Has anyone ever mentioned their ADHD to a new supervisor or HR to explain behaviors? I am scared of being judged for it so I haven’t mentioned it. But maybe it’s worse not to? New to consulting.

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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.

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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).

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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.

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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

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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.

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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.

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