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A few facts about ADHD, or Attention Deficit Hyperactivity Disorder:

• It is a neurobiological disorder- a scientifically proven difference in brain structure in the Prefrontal Cortex, the frontal lobe of the brain. 
• The Executive Functions- the management system of the brain that shape our perceptions, ideas, and responses- work differently for those who have ADHD.
• Affects 3-5% of the population- that's a lot of people, and of those, it is estimated that 75-90% of them who have ADHD are undiagnosed.
• Is a spectrum disorder, meaning symptoms vary from person to person and differ in severity. What one person struggles with may not be the challenges felt by someone else. However, all experience executive function issues. 
• It is a debilitating psychological disorder, however it is also one of the most manageable through several support systems, such as coaching and connection with others. 

For many, ADHD makes daily life difficult, however, when placed in the right environment of support and connection, many with ADHD are able to THRIVE. 

Community is one of the most important and impactful ways in which a person with ADHD can get support. It is one piece of scaffolding ADHDers can implement to build education, understanding, empathy and structure. As Dr. Edward Hallowell, ADHD expert puts it, "positive human relationships work" and can be one of the most powerful modalities to THRIVE. 

Living with ADHD is hard. Some days are better than others. Some struggles are bigger than others. Support matters. 

WHY SHOULD LEADERS CARE? 

• The CDC has deemed ADHD as a serious public concern due to it's chronic nature and increasing prevalence. Colleges and universities have experienced a 15-30% increase in accommodation requests over the last decade and these students are entering the workforce. Plus, more and more people are experiencing ADHD-like symptoms due to an over-stimulated, distracted society- "busy brain." Additionally, those with Long-Covid, anxiety, depression, thyroid issues, and other issues also experience executive function impairments. That is a lot to navigate. Leaders need new tools to identify, appreciate and propel team members forward by learning new mindsets, skillsets and toolsets. 
• It is not a matter of willpower, weak character, or moral failings, nor is it a result of bad parenting, poor diet, or too many video games. Telling a person with ADHD to try harder is like telling someone who is nearsighted to squint more. If you are experiencing a performance issue with an employee, ADHD may be a factor. 
• ADHDers do not conform to the regular mold. Leaders can learn effective strategies to uncover the natural traits of those with ADHD to amplify the unique strengths and abilities within the team. 
• ADHD is different for everyone; one person may experience impulsivity symptoms and organization struggles where someone else may have a hard time starting tasks or manage their frustration. By fostering psychological safety and implementing strategies that encourage creative thinking, leaders can design a workplace environment where diverse minds thrive.