Increasing Awareness Helps Leaders with ADHD

One of the features of ADHD is that your mind frequently consumes more information than what your brain knows what to do with. Neurotypical individuals are better at filtering information, making it easier to focus on tasks and not get distracted by noise. Attention regulation is a strength because it comes with the ability to apply the appropriate amount of attention to a situation. Individuals with ADHD have a tendency to hyper-fixate or be inattentive, which can make their performance and productivity sporadic. Sporadic performance can create distinct challenges within a workplace because both the employee and those around them see the potential the employee has when they are at their best, but they are also aware that stress, anxiety, distractions, and low interest hamper individuals with ADHD from performing to their potential.

Everything starts with awareness.

Understanding how your brain works is essential for consistently performing at your best. Brains are like cars. They all have the same basic structure, but the amount of horsepower, maneuverability, responsiveness, and stopping ability differ. The ADHD brain is like a stick shift, while a neurotypical brain is more like an automatic. One is not inherently better than another; they are just different.

Driving a stick shift requires more focus, attention, and skill than driving an automatic. You have to pay more attention to the car. You have to feel how hard the engine is working and listen to the sounds the car is making. Being mindful of these details lets you respond accordingly and create a smooth, pleasurable driving experience. Making the most of an ADHD brain is similar, except instead of listening to the signals that the car is giving you, you have to listen to your body and the world around you.

Paying attention to signals instead of noise

Remembering critical information is essential to maximizing one's potential. It is easier to remember information when one perceives it as applicable to one's daily life. The challenge for individuals with ADHD is differentiating between essential details one should retain and noise one should ignore. Giving too much attention to things of little consequence can rob you of the time and energy you need to achieve your goals.

Have you ever been to a baseball game and heard the sound of a ball hitting against a bat? When you heard that noise, was it a signal you needed to pay attention to or just background noise that you ignored? Your answer depends on the context.  

• Why were you at the game?

• Where were you sitting?

• What was your reason for attending the game?

If you were sitting in a suite during a business outing and your primary purpose for being at the game was to get to know a potential customer better, you would register that sound as background noise. If it was early in the game and you had no threat of being hit by a ball, you likely were paying attention to your potential customer and not the details of the game.

You would have heard the sound differently if you had paid $200 to sit on the third baseline and watch your favorite team with a close friend who also loves baseball. The pop would have been a signal to look away from your phone and see what was happening. You would have wanted to see if the batter just hit a home run or if a foul ball was coming your way. Context significantly impacts what a signal is versus what a noise is.  

Individuals with ADHD tend to have a more challenging time differentiating between signals and noise. Regardless of the context, their brain are more likely to pay attention to both the signal and the noise. The drive to hear and pay attention to everything can distract you from the details of what is truly important. Being distracted by noise carries the risk of not identifying the importance of critical information.

The solution

It is critical to acknowledge that ADHD brains function differently. There is no cure for ADHD. Having ADHD is not your problem. Your problems likely are that you become easily distracted, focus on the wrong things, have challenges starting projects, and hyper-fixate too much. By getting specific about the challenges you have, it is easier to develop solutions. In addition, many of the best practices for managing ADHD are also helpful for neurotypical individuals.

• The first thing you should focus on is mental health hygiene. Mental health hygiene involves eating well, getting enough sleep, exercising, and finding outlets to express yourself creatively. Be intentional about taking care of your mind and body.

• Next, it is good to have clear goals. These goals must be visual. Get your aspirations out of your head, and on to a piece of paper. This can be done through vision boards, vision statements, journaling, and form is not as important as the process. By getting your goals on paper, you can reference them daily, and reflect on how your current actions an behaviors align with your goals. 

• Develop a system for tracking what you should be doing to achieve your goals. This system should include a calendar and things to-do list. Individuals with ADHD love novelty, so do not worry if you change your system periodically. Using paper or an app is not as important as the behavior of writing things down, leaving yourself reminders, and scheduling when you will do specific tasks.

