Those with ADHD have trouble staying focused long enough to complete boring or repetitive tasks, or difficulty with getting started on tasks, managing time, and staying organized. Having a ‘gym buddy’ is known to encourage people to visit the gym and stick to an exercise routine, but can working alongside a ‘body double’ increase one’s productivity both at work and at home?
When someone with ADHD works on tasks or chores alongside another person, this is a practice called “body doubling”. The body double’s job is to help anchor the person with ADHD to the present moment, reducing the risk of distraction and holding them accountable to their task. Two or more people can also work on tasks together on video chat, known as virtual body doubling.
The person you choose to act as your body double should be committed to helping you complete your work, not distracting you with conversation or anything else. Choose someone who usually makes you feel comfortable and safe, and who can encourage you when necessary.
Although there isn’t much formal research to prove the effectiveness of body doubling, it can help ADHDers boost productivity, reduce distraction, increase focus, and improve motivation. More benefits can include:
Introducing body doubling can help ADHD employees feel like they are part of a team and that they have the support of their colleagues. It can help both neurodivergent and neurotypical employees stay focused, motivated and engaged. It can also be a great way to connect with colleagues and build relationships!
Here’s how to establish a body doubling program in the workplace:
1. Start by educating your team about body doubling. Explain what it is, how it works, and why it can be beneficial. You can do this via email, a team meeting, or even a blog post on your company website.
2. Create a dedicated body doubling area in your workplace, such as a quiet corner of the office, or an online space where employees can connect via Zoom, Teams or Google Meet.
3. Encourage your employees to pair up by creating a list of those who are interested in body doubling, or set up a system where employees can sign up for a partner. Not everyone will be comfortable with body doubling, make sure to let employees know that they don’t have to participate if they don’t want to.
4. Track the results of your body doubling program in order to see how it benefits your employees and workplace as a whole. You can do this by setting up an online survey or setting up an anonymous feedback box in an employee common area.
Takeaways
Body doubling can help foster a more positive and supportive work environment. When employees feel like they're part of a team and that they have the support of their colleagues, it can help them feel more motivated and engaged in their work -- leading to a more productive and enjoyable work experience for everyone.
If you're interested in working with CADDAC to educate your workplace about ADHD, fill out our presentation request form!
A suitable working environment can make a huge difference for someone with ADHD. When a person with ADHD leaves a job, they often mention a lack of support from their employer as the main reason why they decide to move on. Managing an employee with ADHD can be very rewarding, provided that time and effort is taken to understand how the disorder impacts the employee and their responsibilities at work.
Here are some of the most common FAQs about ADHD and the workplace.
Q: What is ADHD?
A: Attention-deficit hyperactivity disorder (ADHD) is the most common neurodevelopmental disorder in children and adults, affecting 3-5% of adults and 5-9% of children or 1.8 million Canadians (Riegler et al. 2017, statistics Canada, 2022).
While core ADHD symptoms include hyperactivity, impulsivity, and attention dysregulation; hyperactivity and impulsivity may be less externalized in those diagnosed with ADHD inattentive subtype. ADHD is also known to impair executive functions (EF). Executive functions refer to a range of higher-level skills critical for successful functioning in everyday life, such as planning, organizing, time management, working memory, processing speed, task initiation, emotional regulation, and self-awareness (Gair et al., 2020). Executive functions impact one’s ability to meet deadlines, plan and organize, problem solve, follow instructions, start, and complete a task, and manage emotional outbursts (Villines, 2021).
ADHD is a chronic condition; only 15% of children with ADHD show remission of symptomatic and functional impairment in adulthood (World Federation Guide, 2019). ADHD is highly heritable with rates between 70-90%, meaning if a parent has ADHD, it is highly likely their children will also have ADHD (Faraone and Larsson 2018).
ADHD impacts all areas of a person’s life. Untreated ADHD can lead to devastating consequences over the course of a person’s life. Children are at risk for accidental injuries, educational underachievement, and difficulties with socializing, while adolescents are at risk for early-onset substance use, delinquency, and teenage pregnancy (CADDAC, CADDRA, CanReach, 2022). Many adults fail to reach their full potential, with studies showing increased risk for substance use disorders, accidental injuries, unemployment, gambling, low quality of life, suicide, and premature death (CADDAC, CADDRA, CanReach, 2022).
