Let’s stop calling ADHD a superpower
“ADHD is your superpower!” It’s a phrase that gets used a lot, and I can understand why: it’s intended to destigmatise neurodivergence and highlight the fact that people with ADHD have talents, skills, and unique ways of thinking that can be hugely beneficial, especially within a professional environment.
From my own experience, this isn’t entirely false. There’s a long list of benefits my ADHD brain brings: from my ability to hyperfocus and therefore undertake complex tasks with an advanced level of efficiency, enthusiasm and attention to detail; to the ease with which I can navigate emotional situations that require a high level of empathy and intuition.
But to cheerlead these benefits without recognising the impact they cause, and the cost/debt balance at play, is to risk simplifying the ADHD experience.
Speaking from my personal experience, being told the way my brain works is a “superpower” can feel somewhat reductive and, well? A little patronising. The reality of living and working with ADHD can leave me feeling overstimulated, disregulated, sensitive to rejection, and hampered by self-criticism and anxiety - to name just some of the ways neurodiversity manifests alongside all its benefits.
Does that sound like a superpower to you?
The mistake of simplifying the neurodivergent experience translates into the workspace when we assume that the commitment to creating a more inclusive, diverse, accommodating working environment requires us simply to recognise the skills our ADHD colleagues bring to the table. But what if recognition leads to taking advantage? Whilst we should absolutely be identifying and celebrating the benefits of neurodiverse ways of thinking, this is only the first step.
The sunflower is a symbol for neurodiversity, particularly hidden disabilities, because it's a discreet, universally recognised, and positive visual cue to indicate that someone may need extra support, understanding, or time, without requiring them to disclose specific details about their condition.
So, let’s translate this back to your business, your models and practices, the working culture your business has created for staff members: how are you making sure that your neurodivergent team members are not only accepted, but supported? How are you safeguarding against the higher than average risk of burnout and rejection sensitivity? How are you developing a cohesive, inclusive team in which everyone feels valued and understood?
Not sure you have the answer to these questions? Or are you unhappy with the answers you do have? I can help . . .
I am passionate about helping organisations understand ADHD and neurodivergence through a nuanced lens rather than a series of check boxes. I’m proud to have helped numerous clients develop a more inclusive and dynamic set of processes and structures that make a genuine impact. If you’d like to learn more about how best to support your ADHD colleagues, and how to ensure your processes and practices are set up to support each and every individual in your team, regardless of — or rather, because of — the way they think, you can book in for a free thirty-minute kick off conversation now.
Remember: difference is what makes a team thrive, and working cultures that recognise and celebrate diversity have proven to be more rewarding, dynamic and—ultimately—effective.
Speak soon!