need to rely on goodwill or moral arguments here. The data is already clear. Inclusive organisations consistently outperform their peers. A McKinsey report shows that organisations with strong diversity and inclusion practices are significantly more likely to see above-average profitability than those without them.

Innovation and problem-solving: Deloitte research found that neurodivergent teams generate more ideas and, importantly, more commercially viable ones. Different cognitive styles challenge assumptions, spot risks earlier, and connect dots others miss.
Accuracy and productivity: JPMorgan Chase’s “Autism at Work” programme demonstrated productivity increases of between 90% and 140% compared to peers, alongside fewer errors. That is not a marginal improvement; that is operational impact.
Crisis response and adaptability: Many people with ADHD, for example, are highly practised at thinking quickly, switching focus, and generating options under pressure. The same traits that feel challenging in slow, rigid systems often become assets in moments of uncertainty or change.

Different Brains Add Real Value

This isn’t about positive thinking or trying to see a silver lining. It’s research and reality. Teams that include neurodivergent thinking perform better, not because everyone thinks the same, but precisely because they don’t.

Different cognitive styles bring:

Productive disagreement, where people challenge assumptions others don’t even notice, reducing groupthink and overconfidence.
Better error detection, because teams with varied thinking styles are more likely to spot blind spots, risks, and flawed logic early.
Higher-quality decisions, prioritising robustness over speed and consensus that holds up under pressure.

This can look like and feel like friction. And it’s reasonable to ask why an organisation would want more of that. Because what feels uncomfortable is often a sign of a rigid system, one that is inefficient at its core. But I would argue that this friction is what prevents teams from making confident mistakes.

An Overlooked Talent Pool, At Scale

Around 15–20% of the population is neurodivergent. Yet many organisations are still fishing in the same narrow talent pool and wondering why recruitment feels so hard.

To put that in perspective, according to the ONS and Ambitious about Autism , only 29% of autistic people are in paid employment. That is not a skills issue. It is a systems issue. When hiring processes reward being quick, confident, and good in interviews more than being clear, thoughtful, or accurate, capable people can quietly get sidelined.

Neuroinclusive hiring is not about lowering the bar. It is about finally seeing talent that has been there all along.

Why the Diagnosis-Led Model Is Holding Organisations Back

Many workplaces still rely on what I call a "diagnosis gateway" approach. Support only becomes available once someone has navigated a long and emotionally demanding assessment process. This model is slow, expensive, reactive and dependent on a healthcare system that is widely known to be breaking.

A more effective approach starts somewhere else. It assumes that people think, work, and process information differently, and it designs work around that reality from the outset. As Dr. Nancy Doyle often highlights, Universal Design reframes adjustments as performance optimisation rather than exception handling. It gives organisations a stronger baseline and avoids the costly pattern of waiting for someone to fail before intervening.

Supporting People Without Losing Standards

One of the biggest unspoken fears managers have is this: "If we accommodate neurodiversity, do standards slip?"

It is important to be clear: Neurodiversity is not a free pass. UK case law, including a tribunal McQueen v General Optical Council , makes this explicit. Neurodivergence does not excuse harmful, aggressive, or inappropriate behaviour.

Adjustments exist to help people meet the expectations of the role, not to remove accountability. When managers understand this, adjustments stop feeling like "favours" and start functioning as performance-hardening techniques.

A Simpler Way to Think About It

Think of your workforce like a mixing desk. Every person has different levels across different channels: focus, energy, communication, creativity, sensitivity, speed.

A manager’s job is not to force every slider into the same position. It is to adjust the system so the whole track sounds right. Inclusive design makes sure every instrument can be heard properly. Not louder. Not quieter. Just as it was meant to sound, like a fully fledged, beautiful orchestra.

Unlocking Hidden Productivity: The Simple Accommodation Strategy Most Employers Overlook

Tue, 06 Jan 2026 14:19:55 GMT

In today's fast-paced business world, employers are constantly seeking ways to boost productivity and employee satisfaction. However, many organisations overlook a simple yet powerful strategy that can transform team performance and well-being: understanding and accommodating different information processing styles.

The Power of Processing Preferences

Every individual has a unique way of absorbing and processing information. Some people thrive when reading written materials, while others prefer listening to audio content or watching video presentations. These preferences, often referred to as learning modalities or processing styles, play a crucial role in how efficiently employees can work and how satisfied they feel in their roles.

Anne Gould's insightful post on content consumption preferences highlights the importance of recognizing these individual differences. By acknowledging and accommodating various processing styles, employers can unlock hidden potential within their workforce and create a more inclusive, productive environment.

Benefits for All, Especially the Neurodiverse

While this approach benefits all employees, it can be particularly transformative for neurodiverse individuals. Neurodiversity encompasses a range of cognitive differences, including conditions like autism, ADHD, and dyslexia. For these employees, having information presented in their preferred format can be the difference between struggling to keep up and excelling in their roles.

By implementing accommodations based on processing preferences, employers can:

1. Increase overall productivity

2. Enhance information retention and comprehension

3. Reduce workplace stress and frustration

4. Boost employee engagement and job satisfaction

5. Foster a more inclusive work environment

6. Tap into the unique strengths of neurodiverse team members

Cost-Effective Solutions with High Returns

One of the most compelling aspects of this strategy is its cost-effectiveness. Many accommodations can be implemented with minimal expense, especially when compared to the potential gains in productivity and employee retention. Some practical, low-cost accommodations include:

1. Offering multiple formats for important information (written, video, audio)

2. Providing text-to-speech software for auditory learners

3. Implementing closed captioning for video meetings

4. Allowing employees to choose between in-person or written instructions

5. Creating quiet spaces for those who need to focus while reading

6. Encouraging the use of visual aids in presentations

7. Offering noise-cancelling headphones for employees sensitive to auditory distractions

8. Providing digital note-taking tools for those who prefer typing to handwriting

Implementing the Strategy

To effectively implement this strategy, employers should consider the following steps:

1. Assess current practices: Evaluate how information is typically shared within the organization and identify areas for improvement.
2. Survey employees: Conduct a survey to understand the diverse processing preferences within your team.
3. Develop a flexible approach: Create guidelines for presenting information in multiple formats whenever possible.
4. Invest in necessary tools: Acquire software or equipment needed to support various processing styles.
5. Train managers and team leaders: Educate leadership on the importance of accommodating different processing styles and how to implement these strategies effectively.
6. Encourage open communication: Create an environment where employees feel comfortable expressing their preferences and needs.
7. Monitor and adjust: Regularly gather feedback and assess the impact of these accommodations on productivity and employee satisfaction.

