Is there no place for ADHDers in IT?

Recently, a debate arose in one of the communities about whether a person with ADHD should (or rather, even could) go to work in IT. Those who were vehemently against it, insisted that programming, testing, analytics are definitely not for people with a diagnosed diagnosis, since they require concentration, focus, and attention to detail.

I would like to consider the arguments of the second side, which believes that in IT everyone has ADHD, it's just not diagnosed ADHD people have their advantages at work.

Let's start with what ADHD, ADD and neurotypicality are

ADHD (Attention Deficit Hyperactivity Disorder) — is a neuropsychiatric disorder characterized by three main symptoms: inattention, impulsivity, and hyperactivity. These symptoms can interfere with daily life, learning, and work.

ADD (Attention Deficit Disorder) — is a variant of ADHD in which the primary symptom is inattention, with little or no hyperactivity or impulsivity. People with ADHD may have difficulty concentrating and organizing tasks, but they are less active than those with ADHD.

Neurotypicality — is a term used to describe people whose brain development and cognitive functions are within the accepted norms, meaning they do not have features characteristic of neurodiversity, such as ADHD, autism, and others.

Let's look at how the brain of a person with ADHD, ADD and a neurotypical works using a browser as an example

Imagine a browser with a hundred open tabs. They all download something, flash notifications, automatically redirect the user to different pages and demand attention. This is ADHD, or attention deficit hyperactivity disorder. The brain constantly jumps from one thought to another, not having time to look at any one to the end.

Now imagine the same browser, but without the flashing ads and constant pop-ups – this is ADHD without H, or attention deficit syndrome without hyperactivity. Here you still have a lot of tabs, but at least there is no unnecessary noise. You still jump between tabs, but you do it slowly, without unnecessary fuss.

Basically, in the first case, you are on energy drinks, and in the second – on a relaxing herbal tea. Both options require attention management skills, but the first one with more energy and movement!

For a neurotypical person, imagine a browser with just a few tabs open, each one dedicated to a different task for the day. You can switch between them comfortably, close one when you’re done, open the next one, and not feel overwhelmed or distracted. This browser has a convenient bookmark system, everything is organized and easy to find—no surprises or spontaneous changes.

А теперь поднимите руку те, кто считает, что у него нет СДВГ, но вы немного узнали себя в первых двух картинках?

Now I will not talk about how ADHD is diagnosed, how it is treated, I want to discuss what to do with those who have it, and who at the same time want to be a programmer, tester, analyst? Do nothing! They (we) have been among you for a long time, sometimes you call us talented, sometimes stupid, but we are already here, and I suggest coexisting with tenderness and understanding.

ADHD and IT

People with ADHD often have difficulty with traditional learning methods and focusing on one task for long periods of time. But work is different – the IT sector is a lively, dynamic thing, the tasks are varied (remember your Kanban boredom or whatever – how often does the team's focus on tasks jump around like an ADHDer's attention?), so this sector can be an ideal environment for them. Our work often requires a quick change of focus and the ability to quickly switch between projects and tasks – qualities that many people with ADHD have.

Benefits of such employees for IT

  1. ADHD traits such as quick changes of focus and a tendency to think outside the box are important assets in IT, where conditions and project requirements can change suddenly.

  2. Energy and drive to constantly move can be channeled into completing tasks effectively in situations where others may feel tired or demotivated.

  3. Many people with ADHD are able to perform work in an intense mode, successfully completing tasks under critical deadlines (yes, then they will watch cat videos and will not be able to move, but by then they will already be heroes, and what will you do?).

  4. High levels of interest-based motivation – When a project or task is of interest, employees with ADHD can display a surprising degree of dedication and focus.

  5. Being accustomed to internal and external stimuli may make people with ADHD more resilient in stressful and rapidly changing environments.

  6. An employee with ADHD will most likely be the initiator of all innovations in the team, he will be the first to bring you a new technology, and he will be the first to have a fresh beta of any software, and most likely he will be the ambassador for improving all processes.

    Of course, the other side of the coin should be taken into account. People with ADHD may experience periods of decline and loss of motivation. Although even during such periods, such employees find something to do at work: they can switch to less complex but important tasks, do research work or help colleagues, they are even ready to clear up technical debt, that's how useful they are! But, of course, not everything is so smooth, and there are many downsides to working with such people.

Bad qualities of employees with ADHD:

  1. Difficulty focusing on monotonous or uninteresting tasks for long periods of time can reduce productivity.

  2. They may sometimes experience periods of decreased motivation, especially if the task seems monotonous or uninteresting.

  3. Difficulty staying organized and managing time can lead to projects being delayed or important details being missed.

  4. Sometimes impulsive decisions can lead to mistakes or misunderstandings in teamwork.

  5. Low self-esteem or sensitivity may make it difficult for them to handle criticism, making it difficult to provide feedback and make adjustments to their work.

What should a manager do with such an employee?

Most likely, you won't even know that a person has ADHD, for various reasons – either he himself doesn't suspect it, or is afraid to talk about it because of the stigma of neurodivergent people, or, on the contrary, is afraid to be in trend and seem like someone who attributes diagnoses to himself that he doesn't have. In any case, having a diagnosis is not your business, your business is to organize comfortable work for the whole team (although I suspect that if you got to this point in reading the article, you yourself have already diagnosed half the team and decided that they have this diagnosis).

