Category: ADHD

  • Some lesser known sides to ADHD

    Some lesser known sides to ADHD

    When most people think of ADHD, they picture the familiar traits of distractibility, impulsivity, and hyperactivity. But for many, these are just one part, albeit a considerable part of something more complex. For many people, there are additional struggles which can appear random or unconnected: unusual levels of muscle tension, restless legs, challenges around posture, battling sleep issues, irregular eating patterns or challenges with specific tastes or textures.

    Research suggests these issues can be connected to how the ADHD brain and body process the world. And this in turn creates an additional layer to how the ADHD person feels, moves, and experiences day-to-day life.

    Understanding this bigger picture can help to explain why people might find it so hard to:

    “Just relax”

    “Just go to bed earlier”

    “Sit up straight”

    “Stop being so picky”

    The research reveals these aren’t failures of willpower, nor wilful disobediences – rather the impact of neurological differences.

    Recognising this can help people make small but meaningful changes to support themselves. Simple adjustments like stretching regularly to ease muscle tension, keeping water close by to counter dehydration, or building routines around sleep and nutrition can all make a significant difference in the day-to-day life of the ADHD person.

    Making sense of lifelong patterns

    This is why identifying ADHD can be such a turning point for so many people. For adults who discover their diagnosis later in life, not only can it suddenly make sense of years of confusion or self-criticism, but it can also begin to link together all those experiences that once felt separate or inexplicable. It can reframe a lifetime of questions and self-blame.

    This clarity can be deeply healing. When people realise these patterns are not personal character failings but features of their neurotype, self-compassion grows. Knowing that they are part of how their brain and body communicate can transform how they speak to themselves. It opens up space to consider what they need, rather than what they think they “should” be able to do.

    From there, it becomes easier to seek support. Coaching, therapy, occupational support, or nutritional advice can all help, replacing years of self-criticism with something far more sustaining: acceptance, curiosity, and compassion.

  • The many faces of ADHD: Beyond the stereotype

    The many faces of ADHD: Beyond the stereotype

    When people think of ADHD, a specific picture often comes to mind: the fidgety schoolboy who can’t sit still, talks too much, never finishes his work, and is constantly in trouble for blurting out answers or ‘messing about’.

    However, this stereotype is just one face of ADHD, but because it has been the face, many other people who are ADHD have gone unidentified and missed out on much-needed support. Think of the quiet child staring out of the window often described as “off with the fairies”. Or the woman whose ADHD only comes into focus later in life, as hormonal changes during perimenopause amplify long-standing struggles with focus, organisation, and overwhelm. Struggle, which social conditioning made her mask and pushed through, never understanding why her exhaustion and periods of burnout kept returning.

    For these people, it is common to only recognise their ADHD after seeing someone else diagnosed. Looking back, they notice a lifetime of unfinished projects, restless energy, feeling different, and maybe frustration at not reaching their potential. They may never have been anything close to the ‘fidgety schoolboy’ described above.

    For many, this has led to a lifetime of judgment, microaggressions, and misunderstanding about their struggles. Over time, this also fosters a harsh inner critic, as the roots of their difference remain unclear even to them, resulting in low self-esteem and limited self-compassion.

    A more complex picture

    ADHD is actually a complex and varied condition. No two people have the same profile. For some, the restless energy is internalised, showing up as racing thoughts or mental overactivity rather than physically bouncing off the walls with what appears to be excess energy. Others present quietly, appearing dreamy, withdrawn, or a perfectionist as they overcompensate to hide their struggles. Emotional intensity, time blindness, and hypersensitivity to environments are just as real as fidgeting or impulsivity.

    In addition to this, woven alongside are remarkable strengths. Many people with ADHD experience hyperfocus – that deep absorption in something meaningful where hours disappear, distractions fall away, and the thing produced is fulfilling, sometimes extraordinary. ADHD minds are often wired for imaginative and creative thinking too – where others see a single path, someone with ADHD might see ten, making unexpected connections and opening up new possibilities for themselves and others. I’ve seen clients light up when they realise that the “tangents” they once apologised for are actually sources of innovation and creativity.