Case Studies: Success in Action

Several forward-thinking companies have already embraced this approach with impressive results. For example:

- A tech startup implemented a policy of providing all important communications in both written and video formats. They reported a 20% increase in information retention and a 15% boost in overall productivity within six months.

- A marketing agency created "focus pods" - small, quiet spaces for employees who prefer to read or work without distractions. Employee satisfaction scores increased by 25%, and the company saw a notable improvement in meeting deadlines.

- A global manufacturing firm introduced text-to-speech software for their neurodiverse employees, resulting in a 30% reduction in errors and a significant increase in job satisfaction among those team members.

The Future of Work: Inclusive and Adaptive

As we move towards a more inclusive and diverse workforce, understanding and accommodating different processing styles will become increasingly crucial. This strategy not only enhances productivity but also contributes to a more equitable and supportive work environment.

By recognizing the power of information processing preferences, employers can tap into the full potential of their teams, fostering a workplace where every individual can thrive. It's time for leaders to start the conversation: How can we better understand and accommodate the diverse processing styles within our organizations?

In conclusion, this simple yet often overlooked accommodation strategy holds the key to unlocking hidden productivity, enhancing employee well-being, and creating a more inclusive workplace. As we continue to evolve our understanding of human cognition and workplace dynamics, embracing diverse processing styles will undoubtedly play a crucial role in shaping the future of work.

What is ADHD Coaching

Tue, 16 Sep 2025 10:42:14 GMT

What ADHD Coaching Is, How It Works, and Whether It Might Help You

A real-life look at how ADHD coaching works, what to expect, and how we figure out what works for your brain.

What Is ADHD Coaching?

If you’ve ever asked yourself “what even is ADHD coaching?” , you’re not alone. It’s often what people put in google or ask ChatGPT.

And you might be surprised to learn that it often comes from people who have read a lot of books, articles and watched all the TikToks on ADHD.

They’ve tried a few tips.

Some helped. Some didn’t.

Either way, they’re left thinking:

“OK… but now what?”

ADHD coaching isn’t about fixing you.

It’s definitely not about willpower, shame, or someone telling you to “just try harder.”
And it’s definitely not about slotting you into a rigid productivity system that only works on paper.

Coaching, at least the kind I do, is about helping you understand how your brain already works:

What helps it focus
What shuts it down
What gets in the way when you're trying to make things happen
What gets in the way when you can’t stop doing something

It’s about mapping that territory together. Looking at how you process information, how you experience time, what your executive function is actually doing on an average Tuesday.

From there, we start to build more autonomy. Not by adding more pressure, but by finding ways to work with your brain rather than constantly fighting it.

Sometimes that looks like new systems or tools. Sometimes it’s about permission. Sometimes it’s about recognising that you’re not lazy, you’re overwhelmed, and then getting curious about what kind of structure would feel like a relief, not a burden.

In short:

ADHD coaching is a collaborative process that helps you better understand, support, and steer your brain, on your terms.

What Can ADHD Coaching Help With?

People don’t usually come to coaching because they’re not trying hard enough.

They come because they are trying—relentlessly—and it’s still not working.

ADHD coaching isn’t just about doing more.

It’s about understanding what’s getting in the way —and finally giving your brain the kind of support it actually responds to.

You might be someone who:

Is emotionally intelligent but internally overwhelmed
Thinks in layers, reflects deeply, but feels like your brain is constantly buffering
Has read the books, tried the tips, and still feels stuck
Knows you’re capable but can’t always access it consistently
Juggles leadership, care, or creative work—and sometimes drops all the balls

And still, you find yourself in moments like these:

You start the day with good intentions, then spiral between emails, WhatsApps, and half-finished tabs. You’re wired, behind, and not sure where the time went.
You say yes to something out of genuine excitement—then realise you’ve massively underestimated how long it’ll take. You feel resentful… and responsible.
You’ve tried the strategies—Pomodoro, time-blocking, habit stacking. They help for a bit, then fade. You end up back where you started.
On paper, you’re doing fine. But behind the scenes, it feels like everything takes twice the energy it should. You’re constantly wondering: Why is this still so hard?

These are the kinds of patterns we untangle in coaching.

Not just to “fix” them, but to understand what’s happening underneath, and what kind of scaffolding or strategy might actually help.

We look at:

What your brain does with time, urgency, interruption
Where your energy leaks, and how to plug them
Which strengths you already rely on—and how to build from them
What kind of systems will support you without overwhelming you

The goal isn’t a perfect routine.
It’s a life that feels more manageable.
Work that feels more navigable.
And a brain that feels more like something you know how to steer .

How Does ADHD Coaching Work with Me ?

My job isn’t to give you a new system to follow.

It’s to help you understand how your brain already tries to work—where it’s helping you, where it’s tripping you up, and what’s missing.

Depending on what we discover, coaching might look a little different for you than it does for someone else. That’s the point.

Some people need more structure. Others need more space.

Some work best when they speak things aloud. Others need to see it, move it, or physically reset.

Some can’t start. Some can’t stop.

My job is to notice your patterns, and figure out what actually helps.

For example:

One client came in overwhelmed by constant messages, Slack, WhatsApp, email, voice notes.
They’d tried every system: folders, filters, batching, AI sorting.

What helped wasn’t a new tech tool.

It was noticing the specific moment their brain tipped from focus into shutdown.

Once we mapped that, we could introduce:

A visible “pause” point mid-task, so they didn’t get sucked into five new threads
A verbal check-in cue to help their exit spirals
A simple post-work ritual to signal to their brain it could stop tracking

Another example:

Another client came in with what looked like classic avoidance.
They kept putting off important tasks, emails, invoices, even opportunities they wanted.