Q: What are some of the most common ways ADHD appears in the workplace?
A: How ADHD impacts job performance depends on many factors – the type and severity of symptoms, the suitability of the job to the employee’s strengths, and how successfully the employee uses strategies to offset any of their weaknesses. Here are a few of the most common ways that ADHD shows up at work:
Read more at https://caddac.ca/wp-content/uploads/Workplace-accomodations-Chart-FINAL.pdf
Q: Should I disclose my ADHD diagnosis at my job?
A: This is a very personal decision and remains a controversial topic. Disclosing your ADHD to those who may not understand the condition could lead to your being viewed negatively, since stigma and misunderstandings about ADHD still exist. On the other hand, if your employer is open to discussing the implementation of accommodations, but requires a reason that they are required, disclosing your ADHD could be very beneficial.
Your employer will need to understand ADHD as a medical condition with symptoms that can impact job performance, both positively and negatively. Providing personal examples of how your ADHD impacts you would be beneficial.
An alternative approach to full immediate disclosure could be to initially meet with your supervisor to request certain adjustments in your work environment that you feel will make you more productive. Work your request from an angle of strength, using positive statements like “I work best in an environment with fewer distractions. More frequent check-ins would help me to stay on track and get those large reports to you on time.” Or try, “I am at my peak efficiency in the early morning when the office is quiet. I was wondering if we could schedule my tasks in order to take advantage of my peak productivity.” Don’t call these “accommodations” unless you have decided to formally disclose. Frame these difficulties in terms of solution-oriented goals.
If you do decide to disclose and receive immediate resistance, you may wish to gently point out to your employer that ADHD is considered a disability by Human Rights Commissions. Although at this point of the discussion, things should be kept as amiable as possible.
Q: I need more support at work. How should I request accommodations?
A: Some adults may feel very uncomfortable requesting any type of special consideration. They may feel that they will be viewed as incompetent or making excuses. They may worry that coworkers may resent them for receiving special treatment. But viewing accommodations as a means to your becoming more productive and ultimately a better employee would be a better way for both you and your employer to view these requests. Before requesting accommodations, take some time to think about:
Q: What are some reasonable accommodations I can request at my workplace?
A: Adults with ADHD will differ in the type and quantity of accommodations required. A process of trial and error may be required to discover the best possible options since ADHD symptoms are very individual. It is important to note that in some cases, just a few simple strategies and accommodations may significantly increase both job performance and job satisfaction. A few examples of reasonable workplace accommodations include:
Read more: https://caddac.ca/wp-content/uploads/Workplace-accomodations-Chart-FINAL.pdf
Q: I work from home, how can I stay focused?
A: While working from home, impairments that may have been under control in a structured workplace environment will likely resurface. Inattention, distractibility, hyper focusing and procrastination, difficulty with time-management and organization will probably become more of an issue. Once you understand what could be causing an issue, try putting some of these strategies in place:
Read more: https://caddac.ca/wp-content/uploads/Working-From-Home-with-ADHD-Tips-and-Strategies-2.pdf
If you're interested in working with CADDAC to educate your workplace about ADHD, fill out our presentation request form!
If you’re an adult with ADHD, your skills and weaknesses in the workplace may differ from those of your neurotypical colleagues. It might be harder for you to remain focused on an unstimulating task, stay organized or be able to meet deadlines – which will cause challenges at work. There are three types of ADHD, and knowing which type you have is a good starting point for deciding a career path:
Adults with ADHD change jobs more frequently and have higher rates of unemployment or part-time employment (Kuriyan et al, 2013). With this in mind, choosing a career path that would be a good fit for someone with ADHD could be a challenge. Here are a few things to consider when deciding on which career may best suit you.
What are your interests?
It’s well known that those with ADHD need to be engaged and interested in their field of work in order to maintain attention, be productive and feel fulfilled. Do you get a kick out of analyzing numbers and organizing data? Maybe you like working with your hands and being creative. There isn’t a “perfect job” for people with ADHD, but doing something you’re passionate about will encourage motivation, focus, and lead to higher job satisfaction.
