“They just don’t see it, why do we have to do everything the hard way and it takes so long to get anything done?” I had a client share this at the beginning of a meeting.
I knew exactly what they were talking about. For months they had been having these weekly meetings with the team managers, explaining what they were working on and where they needed the company to go. Then the team will drive everything forward in the same old way, in the same wrong direction.
That became our project for the coming weeks, pulling his ideas, concepts, and vision for the organization into words, pictures, and work flows. He stepped up to the next level of leadership in those weeks, the one where others can’t see the vision and trust the leadership so much that they move ahead anyway. More about this story later.
This story is almost standard for my different thinking clients. Let me see if this connects with you too.
Ever feel like your brain is a race track, ideas zipping by at a hundred miles an hour? Welcome to the world of the ADHD and/or autistic leader. Having ADHD is not a liability when understood and harnessed towards goals, it can be a superpower.
For years, I thought ADHD was something to hide. The labels – “distracted,” “unfocused,” “impatient” – they stung.
Most leaders struggled in traditional work environments, feeling like they were constantly falling short. But then they realizing something: “My brain isn’t broken, it’s just wired differently.”
It’s not how ADHD is commonly talked about when in the school setting so most people have some shame and guilt around being a different thinker.
ADHD comes with challenges, sure. Planning, organization, and staying on task are different than the neurotypical and that creates challenges in communication and outcomes.
But it also comes with incredible strengths like; hyperfocus– when passionate about something, diving in deep and achieving incredible things, creativity– constantly generating new ideas, connecting seemingly unrelated concepts, and solving large problems, and resilience– overcoming obstacles, which makes for far above average problem-solving and a risk-taking skills.
Leadership with ADHD isn’t about conforming to a neurotypical model. It’s about leveraging unique strengths.
I’ve learned to build systems that work for me, not against me. I embrace the energy and enthusiasm that comes with ADHD, and I use it to inspire my team. These are key concepts I teach all of the executives I work with.
Here are a few tips for leading with ADHD:
- Embrace your strengths: Identify what you’re good at and focus on those areas.
- Build support systems: Find tools and strategies that help you stay organized and manage your time. Don’t be afraid to ask for help.
- Communicate openly: Be honest with your team about your ADHD and how it might affect your work style. This fosters trust and understanding.
- Create a flexible environment: Encourage creativity and innovation. Allow for different working styles and approaches.
- Celebrate neurodiversity: Recognize that different brains bring different perspectives and strengths.
ADHD is not a barrier to success. It’s a different way of thinking, a different way of leading. It’s often a superpower for leaders and they don’t even realize it.
Before I forget, let me finish my story about my client and his team.
I would love to tell you that the team adjusted and things worked out great right away. It didn’t, the team had a really hard time letting go of the way they had always done things, the way the college system had developed them to think. They sabotaged the process for months, we slowly kept moving them forward an inch at a time, calmly, and with humor.
Then about nine months in, they landed right back where they started, and my client was able to show them that and then they were ready to try new things and let go of understanding it all. Within weeks things had advanced more in the direction they needed to go than they had in years. And through that process the leadership and the team learned and brought their communication to a new level, one that is highly productive, highly innovative, and supports continuous growth.
So, if you’re a leader with ADHD, or if you’re working with someone who is, remember this: Embrace the difference. Celebrate the unique talents that neurodiversity brings to the table. And together, we can achieve incredible things.
If you would like to transform your communication style as a leader and different thinker let’s talk about that and make it happen.
Thanks for your time and keep changing the world one different thought at a time.
JoyGenea Schumer
Video Transcription:
Leadership for a different thinker isn’t about conforming to a standard model—it’s about leveraging your unique strengths. I’ve learned to build systems that work for me. I help other people learn those systems and embrace that energy, power, and enthusiasm to heighten things and inspire their teams. It is incredible!
Here are a few tips for leading as a different thinker:
- Embrace your own strengths.
You need to understand your strengths and be able to utilize them. Identifying them is really important. - Build support systems.
You need to find tools and strategies that help you stay organized and manage time. Don’t be afraid to ask for help—that’s so important! - Communicate openly.
If you’re honest with your team about your strengths and weaknesses and how they might affect your work style, it fosters trust and understanding. This creates a much better work environment. I’m telling you, this is great! - Encourage creativity and innovation.
Allowing different work styles and approaches in the work environment fosters more open creativity. Recognizing that different brains bring different perspectives and strengths can lead to even better outcomes.
Can you tell I’m encouraging success? You know what? Being a different thinker is not a barrier to success—it’s just a different way of doing things, a different way of leading. It can be a superpower when it is used well and when it is understood.
So, if you’re a different-thinking leader, or if you’re working with a lot of staff who are different thinkers, just remember: embrace the difference and celebrate the unique talents that neurodiversity brings to the table. Together, we can achieve absolutely incredible things!
I’m JoyGenea, an international neurodiversity coach. Thanks for checking this out! I encourage you to read my articles, and if you want to learn how to be a better leader with your different thinking, I’m the person to call.
Bye now!