ADHD at Work: Productivity, Focus, and Career Success Tips from Diann Wingert

In today’s workplace, conversations about diversity are finally beginning to include neurodivergence, particularly ADHD. But we’re still only scratching the surface. Too often, ADHD is either romanticized as a "superpower" or dismissed entirely with casual phrases like, “Aren’t we all a little ADHD?” The truth is more nuanced than either extreme acknowledges.

Recently, I sat down with business coach and former psychotherapist Diann Wingert, an expert in ADHD and neurodivergence in the workplace. She answers, “What is ADHD?” in a way that helps you understand the spectrum of the neurodevelopmental disorder and how it shows up at work.  If you’ve ever asked yourself “Do I have ADHD?” then read on for a raw and insightful conversation about what it really means to live and work with ADHD.

ADHD Isn’t a Superpower. It’s a Spectrum

Yes, people with ADHD often have tremendous creativity, innovation, and problem-solving skills. But calling ADHD a “superpower” can be invalidating for those who struggle daily with its less glamorous ADHD symptoms: impulsivity, time blindness, emotional sensitivity, and challenges with organization or task completion.

As Diann points out, the phrase “superpower” can feel like a slap in the face to those who are underemployed, misunderstood, or simply exhausted. It’s like they haven’t figured out how to do ADHD. “It implies you're doing ADHD wrong if you're not thriving with it,” she explained. That’s why the conversation needs to go deeper than labels and into lived experiences.

The Late-Diagnosed and Misunderstood

Both Diann and I are part of a growing demographic: women diagnosed with ADHD in their 40s or 50s. Often, these diagnoses come after decades of masking ADHD symptoms, overcompensating, and internalizing criticism. Many of us believed our behaviors, interrupting, talking fast, switching topics quickly, were just quirks. Or worse, character flaws.

The reality? ADHD presents differently in women and often goes unnoticed for years. As Diann put it, “We all have patterns. And ADHD is a neurodevelopmental disorder, not a moral failure.”

The High Cost of Being Misunderstood at Work

So how does ADHD show up in the workplace?

• Interrupting is seen as rude.

• Emotional reactions are mistaken for instability.

• Fidgeting or working under deadline pressure is seen as unprofessional.

• Asking for accommodations is misinterpreted as being difficult.

  
  

Too many managers respond to ADHD behaviors with judgment instead of curiosity. Diann shared stories of clients whose jobs were at risk due to these misunderstandings, even though their performance metrics were strong. “It’s not that they can’t do the work. It’s that they don’t do it the way others expect them to,” she said. And that can add to further mental health challenges and questions about workplace success. 

One of Diann’s clients, placed on a performance improvement plan, ultimately realized the real issue wasn’t ability, it was environment. With support, they returned to a previous workplace where they thrived because the culture accepted their needs.

Radical Self-Acceptance: A Game-Changer

So what’s the solution? For Diann, it starts with “radical self-acceptance.” This means understanding your ADHD deeply, without shame or excuses.

“It’s not about saying, ‘This is who I am, deal with it,’” she explained. “It’s about knowing your traits, creating systems that support you, and being open to learning without judgment.”

It also means interrupting defensive reactions, especially when receiving feedback. Writing notes, practicing mindfulness, and breathing techniques can help regulate your nervous system and improve how you're perceived.

What Leaders Need to Know

If you’re a leader, odds are you’re working with someone who has ADHD. You might have it yourself. Creating a culture of psychological safety—where people feel safe to ask for help or admit a mistake—isn’t just kind. It’s strategic.

“Some of the best employees I’ve ever worked with were neurodivergent,” Diann said. “They just needed acceptance. Once they felt safe, they lit up and contributed in ways no one else could.”

And if you're a leader who suspects you might have ADHD, your own rejection of those traits might be spilling over onto your team. Start with yourself. Get curious.

Curiosity > Judgment

The workplace is often low on curiosity. We react based on assumptions instead of asking questions like, “What was your intent?” or “Help me understand what you need.”

And for neurodivergent individuals, that lack of curiosity gets internalized, feeding rejection sensitivity and emotional reasoning that leads to burnout, disengagement, or resignation.

Let’s change that. Let’s build workplaces where questions come before conclusions.

The Real Gifts of ADHD

When supported, people with ADHD bring exceptional gifts to business:

• Unmatched curiosity

• Rapid ideation and innovation

• Resilience and risk-taking

• Problem-solving under pressure

• A belief that “everything is figureoutable”

If you want your organization to be truly innovative, you need these brains in the room—and you need to make space for them to thrive.

Final Thoughts

Whether you’re a leader, a colleague, or someone navigating your own ADHD journey, know this: you’re not alone. The workplace is evolving. When leaders create space for conversation about ADHD and other neurodivergence that can bring great value to an organization – that is how deeper understanding can make the workplace more inclusive for everyone.

Listen to the entire episode here for more deep insights!  And please leave a rating and review!