But when we slowed it down, we realised they weren’t avoiding out of laziness. They were avoiding because each task carried a micro-shame loop:
“I should have done this already. I’ve probably annoyed them. Now I need to explain myself. Ugh. I’ll deal with it later.”

What helped wasn’t a productivity tool.

It was:

Creating low-friction language they could use to re-enter conversations without apology
Naming the emotional charge before the task, so they weren’t blindsided by it
Building in a quick “reset” action they could do the moment they noticed a spiral

That shifted how they felt about the work. And that’s what unlocked their ability to do it.

That’s what coaching with me looks like:

Not one method or model, but a space where we observe, test and build together.

Until things stop feeling so impossible.

And start to feel a bit more like yours to shape.

How Much Does ADHD Coaching Cost?

That’s all great, but what about the logistics?
How does it actually work? What does it cost? How many sessions?

Here’s a rough outline of what to expect when working with me:

We start with a free 25-minute introductory call (sometimes called a discovery session). It’s a chance for us both to get a feel for whether this is the right fit. There’s no pressure, and no prep needed—just bring yourself.
If we go ahead, most people begin with weekly sessions to build momentum
Sessions last around 45–55 minutes, and are booked through a system that:
Lets you schedule and reschedule easily
Sends automatic reminders
Houses any relevant forms or resources
Keeps everything in one place, so you don’t have to chase emails or lose track

This isn’t admin for admin’s sake—it’s structure that supports the work and helps us stay focused

As things stabilise, we might shift to fortnightly sessions, depending on your pace
After a block of coaching, you might not need ongoing sessions, and that is ultimately the goal. But if something specific comes up down the line, you’re always welcome to book a one-off session to recalibrate, troubleshoot, or get back on track. It’s support on your terms, not an open-ended commitment.

What are you actually paying for?

When you work with any coach, you’re not just paying for their time.

You’re paying for the experience, clarity, and care they bring to that time—and how well they can help you create real, sustainable change.

In my case, that includes:

Specialist ADHD expertise
I’ve coached for over 3,000 hours specifically with ADHD clients. I’m a PCC-certified coach through the ICF, a mentor coach, and a training facilitator on an ICF-accredited ADHD coaching programme. This work is my focus, not a side note.
Real workplace fluency
I’ve spent over 20 years in corporate and board-level leadership across operations, HR, sales, and strategy. I understand the realities of leading teams, managing people, juggling priorities, and trying to show up consistently in a system that isn’t always built for your brain.
Inclusive, systems-aware thinking
As a certified DEI practitioner, my approach is grounded in inclusion and psychological safety. I don’t just coach individuals—I understand the systems they move through. That’s crucial for clients navigating masking, burnout, leadership visibility, or neurodivergence in high-pressure roles.
Lived experience and layered empathy
I have ADHD myself. I’m also a parent in a wildly neurodiverse family—including autism, dyslexia, and generalised anxiety disorder. That means I don’t just know the frameworks—I live the nuance. You won’t need to prove it’s hard. I already get it.

If you’re not sure whether this is the right fit, that’s what the first call is for. No pressure. Just space to talk it through—and I’ll always encourage you to speak to a few coaches before deciding. This work is personal. It should feel right.

At the end of the day, qualifications matter. A trained, certified coach is essential, anything less can be ineffective at best, and harmful at worst.

But once that baseline is met, fit becomes the most important factor.

You need to feel safe enough to drop the mask. To name the things you usually avoid. If you don’t feel like you can be fully honest with your coach, it’s going to limit the depth and impact of the work.

Most people don’t choose a coach just because of their credentials. They choose them because something clicks.

Maybe it’s their lived experience.
Maybe it’s how they speak about the work.
Maybe it’s just that quiet, solid feeling: “This person gets it.”

That kind of alignment makes coaching more precise, more efficient, and more likely to stick.

And yes, more experienced coaches often charge more, not just for their time, but for the depth, range, and tailoring they bring into each session.

If you’re not sure whether I’m the right fit, that’s exactly what the first call is for.
No pressure. Just space to talk it through.

And honestly, I’d always recommend speaking to a few coaches before deciding.

Most ADHDers think feelingly, it’s often not a checklist choice, it’s a felt sense of safety, resonance, and trust.

And here’s the thing: you’ll probably like most of the coaches you speak to. That’s why it’s helpful to meet more than one.

You’ll start to notice where you feel most relaxed, most understood, most able to be fully yourself.

That’s your compass. Follow it.

Should You Disclose ADHD at Work

Wed, 13 Aug 2025 13:06:52 GMT

H ow to decide, and what to consider first.

Disclosing ADHD at work is one of the biggest questions I see people grapple with. Not just in coaching sessions, but in late-night Google searches, forum posts, awkward WhatsApp chats with friends:

“Should I tell my manager? Will it backfire? Will they even understand?”

It’s easy to think disclosure is the golden ticket, that once you tell, your workplace will automatically adjust and support you. In reality, it’s more nuanced.

Why do you want to disclose?

Start with your why.

Are you hoping for specific adjustments?
Looking for understanding about time or communication needs?
Or is it more about feeling honest, dropping the mask you’ve been carrying?

There’s no wrong reason. But knowing yours helps guide how, when, and if.

It’s individual — and completely up to you

There really isn’t a single “right time.” Some people prefer to wait until after they’ve secured a role. That way, they know the decision was based purely on their skills and fit, ADHD wasn’t part of the hiring equation, consciously or not.

Others take the opposite approach. They’re absolutely done with environments that aren’t supportive, and disclosure becomes a filter tool. By talking about their needs early on, they get a sense of how an employer reacts, and that tells them a lot about whether it’s a place they even want to be.

Disclosure is a tool, not a cure

It can absolutely unlock support. It can also open you up to misunderstandings, assumptions or frankly, underwhelming responses.

I’ve worked with clients who felt huge relief after telling their manager, who then actively helped them thrive. I’ve also seen situations where people were met with blank stares or well-meaning but clumsy comments.

Disclosure is often most powerful paired with clarity. What adjustments would actually help you? Are there ways to trial changes first, even informally?

It’s not making a fuss

Asking for what you need to work well isn’t about being difficult or demanding, it’s about levelling the playing field so you can do your best work, just like anyone else. I would argue that smart employers are really interested in having this conversation as it’s where they get the best return on their investment in you.