What are your strengths?
The right job will turn your unique ADHD symptoms and traits into strengths and assets. Studies show that people with ADHD tend to be more curious, creative, imaginative, innovative, and inventive – both inside and outside of the workplace. Make a list of your strong suits and think of times when those strengths have led you toward success or recognition. Evaluate whether or not any symptoms like hyperfocus, high energy or impulsivity helped you get the job done. Input from others may be helpful when answering this question!
Is there a pattern to your energy level throughout the day?
Think about your day-to-day energy patterns. Do you notice that you’re more productive in the morning, or you feel more motivated later in the day? Are there specific tasks that make you feel invigorated or drained? All jobs can occasionally include boring or mundane tasks, but some careers might require more physical and mental energy than others, or require work hours outside of a standard 9-5.
Do you need structure, or freedom?
Shift work, flexible hours or a hybrid environment can be beneficial for one person with ADHD, whereas another might require structure and routine to quiet their busy mind. If you tend to get easily overwhelmed, you might do better in a quiet, low-stress workplace that follows a standard day-to-day routine. If you value your autonomy, consider careers that allow you to make your own schedule or work off-site. Knowing what kind of environment you work best in can narrow your search for the ideal career.
Takeaways
Once you have a better understanding of who you are as a person, it’ll be easier to start exploring different career options. It’s important to remember that ADHD is unique. One ADHDer may consider a more low-key office job mentally stimulating, and another might thrive in a fast-paced retail job. The key is to choose a field or specific position that capitalizes on your skills and the traits that make you an asset to any workplace.
If you're interested in working with CADDAC to educate your workplace about ADHD, check out our ADHD in the Workplace Workshop and fill out our presentation request form!
Many adults with ADHD can perform their jobs successfully, and find that their ADHD traits (ie: high energy, problem solving, creativity, being able to hyper-focus) are significant benefits in their chosen career. However, some adults with ADHD can struggle in the workplace and with maintaining steady employment. Adults with ADHD are 20% less likely to be employed and earn an average of 16% less than their counterparts (Biederman, et al., 2006). ADHD-ers often cite a lack of support as their reason for leaving a job.
With these statistics in mind, it’s more important than ever for HR professionals and their respective organizations to create a more inclusive environment for employees with ADHD, and offer the chance to maintain a steady, fulfilling career. Here are a few adjustments that not only level the playing field, but support ADHD employees in the workplace:
Open the door to neurodiverse candidates
A culture of acceptance from the get-go is essential for candidates with ADHD to feel comfortable disclosing their condition. Developing a neurodiversity policy will show that your organization welcomes neurodiverse employees to their team. When interviewing new candidates, keep job descriptions clear and limit jargon. Split the job requirements into sections like ‘necessary’ and ‘desirable’, and keep interview questions concise and to the point. Allowing the candidate to use cue cards or notes can be incredibly beneficial, too.
Offer workplace neurodiversity training
People with ADHD can be different to manage compared to neurotypical employees. Everyone who has ADHD has more difficulty regulating their attention and focus, which can cause problems in the workplace. Impairment in regulating attention is experienced as:
By having ADHD awareness training, employees – especially those in management roles – can learn how to unlock the limitless potential of a person with ADHD, and how they can best support them. An understanding of ADHD along with implementing ADHD-friendly workplace accommodations will make it easier to support employees with the disorder and help them succeed by playing to their strengths. If you're interested in working with CADDAC to educate your workplace about ADHD, fill out our presentation request form!
ADHD coaching for the workplace
Allowing the use of an ADHD coach can help an employee with ADHD develop strategies, systems and routines to better manage challenges they face at work. The individual with ADHD, their supervisor and the ADHD coach can collaborate to set goals and identify any accommodations, improvement opportunities and create a plan of action to lean into the employees strengths and improve upon any weak spots. Employees with ADHD who receive ADHD coaching at work will feel supported and valued.