So, what should you do as a team leader? Most likely, what you were already doing (further I will give advice from the article on how to work with people with ADHD, and you put a check mark next to each point that you are already doing).

  • Creating a structured environment. People with ADHD often cope better with tasks when they have a clear plan and structure. The team leader should provide clear instructions and preferably break large tasks into small steps, which helps the employee navigate the work and reduces stress (the magic word immediately comes to mind here – decomposition).

  • Flexibility in working methods. It is important to understand that a standard approach to work may not be suitable for a person with ADHD. For example, changing the work schedule, providing the opportunity to work in a quieter place, or offering short breaks during the day can significantly increase productivity and job satisfaction (Spain has come up with this issue best – siesta greatly improves productivity).

  • Using visual and practical tools. Various apps and tools such as calendars, task planners, and reminders can help improve organization and time management. Visual representation of processes and goals can also be helpful.

  • Constant feedback and supportRegular and constructive feedback helps employees with ADHD understand where to go and what aspects of their work require improvement. It is important to approach criticism tactfully and maintain an open dialogue.

  • Developing an individual approach to motivationUnderstanding what motivates an employee can greatly improve their engagement and productivity. For some, it may be the opportunity to work on a variety of tasks; for others, it may be a clear understanding of how their work contributes to the overall success of a project.

  • Team trainingIt is important that the entire team understands ADHD and knows how to interact appropriately with a colleague who has this syndrome. Informing and training the team helps reduce bias and create a supportive work environment.

Yes, many of these recommendations seem standard for any effective IT team. However, the key point is that when working with people with ADHD, these practices are not just desirable, but necessary to ensure stable and productive work.

A manager with ADHD – nonsense or the norm?

Leaders with ADHD often find themselves at the forefront of innovation (startups, new projects and products). They are capable of instant insights and effective innovative solutions.

However, in more traditional teams where consistency, attention to detail, and process stability are valued, management can become challenging. Managers with ADHD may have difficulty focusing on routine tasks for long periods of time or maintaining order in standard operations. In such cases, maintaining productivity and effectiveness may require a strong, supportive and self-sufficient team to pick up the slack and help maintain the manager’s focus on key aspects of the work.

Ultimately, the success of a leader with ADHD depends on the ability to surround himself or herself with the right people and create an environment where his or her strengths are maximized for the benefit of the company and weaknesses are minimized through support from colleagues.

Of the famous people who openly talk about their ADHD, perhaps the most prominent is Richard Branson — the founder of the Virgin Group corporation. He speaks openly about his ADHD and how it affects his business and personal life. Among testers, the name of Roman Savin (who wrote TestingDotCom) is also well known; he also writes about ADHD (you can read his book “ADHD Life or Notes from a Fidgety House”).

In addition, various indirect signs can suggest this diagnosis in various famous figures from the past. ADHD as a diagnosis was formalized only in the second half of the 20th century, so it is impossible to say with absolute certainty that historical figures such as Thomas Edison, Nikola Tesla and Michael Faraday had ADHD. But there are assumptions based on descriptions of their behavior, habits and personality traits, which are reinterpreted through the prism of a modern understanding of ADHD.

For example, Edison is often said to have had difficulty with a traditional education and to have been extremely inquisitive and energetic, which may be associated with ADHD symptoms. Tesla is also noted for his intense work ethic and working on multiple projects at once, which may be interpreted as hyperfocus, which is characteristic of ADHD.

Where to read about working with ADHD – from the employee's point of view and from the manager's point of view:

  • An article on ADHD Online discusses the real-life experiences and perspectives of colleagues with ADHD, highlighting the diversity of ADHD manifestations and the strengths people bring to the workplace, such as hyperfocus and responsibility (ADHD Online).

  • Disclo provides a comprehensive guide to managing employees with ADHD, emphasizing the importance of recognizing ADHD as a difference rather than a limitation, and offering strategies such as creating a supportive work environment and reasonable accommodation (Disclo platform).

  • Intellect.co encourages embracing neurodiversity and offers strategies for business and HR leaders to help employees with ADHD thrive at work. This includes identifying unconscious biases, implementing training programs, and investing in management coaching to better support neurodivergent employees (Intellect).

  • ADD.org offers ideas for managing employees by focusing on their strengths, allowing for flexible schedules due to varying energy levels throughout the day, and providing clear expectations to help them perform their tasks more effectively (ADD.org).

  • An article from Texthelp gives 12 practical tips for supporting colleagues with ADHD in the workplace, such as focusing on results rather than methods, providing autonomy, and implementing buddy systems to help initiate tasks and hold people accountable (Texthelp).

As a true ADHDer, I lost the main idea even while writing the article and went a little off track, but I don't want to correct anything, sorry. I want to believe that this text, which jumps from thought to thought, will be generally understandable – an ADHD employee is not only fun, but also useful, although it should be remembered that it would be good to balance him with a neurotypical partner.

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