I often use the example of how a new CEO might ask for two monitors, a specific desk setup or weekly check-ins. Nobody thinks they’re being fussy. They’re just being clear about what helps them succeed.

You don’t have to lay it all out

If you’re not ready to share specifics in an interview or early stage, another option is to flip the conversation. You can ask questions that give you valuable clues without revealing anything personal. For example:

How does the team support different working styles?
What does inclusion or neurodiversity look like day to day here?
How do you approach flexibility or adjustments if someone needs a slightly different way of working?

This way, you’re learning about their culture without feeling exposed. (And with Gen X making up most of the workforce in 2026, these conversations are becoming far more normal. Many organisations expect to discuss how people work best.)

How to talk about it (without it feeling awkward)

Sometimes it’s enough to focus on how you work best. That’s actually one of the best ways to make sure you’re taken seriously, it moves the conversation away from diagnoses and onto outcomes.

For example:

I work best when there’s a clear agenda before meetings so I can prepare my thoughts.
I thrive when projects have structured milestones and check-ins.
Written follow-ups after conversations really help me make sure nothing gets missed.
Captions on online meetings make it easier to track who’s speaking.

You can also frame it by linking ADHD back to how it makes you effective:

Having ADHD means I’m naturally creative and good at spotting connections others might miss. The flipside is I work best when there’s clarity around priorities and timelines.

This shifts ADHD from being a “problem” to being context for how you add value, along with how to support you to keep doing that.

If it doesn’t land well? It’s still not wasted.

One client recently wrote a beautiful letter to her manager explaining what she needed. It wasn’t met with curiosity or care. In fact, it was met with eye-rolls and frustration.

That stings. It dents your confidence, makes the idea of raising it anywhere else feel even more fraught. But that letter wasn’t wasted. It became the first draft of a personal workplace manual, something she can refine, keep private, or adapt to future roles.

Practical notes

If you do decide to disclose:

Keep it focused on what helps you do your best work.
You don’t have to share your entire health history.
You can start small, testing the waters with partial information or just a conversation about work style.

Sometimes a short letter or summary helps, especially in bigger organisations.

And if you don’t want to?

That’s valid too. You can still advocate for supportive ways of working without labelling them. Many workplace needs are universal: clearer deadlines, reduced last-minute changes, or better information flow. You’d be surprised how often “personal productivity tweaks” are really just good management.

Two free tools that can help

If you’re figuring this out, I have two free resources that might help:

�� The “How I work best” template: Helps you map out your strengths, challenges and the adjustments that make a difference. You can keep it for yourself, use it to build language, or share snippets in interviews or onboarding.

�� Thriving with ADHD at Work e-book: Dives deeper into how to figure out what you need, communicate it, and advocate for yourself in a way that’s grounded — not apologetic.

�� You can download both here: adeptina.com/copy-of-resources

�� Curious: Have you disclosed ADHD at work? What helped (or what do you wish had been different)?

n from a different source.

What are reasonable adjustments for ADHD at work?

tina.squire@adeptina.com (Tina Squire) — Tue, 15 Jul 2025 09:31:25 GMT

It’s probably one of the most common questions I hear, whether it’s from employees trying to figure out what to ask for, or managers nervously Googling how to “do the right thing.”

The honest answer?
There’s no universal list. No neat handbook that says, “if you have ADHD, you’ll need exactly these things.” Because the truth is, even the most enlightened employers aren’t experts in your brain. If you’ve met a hundred people with ADHD, you’ve met a hundred entirely different brains.

However it doesn’t have to be dramatic or expensive. In fact, the best adjustments are often small, human, and tailored to how your brain actually works.

That’s why the most important part of this conversation isn’t the list of possible adjustments. It’s understanding what actually works for you.

Asking yourself

What lights you up at work?
When do you feel most settled and focused?
What situations leave you scattered, drained, or second-guessing yourself?

In my coaching and the resources we’ve created at Adeptina, we always come back to this: adjustments start with self-awareness.

Whether it’s noticing you do your best thinking out loud, or that you crumble in noisy spaces, or that written follow-ups keep your working memory from short-circuiting, these are gold dust insights. They’re what allow you to move beyond generic “ADHD tips” and build support that fits you.

So if you’re asking, “What are reasonable adjustments for ADHD at work?”, here’s where I’d encourage you to begin: by getting curious about your own patterns, strengths, and needs. Because once you know that, it becomes so much easier to advocate for changes that truly make a difference.

How do you figure out what adjustments you actually need?

This is often where people get stuck. Even in workplaces that are supportive, many managers will still turn to you and say, “So, what do you need?”

It’s a great question, and a hard one. Because if you’ve spent years quietly masking or muddling through, it might not be obvious.

So here’s where to start

1. Look for patterns

Take a moment to reflect on your typical workday or week. You might ask yourself:

What are the moments that consistently trip me up or drain my energy?
When do I procrastinate or spin out, even if I care about the work?
When have I felt most calm, engaged, or even proud?

For example, maybe you notice that long meetings without an agenda make your mind ping off in twenty directions. Or that you always think of your best ideas after you’ve left the meeting room. That’s useful data. It might point to needing agendas in advance, or permission to share follow-up thoughts later.

2. Think about how you process best

In our guides, we often encourage people to notice: Are you someone who needs to see it, say it, or move around it?

If you’re a visual processor, maybe you need diagrams, mind maps, or a Kanban board to feel organised.
If you’re a verbal processor, regular check-ins where you can talk things through might make all the difference.
If you thrive on movement, perhaps a walk-and-talk meeting beats a formal sit-down every time.

Understanding your brain’s preferred way of taking in and working through information is like unlocking the instruction manual that was missing all along.

3. Dig into what’s helped (or hurt) before

Sometimes it’s easier to start by looking backwards.

When in the past have you felt most on top of things at work? What was in place then?
Was it a clear routine? Was it a manager who sent everything in writing?
Was it a role where you could work in intense sprints, then rest?

Equally, noticing what hasn’t worked can be just as clarifying. The goal isn’t to pick yourself apart — it’s to gather clues.