Keep an open line of communication
Anxiety, intense emotions and Rejection Sensitive Dysphoria are very common for people with ADHD. Individuals can become activated by perceived or actual criticism, making mistakes, or impromptu meetings. Providing context for unscheduled meetings, making time for regular check-ins and offering positive feedback are a few ways to prevent any unnecessary anxiety and stress. Managers can provide instructions or feedback in writing to help prevent any issues or confusion that might occur with an employee that has ADHD.
Takeaways
Although there is no one-size-fits-all approach to managing employees with ADHD, there are many simple accommodations and strategies that can improve workplace accessibility and reduce ADHD stigma. People with ADHD tend to be creative, enthusiastic, innovative and passionate about tasks that interest them, and can prove to be an incredible asset to any workplace – all they need is to be given the chance to succeed.
If you're interested in working with CADDAC to educate your workplace about ADHD, fill out our presentation request form!
When it comes to nurturing a productive, motivated and happy workplace, a one-size-fits-all management style isn’t always the best route to take. For those with ADHD, a more thoughtful and customized approach might be required to help them thrive at your company. Here are a few ways you can accommodate your employee with ADHD and set them up for success.
Adjust the workplace environment
For those with ADHD, a suitable working environment can make a huge difference. An open-concept office space might work for a neurotypical employee, but someone with ADHD might require a quiet space with minimal distraction. Allowing the use of headphones, white or brown noise machines or sunglasses would also be helpful ways to help manage distractions. However, it’s important to note that what might help one person with ADHD won’t work for another. Just as each human being is unique, ADHD is unique in both symptoms and severity for each person.
Assign tasks based on their strengths
Acknowledging and supporting an employee with ADHD’s strengths will be very validating for them! Allowing them to focus on tasks that emphasize their strengths or interests will let them know they are considered a valuable contributor to your workplace, and have a positive effect on productivity and morale. Work with their symptoms, rather than against them.
Offer a flexible schedule
Time management and problems with sleep are common struggles for those with ADHD, so following a typical 9 to 5 schedule could be very difficult. Some employees might be more productive starting later in the afternoon and working late, whereas others might require frequent, structured breaks throughout the day. Offering flexible work hours to your employees with ADHD can help to regulate their energy levels, reduce the risk of work-related burnout and encourage productivity.
Put instructions and task details in writing
Those with ADHD struggle with executive dysfunction, meaning they can have a hard time with staying organized, time management, processing information, or remembering details of a project or conversation. Allowing them to take notes in meetings and providing thorough instructions in an email or to-do list will make sure important details won’t slip through the cracks. Be sure to include important due dates, timelines or step-by-step instructions for more laborious tasks.
Ask them directly!
Perhaps it goes without saying, but the best thing you can do is ask your employee with ADHD for their input before you make any changes to your workplace and management style. Spend some time getting to know them and take note of any behaviors or habits they struggle with in the workplace. Try not to minimize or brush off the symptoms the employee tells you – work together to brainstorm any possible solutions. After all, they know themselves better than anyone else and will know what accommodations would be most helpful!
Takeaways
As with all employees, over time you’ll begin to understand how each individual works and slowly identify their unique skills and talents. For an employee with ADHD, a bit more attention may be required to yield drastically better results. Taking the time to collaborate and find strategies that help them navigate any trouble spots they’re having in the workplace will make a lasting impact.
Click here for a list of ADHD Symptoms, Impairments and Accommodations in the Work Environment.
I recently presented at CADDAC’s online conference how ADHD was key to my success as an entrepreneur and how my undiagnosed ADHD sabotaged success. There were many unanswered questions, and I would like to answer one right now! The unanswered question was, "What is your coping mechanism for restlessness brackets (mind and body)?”
STILL DIFFICULT
It is still difficult for me, even though I am aware that it is physically and neurologically impossible to relax. In the past, my coping mechanism for restlessness was always constantly on the go, go, go, go, run, run, go, go.
SAMPLE DAY
For example, I wake up at 5 am, drive two hours to a construction site, then go to two, three or four other site meetings the same day. Then I would drive back to the office to catch up on emails, reports, update the team and review work. Then go home for dinner (late, of course), and put the kids to bed. After the kids are in bed, I would pull out the laptop and work late until bedtime. Then I would start a similar cycle again the next morning. That was 18 years. It was exhausting just to write about it.