• Finally and most importantly, define what you will not do. One of the most significant challenges of people with ADHD is overcommitting to task. Overcommitting happens for two reasons. One people with ADHD are generally not good at gauging how long things will take. Two, they find many things interesting and want to pursue various paths. To succeed, you have to fight the belief that more is always better. Committing to fewer things will give you the time and energy to achieve those truly essential things.

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Summary

Having ADHD is a blessing, and it is a curse. Many of the best small business owners and creatives I know have ADHD. Their dynamic minds are their superpower. They know when they have to self-regulate and be on. They also know when to relax and allow their minds to wander. Regardless of how your mind works, you must understand your strengths, weaknesses, opportunities, and threats to build a strategy to help you succeed. We live in an extraordinary time period with access to information and support. Dedicate time to reading about ADHD. Work with coaches and therapists who specialize in helping people with ADHD. You can achieve more of your goals if you seek knowledge and help and commit to getting a little better every day. 

Your Path to Business Success #14: Improving Performance by Creating Psychological Safety

Do you find yourself working harder to manage your employees than you feel you should? Low trust negatively impacts organizational performance in two ways. First, it creates a situation where your employees are scared to make mistakes. Secondly, it can produce situations where employees hide errors and information to protect their status. Both waste valuable time, money, and resources that should be put towards solving customer issues or improving business efficiency. One of the best ways to make work more manageable is to reduce the inefficiency that low trust creates in your organization.

Why Psychological Safety Matters.

I recently worked with a small business owner who grew frustrated with his team due to how they responded to his leadership. He felt their slow response to direction and lack of engagement negatively impacted sales. He sought coaching to understand better how his current behaviors were getting in the way of driving results. Through coaching, we discovered that low trust was the primary issue. The solution? Creating more psychological safety within his organization.

4 SIgns of Low Trust

Sign 1 of Low Trust: Unasked Questions

I helped the business owner see that some new employees felt uncomfortable coming to him for guidance. During meetings, he would set expectations for the week. He thought they understood his expectations, but there frequently were gaps between what he said and what they understood regarding key tasks. For him to improve team performance, the employees had to become comfortable asking clarifying questions and proactively asking for help when needed.

Sign 2 of Low Trust: Lack of Collaboration

Low trust between employees made the situation even worse. Competition for status, advancement opportunities, raises, and bonuses created an environment where employees did not share tips and best practices outside group meetings. This meant that most communication and talent development fell on the business owner, which slowed down employee development and created incremental stress for the business owner.  For employees to develop faster, he needed tenured employees to help newer employees learn new skills and how work is done within their organization.

Sign 3 of Low Trust: Lack of Feedback

Through coaching, he also identified that employees hesitated to point out business improvement opportunities. When he started hiring staff, he envisioned them helping him develop new ideas for growing the business, reducing costs, and improving efficiency. While all his employees had opinions about how things could be improved, it was rare for employees to suggest ways to improve. This stagnated organizational growth because the owner did not have time to ponder and evaluate potential changes. Instead, he spent too much time following up with employees who were not executing tasks to his expectations.

Sign 4 of Low Trust: Feelings of being Unvalued

Finally, we identified that some of the employees felt undervalued. They were unhappy about certain aspects of the job but did not feel comfortable voicing those concerns. The business owner only heard complaints when employees were under a lot of pressure and would overreact with emotional outbursts. This typically made the business owner furious at the employees because of their poor communication and failure to emotionally regulate themselves.  

How Did We Improve Trust?

We teach business owners the Power6 Leader framework's success equation: process multiplied by culture equals results to help them improve trust within their teams.

Processes help employees and bosses manage the complexities of work by reducing the number of decisions that must be made before action is taken. For example, if a status meeting is held every Monday, employees know that at least once a week, they will have an opportunity to discuss what is and is not working well within the business.