4. Keep it practical, not perfect

It can be tempting to look for some perfect solution. But most adjustments are simple. They’re tweaks that make it easier to show up as you, not constant workarounds to hide who you are.

That might mean:

Using noise-cancelling headphones in a busy office
Getting project instructions in writing, not just a quick chat
Having a short recovery window after intense meetings
Or scheduling your most complex work for the time of day when your brain is actually online

It sounds simple, but it’s powerful. Because reasonable adjustments aren’t magic. They’re often small, targeted tweaks that make your natural way of working easier.

A few examples to get you thinking

Sometimes we overcomplicate this. Reasonable adjustments can sound like a formal, intimidating thing. But in reality, they’re often small, thoughtful changes that make your brain’s job easier.

Here are a few examples I’ve seen make a genuine difference for people with ADHD at work:

Visual project trackers

If your brain can’t hold all the moving parts in working memory (honestly, whose can?), having a visual way to see tasks laid out, like a Kanban board, Trello, or even sticky notes on a wall can bring huge relief. It’s about externalising your thoughts so your brain doesn’t have to carry them all at once.

Flexible start times

Maybe you’re sharper mid-morning, or you crash by 3pm. Being able to start and finish slightly earlier or later can help you match your energy curve, instead of fighting it.

Regular “think out loud” sessions

If you process ideas by talking them through, it might help to have a standing 15-minute check-in with your manager or a trusted colleague. Just space to verbalise where you’re at can bring clarity and avoid weeks of circling confusion.

Written follow-ups

If you’re someone who leaves a meeting full of ideas, only to realise later that you can’t remember half of them, ask for a short summary afterwards. Even bullet points can take the pressure off your memory and give you a stable reference point.

Permission to step away

Open-plan offices can be a sensory gauntlet. Sometimes the adjustment is as simple as having the green light to move to a quieter space or pop on headphones without feeling like you’re being rude.

Combining sprints with recovery

If you tend to hyperfocus or work in intense bursts, you might also need a conscious buffer afterwards, time to decompress or switch to easier tasks. Building that into your routine can prevent the all-too-common energy hangover.

None of these is huge or particularly fancy. But they work because they’re specific to how your brain operates. They take what’s already true about you and make it easier, not harder, to do your job well.

A little note on figuring this out

I appreciate that spotting these patterns, and making sense of what they mean for you in real life it’s not always something you can do alone.

It’s one thing to know you’re tired after certain tasks or that meetings leave your head spinning. But it’s another to really see the thread running through it all. To notice that, oh, this is actually about how you process information, or what energises you, or where your brain’s bandwidth gets eaten up.

This is a huge part of what coaching is. There’s a skill (and a kind of deep listening) that we bring. Someone can be telling me a story about a random day at work, or how they handle Monday mornings, or why they hate Slack notifications and under all of that is so much data. About how they think, what their strengths are, where the friction is.

It’s often from these ordinary stories that we start to uncover the gold. And that’s what helps turn vague frustrations into actual adjustments you can ask for, that make a difference.

So if you’re still wondering “What are reasonable adjustments for ADHD at work?” it really comes down to this:

They’re whatever helps you do your best work, with less friction and more ease.
They’re whatever bridges the gap between how your brain naturally operates and the demands of your role.

And figuring them out, whether that’s on your own, with a trusted friend, or with a coach who knows how to listen between the lines, is one of the most worthwhile things you can do.

Whether it’s a small tweak to how meetings run, a bit more visual structure, or simply being able to work when your brain’s switched on, these are all valid. They’re reasonable. And you’re allowed to ask.

How to Find the Best Habit Tracker for You

Mon, 12 Aug 2024 11:56:57 GMT

In response to my post last week about habit trackers and what they are good for, I’ve received a lot of requests for what I would recommend. I am also often asked this by my coaching clients , and essentially it comes down to what you want to track and what your personal requirements and preferences are.

Identify Your Goals and Preferences

Knowing a bit about your goals and preferences will help you select a habit tracking system that aligns with your objectives. Use this article to consider what you need.

The first step to finding the right habit tracker is to understand what you want to accomplish. DO NOT go down that rabbit hole without setting some parameters for what you are looking for, especially if you are neurodivergent. There are many habit tracking service providers, and they are all good at selling the benefits of their product, so the most important thing is to know if you’re interested in the benefits they’re offering.

Consider the habits you want to monitor. These might include:

Positive habits: Water intake, journal writing, exercise
Habits to reduce: Alcohol consumption, excessive screen time

Habit tracking can be helpful if, for example, you suffer from time blindness. I am always surprised by how often my head says I haven’t done journaling ‘for ages’ for example and then I check my habit tracker and find out I only wrote something two days ago. Sometimes combating time blindness is about allowing your brain to acknowledge that you do things. Again super important if you are neurodivergent.

Other key questions you might want to ask yourself are:

Do you want to improve your fitness, enhance your productivity, or manage your time more effectively?
Is simplicity more important to you than gamification?
Are you a fan of good old fashioned paper and pen or do you have an iPhone or Android that you would like to use?
How important is it for your tracker to sync with your laptop or your tablet?

Below are some areas to consider when considering your own personal preferences. Some of them may not apply to you, but some might help you figure out what you want from a habit tracker so that you can get one that does the job. In addition to some suggestions, I’ve included some criteria I use myself.

1. Ease of Use

In my experience, a habit tracker should be intuitive and straightforward to use. Overly complex interfaces can be discouraging and often lead to inconsistent usage. If I can’t figure out how to use it effectively within a short period, it’s likely not the right fit for me. I’m not inclined to spend time reading manuals or watching lengthy tutorials just to learn how to use a habit tracker.

It’s worth considering the traditional pen and paper approach as well. If you prefer working with physical materials, this could be an excellent option for habit tracking. There are downloadable templates available, and for those who appreciate quality stationery, there are some lovely options to purchase. (I can practically see your neurodiverse brains lighting up at the thought of getting more stationary)

The visual appeal and user experience are important factors to consider. It’s not solely about functionality. Take note of what attracts you and trust your instincts when making your choice.

2. Customisation Options

Maybe customisation is important to you if so look for a habit tracker that offers this. Whether it’s adjusting the layout, adding custom fields, or changing colours, customisation can make the tracker more personal and engaging.