    There is also a particular resilience that comes from living in a world not built for you. ADHDers often grow resourceful, quick to adapt, and courageous in taking risks others avoid. The restless energy that is often seen as a problem can, in a different context, become fuel, passion, and momentum that propel the person and the projects they are involved in forward. Even the much-misunderstood ‘sensitivity’ has another side. It isn’t only about overwhelm; it can also mean picking up on subtleties others miss: the nuance in a conversation, the emotional undercurrents in a room, or the detail that makes a design work. Far from being “too much,” this perceptiveness is often a gift in relationships, creativity, and leadership. And perhaps most importantly, many people with ADHD bring vast amounts of empathy, humour, and warmth. Emotional intensity doesn’t only mean frustration; it can also mean joy, compassion, and connection.

    The danger of stereotypes

    Clinging to stereotypes is not just inaccurate; it can actively harm people. I recently came across a mentor matching service that decided never to pair two ADHD people together. They presented this as a selling point, but what I heard was a black-and-white view of neurodiversity.

    Her assumption that two people with ADHD won’t be able to help one another was deeply flawed. Putting personality differences aside (which, of course, are a factor in any pairing, ADHD or not), bringing together ADHD people is often highly informative. They empathise more easily with parallel lived experiences, even if their challenges are different. They will undoubtedly have lots of strategies and ideas to share. And their support of each other is, in fact, likely to be especially powerful simply because they are both ADHD.

    This assumption that the ADHD person is ‘broken’ in some way runs deep within society’s thinking and the systems built around it. Too often, ADHD is viewed through the lens of its challenges, and the temptation is to focus on “fixing” or “overcoming” neurodivergence rather than honouring it. Yet, as explored above, ADHD also brings great strengths.

    Journeying through diagnosis

    Identifying one’s ADHD is important as it is through this that people can begin to live life in a way which is healthy for them. They can access support, but also, as crucially, they can embrace their amazing skills and strengths, rebalancing their lived experience with self-compassion, kindness and positivity.

    Everyone’s life and diagnostic journey is different, but there are a few common themes. The sad truth is that in the absence of behaviours associated with the ADHD stereotype, many only start looking for a diagnosis when things seem to be ‘going wrong’, when they are struggling more than their peers, managers have suggested there are problems with their performance, or when their mental health is suffering. Hyper-aware of the things they struggle with, their incredible strengths and skills can easily be ignored or simply dismissed as their ‘normal’- so often unaware of them are they, they only focus on the significant impact of their challenges. And society, while perhaps noticing the odd standout moment of brilliance, follows the person around with ‘why can’t you just…’ statements, undermining the brief moments they shine.

    Identifying ADHD can be a game-changer. The identity transition can feel overwhelming, but ultimately can lead to affirming self-acceptance, growth and flourishing as the person understands they are not broken, just different.

    Why this year’s theme really resonates for me

    The Many Faces of ADHD invites us to recognise that ADHD is not a single story but a spectrum of lived experiences. The reality is that ADHD can look like disorganisation and missed appointments, but it can also look like creativity, compassion, and laser focus. Context is everything: what can feel like chaos in one situation can be brilliance in another. By broadening our understanding beyond stereotypes, we challenge stigma and open the door for diagnosis, allowing people to see themselves reflected in the conversation.

    A different perspective

    Like many in the neurodivergent community, I don’t see neurodivergence as something to be managed away. I see it as part of the richness of human diversity. And, because I am neurodivergent myself, I know from lived experience how much difference it makes to be welcomed in spaces where my brain is respected for what it is.

    When people share insights and experiences, swap strategies, or sit with the relief of not being alone, it creates a powerful foundation for a change in mindset.

    As a coach, I see daily how important it is to move beyond the single story of ADHD. When we make space for all its faces, the values, strengths and strategies, as well as the challenges, we create room for people to embrace their identity with greater compassion and find ways of working with, rather than against, their unique brain.

    Embrace every face

    If you’ve ever wondered whether the many faces of ADHD might include your own, or you’re ready to explore what life could look like when you stop fighting against your brain, I’d love to talk.

  • Why different brains make better business

    Why different brains make better business

    Have you ever felt your workplace doesn’t quite fit the way you think, process and move through the world? From the recruitment process to team dynamics, many workplace ‘rules’ have evolved from stereotypical ideas of how people think and work. Different ways of thinking bring fresh perspectives and powerful strengths – and unlocking them can be a real game-changer for you and the place you work. Sometimes organisations just need a gentle nudge to recognise what is already there.

    What’s the issue?

    Being neurodivergent often means navigating systems and environments that can be overwhelming, unsupportive or just plain confusing. This can cause stress your neurotypical colleagues may not experience, certainly not in the same way or to the same degree.