Organizational culture is essential because everything cannot be managed through processes. When novel situations occur, having norms, guiding principles, and values helps guide decision-making. For example, if a norm within your company is to challenge the status quo, then employees know that it is safe to question why a task is being done a certain way and suggest alternative ways of completing a task.  

Make Meeting More Meaningful

Few things are complained about more than meetings. They can take up a lot of time. They pull people away from doing other work, and most leaders never go through effective meeting training. Within the Power6 Leader coaching program, we challenge business owners to evaluate:

·       How frequently are meetings held?

·       How to generate more engagement?

·       How to gain feedback to keep them fresh and valuable?

There are four types of meetings we encourage all business owners to have.

1. One-on-One Meetings: designed to build relationships, provide opportunities for support, and ensure employees are getting the direct feedback they need to perform.

2. Group Meetings: designed to build relationships between team members, facilitate cross-pollination of ideas, and ensure that group members are focused on shared goals and understand interdependencies.

3. Business Reviews Meetings: These meetings are designed to ensure key stakeholders are aware of key performance indicators and variances to goals and to develop plans to close performance gaps.

4. Quarterly Strategy Reviews: designed to get key stakeholders to pause, consider current priorities, and evaluate whether they align with long-term organizational mission and vision.

We discussed these types of meetings, who should be invited, what the agenda should be, and how to ensure that they help to support trust. Every business is different, and you need to customize the approach that will work for you and your current stage of business growth.

Reinforce Organizational Cultural Expectations

After optimizing the meeting cadence, we focused on defining the norms, guiding principles, and values employees should use when making decisions. We discussed how each meeting should reinforce the organizational culture the business owner desired to build. Through consistent discussion of organizational culture, the seeds of values, norms, and guiding principles take root.

What was the outcome?

At first, the employees were skeptical. They thought the business owner was going through a phase and things would revert to normal. After 6 weeks of the business owner focusing on improving processes and organizational culture, the employees started to accept that this was the new way they would be doing business. They became more engaged and trusted the business owner and their peers more. The business owner noticed employees asking more questions, collaborating, and providing suggestions for improving the company; many communicated that they were starting to feel like valued team members.

What you should do next?

Consider the four signs of low trust. Identify if you see any of these signs within your organization. If they are present, develop a specific plan for addressing the issue. Start first by looking at your meetings. How can they be improved? Make minor tweaks and ask your team about the impact of your changes. Next, reflect on how you want your team to treat one another, customers, and other stakeholders. Make your expectations known, and consistently find ways to help your team understand how things are done here.

Thank you for reading the latest version of Your Path to Business Success. Over the last 14 weeks, we have shared tips and best practices that small business owners can use to make 2025 their best year yet. If you have any questions about this or any other business topic, email Executive Coach Dorian Cunion at dcunion@yourpathexecutivesolutions.com

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The Enneagram: Better Understand Your Drives, Fears, and Behavior Patterns.

At Your Path Coaching & Consulting, we empower individuals and organizations to reach their full potential. A key tool we utilize in our holistic approach to personal and professional development is the Enneagram. This powerful system provides profound insights into your core motivations, fears, and behavior patterns, offering a roadmap for transformative growth.

What is the Enneagram?

The Enneagram is a dynamic personality system that outlines nine distinct personality types. It delves beyond surface-level behaviors, revealing the underlying emotional drivers that shape our thoughts, actions, and interactions. This emotionally focused system helps us understand our deepest fears and desires, ultimately leading to greater self-awareness and improved relationships.

The Three Centers of Intelligence:

Understanding the Enneagram begins with recognizing the three Centers of Intelligence:

• Heart Center (Types Two, Three, and Four): These types are driven by emotions and connection. They prioritize relationships and seek validation and belonging.

• Head Center (Types Five, Six, and Seven): These types rely on intellect and analysis. They strive for knowledge, security, and mental stimulation.