My customisation ‘must have’ is around notifications. I want some but not all and I need them at certain times therefore that is what I look for.

I also need my habit tracker to allow me to add some context. My ADHD brain easily forgets why it was a good idea to ‘move every day’ so I want the ability to add a description that also comes up on my overview page which is great.

3. Gamification

By definition, habit trackers are gamification, and they typically measure results and show how you are doing, but some apps take gamification a step further. While this isn’t a personal requirement for me, it is the driving force behind some of my clients sticking to their habits and their habit tracking system, so it should be appreciated.

If you like winning virtual currency, characters that progress or the ability to create your own rewards, then find an app that uses gamification.

If a system or app prioritises simplicity, it may be easier to use. A simple system reduces the cognitive effort required to use it, which sometimes makes it more accessible and less overwhelming. This might also make it easier to maintain consistency.

4. Simplicity

Having a simple and straightforward interface allows for less distractions, since there are fewer features and less visual clutter, which can help maintain focus on the main task of tracking the habit.

5. Integration with Other Tools

Consider a habit tracker that integrates seamlessly with other tools you use. This can streamline your workflow and ensure all your data is in one place. For instance you might want it to pick up your exercise data directly from your smartwatch.

In my experience, habit trackers with a long history, many downloads and may have paid features tend to be the best at integration. It makes sense because they can invest in integrations and add-ons, so if this is what you are looking for, then choose the more established habit trackers.

6. Work and sync across platforms and devices

One crucial feature I’ve come to value in a habit tracker is its ability to function seamlessly across all my devices – my laptop, phone, and tablet – with reliable syncing. I’ve discovered through experience that if a tracker doesn’t offer this functionality, I’m far less likely to use it consistently.

Having a habit tracker that’s accessible on various devices, ensures you can keep tabs on your habits wherever you are. Having cross-platform consistency does more than just offer convenience; it can significantly reduce the mental effort required when switching between different systems, which is particularly beneficial for those of us who find transitions challenging.

This also means you can access your tracker when you need it, accommodating different processing styles. Personally, I appreciate the flexibility to switch between typing, handwriting, and voice input across my various devices.

7. Reporting and Analytics

Most habit trackers offer some form of reporting as a key feature. These reports and analytics can provide valuable insights into your progress and help you spot patterns in your behaviour.

Typically, habit tracking apps use a binary system: you either maintain your streak or break it. Whilst this approach can be brilliant for establishing new habits, some might find it a bit too rigid. Personally, I prefer apps that offer a ‘skip’ option, allowing you to log the day without breaking your streak. This flexibility can be particularly helpful for those of us who need a bit more grace in our habit-forming journey.

One aspect I find lacking in all the habit trackers I’ve tried thus far is comprehensive graphs and statistics. There seems to be an obsession with tracking consecutive days, but what I’m really after is the ability to see my completion percentage over a given period. For instance, if I aim to complete a task 5 out of 7 days a week, I’d like to see a 100% completion rate when I hit that target, rather than being penalised for the two ‘off’ days.

If anyone knows of a habit tracker (particularly for Android) that offers this level of detailed analytics, I’d be keen to hear about it. Alternatively, if there are any app developers out there interested in creating a neurodiversity-friendly habit tracker with these features, I’d be delighted to discuss it further.

Habit Tracking Apps and Methods

I have included some suggestions of apps for some categories. These are just examples of apps that you might want to consider but it’s not me endorsing or even recommending that particular app. I believe that it’s all very personal and therefore there is no ‘one’ thing that is better than anything else. It’s simply what might suit you.

Free vs paid solutions:

There are free and paid apps available at varying price points. I’ve come to appreciate good apps, software, systems, etc. over the years and personally, I think paying for a good app is worth it if it works for you. However, I understand that we are not all in the same boat and this may not always be an option. My understanding of myself has made it easier for me to pay for things because I have the confidence and understanding to know how it is going to make a difference in my life, so I also hope that this article will be helpful to you in that same way.

In no particular order:

Tusk – (IOS & Android) this is what I use. The best thing about it is that it lets me skip tasks, create sprints (e.g. a habit with a start and end date), and add context to my tasks so I don’t forget why I wanted to accomplish them. I can use it across all my platforms as well.

HabitNow (Android) Good for data, it’s a mainstream app that’s been around for a long time.

Notion (IOS & Android) is not exclusively a habit tracker but you can set it up to work that way and you can customise it however you like. If customisation is your jam, you can do almost anything here.

Habitify (IOS & Android) This works across platforms and is rated for being simple and straightforward to use. I have used it and I liked that it connects with other apps but it is a paid app. integration

Fabulous (IOS & Android) This one is marketed as a ‘Daily Routine Planner’ and talks about catering specifically for neurodiversity and has many wellbeing features built in.

Loop (Android) Good overview of statistics and rated for simple and clear design

Habitica (IOS & Android) This is an app for those who value gamification. You create an avatar, receive gold and items that can be used in the game.

Habits garden (IOS & Android) A tracker that uses gamification to support building of habits. You grow gardens, have communal leaderboards with other users. another one for gamification

Way of Life (IOS & Android) – This app is rated for it’s analytics and reporting. It synchronises across devices and has a simple interface.

Streaks (IOS) syncs across devices, share tasks with family and friends for accountability. Automatically syncs to health app. Simple interface.

Habit Tracker (IOS) Simple layout and integration with apple health for some automated tracking. Add extra accountability by working with friends. Syncs across devices and allows customisation.

Productive (IOS) You can add notes to habits, create sprints (i.e. stop and starts) customise visually what it looks like and customise notifications. It also talks about ADHD assistance but I’m not sure what that looks like.

Daily Habits (IOS) This is one I would like to try but it’s only available on IOS and I’m android �� . You can organise your habits and you can also get others onboard to create accountability with family and friends.

Don’t underestimate the power of Trial and Error

If all of this criteria seems overwhelming and you’re thinking ‘I don’t know what I need or want’ sometimes, the best way to find the right habit tracker is through trial and error. Many habit trackers offer free trials or basic versions. Use these to test different features and see which one fits best with your routine and preferences.