    Traditional business practices and environments are shaped by assumptions of how people should think, communicate and behave. From the job application and interviews, to onboarding, everything is shaped by these norms. Physical workplaces, too, are rarely designed with wellbeing in mind, particularly for people with sensory processing differences.

    Once in role, recognition and reward frequently focus on generic behaviours : teamwork, multitasking, rapid task-switching, or particular communication styles. For neurodivergent professionals, some of these expectations may feel restrictive, or overwhelming, impacting performance, limiting progression or reducing confidence. Over time, resignation or burnout are strong possibilities.

    The strengths of people who think differently

    Despite what you may have been led to feel, you will undoubtably bring additional skills and different perspectives. When these are recognised and valued, this can be highly rewarding for yo, and can also offer your employer a genuine competitive edge. Let’s look at some of these strengths:

    • Exceptional attention to detail, accuracy, and quality control: for those who enjoy fine-tuning, the process itself can be intensely satisfying, and the outcome…polished, reliable products and services that strengthen the organisation’s reputation
    • Pattern recognition and data spotting: noticing anomalies, trends, and connections that others may miss. This can be deeply rewarding for the individual, but also helps organisations avoid costly mistakes, discover fresh opportunities, and explore new ways of working
    • Creativity and divergent thinking: new ideas don’t always have to be groundbreaking – they might be a simple tweak that improves team processes, an inventive solution to a long-standing problem, or a way to fix those everyday irritations no one has got round to yet
    • Hyperfocus and sustained concentration: when fully engaged, some people experience bursts of intense productivity. Beyond personal satisfaction, this level of focus can lead to new insights and breakthroughs that would not surface without deep, sustained thinking
    • Visual thinking and strong perceptual skills: seeing problems through a visual lens can bring fresh perspectives and creative solutions. It can also make information easier to understand, improving accessibility for wider audiences
    • Big-picture, systems and strategic thinking: by connecting ideas across different areas, new approaches to time, effort, and solutions can emerge. This way of thinking also helps teams stay focused on long-term goals, even when day-to-day demands are distracting
    • Strong memory for facts, routines, or specialised interests: reliable recall can be a huge asset in the workplace, providing accurate information quickly, giving teams a stable foundation to build on. For the individual, engaging with areas of interest can also be calming and regulating
    • Persistence and task follow-through: some neurodivergent people excel at seeing tasks through to completion. These practices are often undervalued, yet are essential for ensuring projects reach completion
    • Curiosity and rapid idea generation: the flow of ideas, which can come from natural curiosity, can bring energy to teams and projects. This enthusiasm helps generate momentum, creates new opportunities, and inspires others to get involved
    • Directness and clarity in communication: what may sometimes be labelled as “bluntness” is often a strength – cutting through unnecessary noise and enabling faster, more honest conversations. This clarity supports better collaboration, transparent decisions, and steady progress
    • Empathy and alternative people skills: the idea that neurodivergent people lack empathy is a myth. Many are highly sensitive to the emotions and dynamics around them, just as others are to sensory stimuli. This heightened awareness can help teams spot problems early, nurture opportunities, and strengthen cohesion

    This list is far from exhaustive. Do not expect to identify with every single one of these – and your neurotypical peers won’t either. But one or two may resonate, and those are the skills that set you apart. They are your USP.

    Why organisations benefit from your coaching time

    Organisations thrive when their people do. Boosting your confidence, supporting your strengths, and fostering an inclusive culture is good for you and will have a knock on effect on those around you. Effective teams increase the organisation’s competitive edge.

    Neuroinclusive coaching provides one way to achieve this. Working with a coach – particularly one with lived experience of neurodivergence in the workplace – offers a confidential, supportive space to explore your unique ways of thinking and being. Together, you can develop practical strategies, identify helpful adjustments, and increase both your job satisfaction and the value you bring to your organisation.

    Many employers have Learning & Development (L&D) budgets that can cover coaching. Smaller businesses may suggest applying for Access to Work funding, which can provide coaching as well as resources and software. However it is funded, coaching is an investment in you.

    Thriving people, thriving organisations

    When you feel genuinely welcomed, supported, and valued, you move beyond simply coping and begin to thrive, building the confidence and strategies to tackle what matters most in your workplace. Coaching helps create these conditions, enabling you to recognise your unique strengths and turn them into a personal USP. As you flourish, your organisation also benefits, gaining from the creativity, resilience, and fresh perspectives you bring to.

    If you’d like to explore how neuroinclusive coaching can support you at work, I’d love to talk.