• Body Center (Types Eight, Nine, and One): These types operate from instinct and gut feelings. They focus on autonomy, control, and integrity.

The Nine Enneagram Types:

Let's explore each type and its core motivations:

• Type One: The Perfectionist: Driven by a desire for integrity and correctness, Ones strive for excellence and adhere to high standards. They fear being flawed or corrupt.

• Type Two: The Giver: Motivated by a need to be loved and appreciated, Twos are compassionate and helpful. They fear being unlovable or unwanted.

• Type Three: The Achiever: Focused on success and recognition, Threes are driven and adaptable. They fear failure and being seen as worthless.

• Type Four: The Individualist: Seeking authenticity and uniqueness, Fours are creative and introspective. They fear being ordinary or insignificant.

• Type Five: The Investigator: Driven by a desire for knowledge and understanding, Fives are analytical and independent. They fear being overwhelmed or incompetent.

• Type Six: The Skeptic: Seeking security and certainty, Sixes are loyal and responsible. They fear being unprepared or unsupported.

• Type Seven: The Enthusiast: Driven by a desire for adventure and stimulation, Sevens are optimistic and versatile. They fear being trapped or in pain.

• Type Eight: The Challenger: Focused on control and power, Eights are assertive and protective. They fear being vulnerable or controlled.

• Type Nine: The Peacemaker: Seeking harmony and peace, Nines are easygoing and accepting. They fear conflict and separation.

How the Enneagram Enhances Professional Development:

At Your Path Coaching & Consulting, we integrate the Enneagram into our coaching programs to:

• Increase Self-Awareness: By understanding your Enneagram type, you gain valuable insights into your strengths, weaknesses, and blind spots.

• Improve Communication: The Enneagram helps you understand how different types communicate and interact, fostering more effective collaboration and conflict resolution.

• Enhance Leadership Skills: By recognizing your own leadership style and the styles of others, you can build stronger teams and create a more positive work environment.

• Navigate Career Transitions: The Enneagram can help you identify career paths that align with your core motivations and values.

• Develop Emotional Intelligence: By understanding your emotional triggers and patterns, you can cultivate greater emotional resilience and self-regulation.

• Team Building: Understanding your team members' enneagrams can help you build more effective and productive teams. This is a core part of our business consulting services.

• Executive Coaching: The enneagram is a powerful tool for helping executives understand their leadership style and how it affects their teams.

Enneagram in One-on-One Coaching and Group Workshops:

One-on-One Coaching:

• In individual sessions, we use the Enneagram to provide personalized insights and guidance. We help you identify your core motivations, understand your behavior patterns, and develop personal and professional growth strategies.

• We work with you to address specific challenges, such as communication difficulties, leadership development, or career transitions, using the Enneagram as a framework for understanding and addressing these issues.

• We assist with creating personal development plans tailored to each individual’s enneagram type.

Group Workshops:

• Our workshops provide a dynamic and interactive learning environment where participants can explore the Enneagram and its applications in a collaborative setting.

• We facilitate discussions and exercises that help participants understand the different Enneagram types and how they interact with each other.

• We focus on team dynamics, communication skills, and conflict resolution, using the Enneagram to enhance understanding and improve collaboration.

• Workshops help teams to understand each other, and create a more harmonious work environment.

Our Approach:

We believe in a personalized approach to coaching and consulting. Through in-depth assessments and one-on-one sessions or group workshops, we help you identify your Enneagram type and develop strategies for personal and professional growth. We empower you to leverage your strengths, overcome challenges, and achieve sustainable success.

Take the Next Step:

Ready to unlock your full potential? Schedule a free consultation or inquire about our group workshops with Your Path Coaching & Consulting today. Let us guide you on your journey to self-discovery and professional excellence.

Connect with Us:

• Website: www.yourpathexecutivesolutions.com

• Email: dcunion@yourpathexecutivesolutions.com

• Phone: 804-220-5771

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