WHY SUCH A TIGHT SCHEDULE?
By maintaining too tight of a schedule, everything became urgent! Rush to site, rush to each tightly scheduled meeting, get to the office late, and rush emails, reviews, etc. My brain was on fire, and I was pulling off magnificent feats of work completion. But this came at a cost.
COST OF SELF-IMPOSED URGENCY
I didn't allow enough travel time between meetings, and I had many close calls on the road and upset clients for being late many times. I spent too much time out of the office, and working on projects was delayed until the deadline was too close, and then I would burn the midnight candle at both ends to get it done. All things accumulated into constant fatigue and aggravated my emotional dysregulation, and it strained many relationships at work with staff, clients, and worse, with my wife and girls.
SEARCH FOR CALM
Now, I search for calm. I realized this one day on a personal retreat at the top of a mountain in Quebec early one fall morning. I wrote about it on my blog called “Searching For The Wrong Thing.” In short, I stopped trying to find ways to relax. I now find ways to be calm. Calm has helped me with coping with restlessness.
MY DAYS ARE SCHEDULED FOR CALM
My day is now structured to no longer be rushed, and I plan not to work at home in the evenings. Calm for me includes changing out of my work clothes into my "comfy clothes" as it helps me shed off work-related stress or anxiety. A mental shift to say I am at home and it is now safe. Calm includes sitting and catching up with my family at dinner. Calm includes reading after dinner.
MINDFULNESS MEDITATION
My most crucial calm technique has been mindfulness-guided meditation every night before bed. I am currently at 500 straight days as it calms my mind so I can fall asleep quicker. It was not easy sticking to the routine at first, but after many attempts, I got this streak. Mindfulness meditation has also helped me be more mindful during the day. The biggest win has been the reduction of my emotional dysregulation at work and home. My meditation "sessions" range from three to 20 minutes. It is now part of my bedtime routine.
HOW I COPE AT WORK
At the office, I do more creative work that uses up my restless mental energy. I move around more at the office and talk to the staff about their projects. I have become a mobile project problem solver, a perfect role for me. I have shed a great many tasks that I don't enjoy, and I no longer do. I purchased a stand-up desk that can go up and down when I want to.
YOU DON’T BELIEVE ME – TRY IT
It is still unbelievable how finding calm has been an excellent way to cope with my physical and mental (primarily mental) restlessness. Sounds counterintuitive? But to me, it is the truth! It took almost a year for me to SEE this realization after committing myself to work on finding calm. I had to accept the results will take time to surface and to be patient. Besides my marriage, this has been the most important commitment that I made for myself.
André Brisson has a personal blog at andreb.ca and a professional blog at tacticalbts.com.
Reading the title of this article, ADHD can be your super power immediately caused me a great deal of concern and I am sure angered many of the millions of Canadians impaired by ADHD. While this article is attempting to be uplifting, and the message that those with ADHD can find fulfilling careers is a good one, many adults with ADHD will find this article very disheartening and frustrating. It makes it seem that those with ADHD just need a diagnosis, some coaching and a good assistant to handle all the paperwork and they’ll be good to go. ADHD is on a spectrum from mild to severe and most often comes with coexisting mental health disorders. Finding a medical professional who is trained in ADHD and not charging a hefty fee over OHIP to assess for and diagnose ADHD is an extreme challenge. Proven treatments such as CBT therapy and coaching are not covered by provincial health care and are extremely expensive. The good news is that while research substantiates that ADHD can significantly impair learning these children can succeed in school when supported. But, how can we expect adults with ADHD to find fulfilling careers when many of our school boards and the Ontario Ministry of Education do not recognize ADHD as a disability allowing these students to access special education resources. So, let’s please also discuss the many barriers that still exist for those with ADHD.
This comment has also been sent to the Toronto Star.
While researching this topic I came across several articles listing a variety of Apps that can be useful for those with ADHD. Not surprisingly, many of these APPS are simple reminders, or assist with time management and organization. Some are designed for children, such as Epic Win which turns boring chores into a fun role playing adventure, or 123Token which rewards positive behaviours with a token system.
