Understanding ADHD: Looking Past Stereotypes

The same qualities that make attention deficit hyperactivity disorder (ADHD) challenging—creative thinking, energy, and adaptability—are also the ones that can transform how teams collaborate or how problems are solved.

As someone who’s navigated the ups and downs of ADHD, I’ve learned that it’s not about fixing what makes us different. It’s about understanding it, leaning into it, and finding ways to thrive.

Last week, we covered the types of ADHD and the symptoms that accompany them. This week, we'll focus on avoiding stereotypes and turning ADHD into a positive. 

Dispelling assumptions and myths  

Stereotypes and misconceptions about ADHD have a way of shaping how others see us—and sometimes how we see ourselves. These assumptions often appear as quick judgments, but they can have lasting impacts on how people with ADHD are perceived in the workplace.   

Take, for example, some of the most common myths about ADHD. These assumptions don’t just misrepresent ADHD—they can limit opportunities and erode trust in the workplace. Here are a few to consider:  

"ADHD is just an excuse for laziness."  

This one couldn’t be further from the truth. ADHD affects executive functioning, which is like the brain’s command center for planning and prioritizing. What looks like procrastination is often overwhelm or difficulty figuring out where to start.  

"If you’re successful or organized, you can’t have ADHD."  

Many of us with ADHD develop systems to manage our symptoms. For example, I’m a huge fan of color-coded calendars and task timers. Success doesn’t mean we’re not struggling; it means we’ve learned how to work with our brains, not against them.  

"ADHD is only about being hyper or distracted."  

ADHD is so much more than that. It’s about time blindness, emotional regulation, impulsivity and even things like heightened sensitivity to sensory input. These less obvious symptoms can be just as impactful.  

These assumptions quietly creep into workplace interactions—like team meetings or performance reviews—making it harder for people with ADHD to feel understood or valued. Misjudgments about who’s "lazy" or who "doesn’t care" can lead to real consequences: missed opportunities, unnecessary friction, and a breakdown of trust between colleagues.   

For example, imagine a team member with ADHD missing a deadline. Instead of recognizing it might be a result of executive functioning challenges, they’re labeled as unreliable. Over time, these assumptions create tension, leading to feelings of exclusion or frustration.  

When trust breaks down, it’s not just individuals who are affected—it’s teams and entire workflows. Collaboration falters, innovation slows, and the culture shifts from one of inclusivity to one where people feel judged or overlooked.   

Building a foundation of understanding isn’t just the right thing to do—it’s essential for fostering an environment where everyone can contribute their best. Addressing these risks isn’t just about individual experiences; it’s about creating a workplace where trust and understanding fuel collective success.  

Call to understanding  

ADHD in the workplace is a mixed bag of challenges and superpowers. The key is understanding both so we can create spaces and places where everyone wins.  

Leaning into strengths:  

• Creativity: People with ADHD often excel at generating fresh, innovative ideas. We’re natural problem-solvers who thrive when given the chance to think outside the box. Creating open channels for brainstorming or inviting input during project planning can unlock this potential.  

• Hyperfocus: When something truly catches our interest, we can dive into it with unparalleled focus and precision. Aligning projects with areas of passion or creating systems that encourage deep work can make this strength a game-changer for both the individual and the team.  

• Adaptability: Fast-paced or constantly changing environments are where we shine. We’re quick thinkers who can pivot and adjust without missing a beat. By positioning us as champions of change management or dynamic problem-solving, organizations can tap into our ability to navigate uncertainty with ease.  

Supporting the challenges:   

• Repetitive tasks: Repetitive tasks can feel draining but breaking them into smaller chunks or pairing them with engaging activities can help maintain focus.  

• Time management: Deadlines sneak up on us, and managing priorities can be tough without the right tools.  Simple solutions like timers or customizable project management apps make it easier to stay on track and meet deadlines.  

• Emotional responses: Feedback or workplace stress can hit harder when you’re wired to feel things deeply. Encouraging open communication and creating spaces for feedback helps channel this energy productively.  

So, let’s reframe how we think about ADHD—not as a limitation, but as a unique way of approaching the world. When we design workplaces that celebrate diverse thinking, we create an environment where everyone—not just those with ADHD—has the opportunity to thrive.