Neurodiversity consideration:

Word of caution: I’m sure that all of this talk of habit trackers is quite exciting and often our brains like the idea of the habit tracker because of what it’s going to provide, change or shift for you. It’s often the idea that our brains light up about and spike our dopamine levels. So try and choose a tracker and a system that is essentially going to help you complete the habit or goal that you are ultimately looking for. You are likely to love your tracker in the beginning whatever you choose but the measure of whether it’s the right tracker for you is probably in the long game. However don’t just assume it’s the tracker that needs to change it might be that you just need to go back to using it.

I would also be careful with apps that rely heavily on success being measured by doing things consistently everyday and if you miss a day it sends you a negative message or you get a big red mark on your dashboard. We don’t need that in our lives and I’m telling you now that even with the best intentions you will miss a day or week for various reasons. Set yourself up for winning and choose a tracker that uses positive language. This also goes for when you are setting up your goals especially if you are tracking a ‘negative habit’ like not drinking alcohol have it say ‘Alcohol Free’ rather than ‘no alcohol’. Language is always important.

Conclusion

Finding the best habit tracker involves understanding your goals, ensuring ease of use, looking for customisation options, integrating with other tools, utilising visual cues, accessing detailed reports, and ensuring mobile accessibility. By considering these factors, you can choose a habit tracker that will help you stay on track and achieve your goals.

There will be lots of specific apps not mentioned so if you have tried something that you like please add it to the comments with a note saying why you like it to help others determine whether they might want to check it out.

Remember, the best habit tracker is the one that you will consistently use and that seamlessly fits into your lifestyle. Happy tracking!

ADHD Hack: The Surprising Secret to Boosting Your Self-Esteem

Thu, 04 Jul 2024 12:05:28 GMT

For individuals with ADHD, the seemingly simple act of receiving compliments can often feel like navigating a complex emotional maze. The ADHD brain, wired for constant stimulation and self-criticism, tends to dismiss positive feedback, especially regarding tasks or abilities that come naturally. Let’s explore the challenges of accepting compliments for those of us with ADHD and consider what practical strategies there are to overcome these hurdles, ultimately leading to improved self-esteem and social interactions.

The ADHD Compliment Conundrum:

People with ADHD frequently struggle with low self-esteem and negative self-perception. This can stem from years of struggling with executive function, time management, and societal expectations. As a result, when faced with praise, the ADHD brain may automatically discount or reject the compliment, often before the individual has even fully processed it.

Strategies for Success:

1. Embrace Verbal Processing:

One effective technique for managing the immediate dismissal of compliments is to verbalise your thoughts. By saying your reactions aloud, you create an opportunity to catch and challenge negative self-talk. This process allows you to consciously examine your thoughts and potentially reframe them in a more positive light.

2. Recognise and Celebrate ADHD Strengths:

Many individuals with ADHD possess unique talents and abilities that they may overlook because these skills come easily to them. It’s crucial to understand that what feels “effortless” to you might actually be a special talent. Take time to identify and appreciate your ADHD-related strengths, such as creativity, hyperfocus, or out-of-the-box thinking.

3. Practise Acceptance Through Simple Responses:

Even if you don’t fully believe or internalise a compliment, responding with a simple “thank you” can be a powerful first step. This practice acknowledges the other person’s kindness and helps rewire your brain to become more receptive to positive feedback over time.

4. Seek Clarification and Specifics:

If a compliment feels vague or difficult to process, it’s perfectly acceptable to ask for more details. Requesting specifics about what the person appreciated can help make the compliment feel more concrete and easier to accept.

5. Reframe Your Perspective on Compliments:

Remember that accepting a compliment isn’t solely about you – it’s also about allowing the other person to express their appreciation. By shifting your focus to the giver’s intention, you may find it easier to receive praise graciously.

6. Incorporate Positive Affirmations:

Regular use of positive affirmations can help build a more robust and positive self-image. Take time each day to remind yourself of your strengths, accomplishments, and unique qualities. This practice can make it easier to accept external compliments as they align with your internal dialogue.

Learning to accept compliments with ADHD is a skill that requires patience and practice. As you implement these strategies, be kind to yourself and acknowledge that change takes time. With consistent effort, you can develop a healthier relationship with praise, leading to improved self-esteem and more positive social interactions.

Remember, your ADHD brain may initially resist compliments, but with these tools and techniques, you can learn to embrace and benefit from the positive feedback you receive. Celebrate your progress, no matter how small, and continue to work towards a more confident and self-assured you.

You can download our free ebook “Thriving with ADHD at work” and there are also Access To Work resources available .

I have ADHD

Sat, 03 Feb 2024 12:12:05 GMT

I know I don’t fit the stereotypical image of someone with ADHD. I got good grades in school, and I have a successful career, but I suppose that’s what makes writing this feels important.

I got my diagnosis of ADHD, combined type, in Jan 2021. It was a rocky start to the year but overall, it was an overwhelmingly positive experience. Can you imagine what you’d think if an educated professional turned around and told you, “ This is why you are the way you are.” Wouldn’t you be grateful?

I was ready to give it a label, and it made me feel more ok about myself and allowed me to lose some of the shame I didn’t even know that I carried around.

I felt good about the label as to me, it explained so much. It is as if someone has found the manual that goes with my brain and reading and understanding about my own ADHD has really helped me understand myself better.

While I haven’t told many people, I have told a few, and the most common question I get is, “Do you wish you had known sooner?” When I look back all I can see and appreciate is how I navigated my way through school and work, how and why I made certain decisions at times in my life, and I do so without feeling regret or blaming my parents. If anything, it tells me that my abilities are limitless.

I also feel positive because, when I look forward, there’s no need to fix anything. I’ll just find what works for me, and that’s ok.

As far as my life has gone, I have done well, but I know I have been hard on myself at times, so if anything, this diagnosis has given me permission to be kinder to myself. Here is where having ADHD and getting a diagnosis differs from not knowing that you have it. I’m simply able to allow myself to be …. Happier .

I hope that this opens up more conversations about neurodiversity. I’m certainly open to questions and discussions. What are your thoughts?