An APP named Rescue Time builds reports on how you spend your time. This allows you to track time spent procrastinating as compared to time spent on productive activities. Another APP, Freedom, allows you to set the time(s) that your internet is turned off, allowing you to restrict distractions at the end of day or for particular periods during the day. We all know that e-mails and social media etc. can be hugely distracting if not limited. Others are designed to help build healthy habits, manage your money and restrict impulsive spending.
A note of caution; be leery of Apps that claim to improve executive functioning and decrease ADHD symptoms. To date there are no peer reviewed, large scale studies that back up these claims.
Articles on Apps for those with ADHD
This brief article geared to employers and managers makes some interesting points on ADHD in the workplace that are just as useful for employees. The first being, an employee with ADHD can have considerable talents along with their ADHD which will make them a valuable asset to the company even if some accommodations are required. Secondly, awareness of an employee’s ADHD benefits everyone, the employee, the manager and the entire organization. Once awareness is there, strategies can be put in place to set the employee up for success rather than failure.
The author goes on to outline two important lessons an adult with ADHD shared with him. Kyle the adult with ADHD noted that although he knew distractability was an issue for him, not until he actually monitored his time did he realize how hugely it impacted his productivity. However, the biggest lesson he learned was from a past boss. This boss showed Kyle the benefits of having an accountability partner. Although he was initially resentful of what he misinterpreted as his boss's oppressive oversight the success it afforded him quickly turned him into a believer. Someone to check in with at regular intervals, daily if necessary, by e-mail or through face to face meetings, helped him prioritize and manage his time more effectively. Having someone to hold him accountable allowed him to accomplish more and turn in an improved product. His only regret was that he had not learned this lesson sooner.
Access the full article HERE
Don't forget to register for CADDAC's upcoming workshop on Adult ADHD, less than two weeks away!
Date: Saturday October 4th, 2014.
Location: Centennial College Culinary Arts Centre, 940 Progress Avenue, Toronto Ontario M1G 3T5.
Time: Registration and Breakfast from 8:00AM to 9:00AM. Presentations from 9:00AM to 3:30PM, followed by a Q & A Discussion session.
CADDAC is hosting a full day workshop on Understanding Adult ADHD. Presentations will be geared to adults and their families dealing with adult ADHD. This workshop will also be of interest to health professionals who wish to gain an understanding of adult ADHD and potential treatments.
The morning sessions will cover the medical science of adult ADHD, how it presents itself, how it differs from childhood ADHD, medication and psychosocial treatment options. These sessions will be followed by a unique presentation by adults with ADHD speaking about their own experiences and insights.
The afternoon will include a presentation on emotional dysregulation in adult ADHD and a presentation on ADHD in the workplace, discussing potential strategies and accommodations. An open question and answer and discussion period will follow where attendees can ask questions and share their insights.
For further details and to register please visit www.caddac.ca and select Events followed by Full Day Workshop on ADHD in Adults.
Featured presenters include:
Dr. Flood, is a graduate of McGill University and the University of Manitoba. She is a family physician with a focused practice in Child and Adolescent Psychiatry at the Shoniker Clinic. She has considerable experience working in the field of ADHD, Learning Disorders and Autism. She is a member of CADDRA and on the Advisory Board of CADDAC.
Dr. David Teplin, is an adult clinical psychologist in private practice in Richmond Hill, Ontario. His primary focus is diagnostic assessment, clinical consultation, adult ADHD, and substance use disorders. Dr. Teplin is adjunct faculty in the Doctor of Clinical Psychology program at Medaille College in Buffalo, New York, and is on the editorial review boards of several clinical journals. He is also on the Advisory Board of CADDAC.
Heidi Bernhardt RN, is the mother of three young men with ADHD. She has a background in psychiatric nursing, was the Executive Director of the (CADDRA), a national not-for-profit organization of the leading clinicians and researchers in ADHD in Canada, and a founder of CADDAC and the ADRN. Heidi is presently the President and Executive Director of the Centre for ADHD Awareness Canada (CADDAC).
