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I brought it up to my supervisor in a previous job but made a point to not bring it up to HR or above direct supervisor. I got no help or sympathy.... ultimately it was the beginning of the end, and I got fired. I’ve also researched this topic extensively. There’s an article somewhere where 1,500 ADHD people were surveyed, it was about 52% that reported NEGATIVE outcomes from reporting, including demotion, job loss, and being mocked!! I wouldn’t report it. It’s highly misunderstood, especially in consulting world.
How have you dealt with ADHD behaviors then (speaking fast, interrupting, tangential thinking etc..) ? Seems like you have done well for yourself as a Director. Have you been in consulting for a long time? If so have your ADHD strengths benefitted you more over time? I imagine the more Senior you become, the more actual thought leadership matters, and you are not judged as frequently/harshly for a minutia, like overlooked formatting/spelling errors.
Not to explain bad behaviors, but to explain work style preferences (e.g. working in sprints depending on when medication takes effect, more project/task variety).
I bring it up casually to my EMs after some trust is gained during projects. I try to focus the conversation on work style preferences, but I do bring up ADHD as the reason. I think it helps to show that you’re actively managing it, instead of focusing on the negative effects of ADHD.
Along the way, I found out that quite a few of my coworkers have it as well ☺️ Takes away the stigma bit by bit.
I’ve found that the earlier you have the conversation the better. I have the benefit of being at a small firm where I know all the EMs before I actually work with them, which makes it easier. I always feel icky about mentioning it later because I feel like it sounds like an excuse rather than something to be aware of
I end up bringing it up with every EM I work with. Timing depends on how well I know them and how well they know my work product. It’s never been a big deal with anyone I’ve brought it up with, but especially if it’s someone new to me, I prefer to prove I can produce before bringing it up in conversation. If I’ve already proven myself, it’s less likely that they’ll take it as an excuse or see it as a blocker rather than an asset.
I do bring it up eventually though, because it allows me to give better context to my work style and preferences, what works and doesn’t work for me, and my strengths.
Thank you I appreciate all the insights! I am starting on a new project and think I will wait till I am on another project with the same manager again before bringing it up. I just worry about the first impression sometimes. I can produce but my tangential thinking can be a challenge to understand if you don’t know what I am capable of.