How to apply to the Access to Work

Fri, 02 Feb 2024 12:15:14 GMT

Access To Work updated their online application in October 2023. This video pertains to the application process before this change. In this video, I created a step-by-step tutorial guide to help people with ADHD easily apply to the Access to Work grant scheme. This scheme allows individuals to access funding for things like ADHD coaching, assistive technology, and support workers.

Applying for this grant can be a daunting process, especially for those with ADHD. However, my tutorial simplifies the process and breaks it down into easy-to-follow steps. By the end of the video, viewers will have a clear understanding of how to apply for the grant and will be one step closer to accessing the support they need to thrive in the workplace.

Understanding Addiction and ADHD

Sat, 20 Jan 2024 12:18:24 GMT

The Link, Impact of Dopamine, and 4 Pillars for Recovery

Looking to understand addiction and ADHD? This video will explore the connection between ADHD and addiction, including how the symptoms of ADHD make individuals more susceptible to addictive behaviours. You’ll learn about the impact of dopamine on addiction and how medication can be used to help reduce the risk of addiction. We’ll also provide you with four pillars to help protect yourself from addiction, including education, prevention, awareness, and self-care. If you or a loved one is struggling with addiction, this video will provide valuable insights to help guide you on your journey towards recovery.

Featured photo by Sebastien Gabriel on Unsplash

How to thrive in the workplace with ADHD and advocate for yourself

Tue, 14 Nov 2023 12:20:41 GMT

In today’s fast-paced and demanding professional landscape, individuals with ADHD often face unique challenges. The workplace can be a battleground of distractions, deadlines, and constant pressure, making it difficult for those with ADHD to navigate and excel. As a certified ADHD and life coach, I understand that thriving in such an environment requires not only self-awareness and resilience but also effective advocacy for your unique needs. In this blog, we’ll explore strategies to help professionals with ADHD not only survive but thrive in their careers while confidently advocating for themselves.

1. Embrace Your Strengths

While ADHD can present challenges, it also brings a unique set of strengths. Individuals with ADHD often possess creativity, hyperfocus, and out-of-the-box thinking. However, it is important for your place of work to recognise that you are just that, an individual. Each person with ADHD is uniquely wired and with that, bring their own skill set. You need to embrace your unique set of skills and leverage them to your advantage in the workplace. Identify tasks that align with your strengths, allowing you to shine and make a meaningful impact.

2. Develop Self-Awareness

Understanding how ADHD manifests in your daily work life is crucial for success. Take the time to identify your triggers, distractions, and optimal working conditions. Are you more productive during specific times of the day? Do certain environments enhance your focus? Knowing what makes you happy alongside your strengths and challenges will empower you to create a work routine that maximises your productivity and minimises stress.

3. Implement Time Management Techniques

Time management is a common struggle for individuals with ADHD, but it can be conquered with the right strategies. Break down tasks into smaller, more manageable steps, and use tools such as calendars, planners, or task management apps to stay organised. Set realistic deadlines and prioritise tasks to avoid feeling overwhelmed. Regularly reviewing and adjusting your schedule can help you stay on track.

4. Create a Supportive Workspace

Designing a workspace that minimises distractions and maximises focus is essential. Consider factors such as lighting, noise levels, and organisation. Noise-cancelling headphones, task lighting, and decluttering your workspace can create a more conducive environment for concentration. Communicate with your colleagues about your needs and work together to create a supportive office culture.

5. Advocate for Accommodations

You may feel uncomfortable telling your employer about your ADHD but don’t hesitate to communicate your needs to your employer if they need to make accommodations for you so that you thrive in your workplace, enhancing performance. Whether it’s flexible work hours, remote work options, or specific tools and technologies, advocating for reasonable accommodations is a key aspect of self-advocacy.You might find that your company suggests working in a calmer, quiet environment, yet you struggle with the silence. Maybe you work better in groups where there is background noise. Make sure your employer knows what you need and how they can help you achieve that. Clearly articulate how these accommodations will benefit both you and the organisation.

6. Build Strong Relationships

Cultivating positive relationships with colleagues and supervisors is crucial for professional success. Communicate openly about your strengths and challenges, fostering an environment of understanding and support. Educate your team about ADHD, dispelling myths and promoting a culture of inclusivity. Strong relationships can lead to increased collaboration and a more harmonious work environment. The real job satisfaction comes from a feeling of being trusted at work. Your employer should recognise that you can achieve the business goals set, even if it means achieving them in a different way to other employees. The end result is exactly the same.

7. Leverage Technology

Take advantage of technology to streamline your work processes. Task management apps, reminders, and productivity tools can be invaluable for staying organised and on track. Set up alerts for deadlines, meetings, and important tasks to help you manage your time effectively. Experiment with different apps to find the ones that align with your preferred working style.

8. Invest in Professional Development

Continuous learning and skill development are essential for career growth. Identify areas where you can enhance your skills and knowledge, and pursue professional development opportunities. This proactive approach not only demonstrates your commitment to personal growth but also positions you as a valuable asset to your organisation.

9. Practice Mindfulness and Stress Management

The demands of the workplace can be stressful, especially for individuals with ADHD. Incorporate mindfulness and stress management techniques into your daily routine. Whether it’s meditation, deep breathing exercises, or regular breaks to clear your mind, these practices can help you maintain focus and resilience in the face of challenges.

10. Seek Mentorship

Connect with an ADHD coach like myself who understands the nuances of navigating the professional world with ADHD. Seek guidance from individuals who have successfully overcome similar challenges. Their insights and advice can be invaluable as you navigate your career path. Additionally, consider joining support groups or online communities where you can share experiences and learn from others with ADHD.

In conclusion, thriving in the workplace with ADHD is not only possible but can lead to remarkable success. By embracing your strengths, developing self-awareness, advocating for accommodations, and fostering positive relationships, you can create a work environment that supports your unique needs. Remember, you are not alone in this journey, and by advocating for yourself, you contribute to a workplace culture that values diversity and inclusivity. With the right strategies and mindset, you can not only overcome the challenges associated with ADHD but also excel in your professional endeavours.

Maybe you’ve just been diagnosed and are struggling to decipher all the information about ADHD, how it pertains to you and how you can confidently but also authentically build the work environment that is conducive for you. Book a call with me and we can chat through how you can embrace your neurodiversity and allow yourself to thrive.