Yumna Zubi is a Clinical Psychologist and CEO of The Couch, a leading multidisciplinary practice in Johannesburg, South Africa. She specializes in advancing mental health care through innovative leadership and collaborative evidence-based treatments.
Picture a workforce enriched by individuals with exceptional creative thinking, laser-sharp focus, and an uncanny ability to spot patterns others might miss. This isn't science fiction; it's the transformative potential of embracing neurodiversity in the workplace. Neurodiversity encompasses the natural spectrum of cognitive differences, including ADHD, autism, dyslexia, and other neurological variations that add invaluable texture to the human experience. Among neurodivergent individuals, high performers—especially those with ADHD—bring a wealth of strengths to the table, often driving innovation and problem-solving to new heights.
However, there's a crucial caveat. While companies increasingly recognise the competitive edge these high performers offer, this recognition must be coupled with genuine support and understanding. Without it, there's a risk of inadvertently exploiting these very strengths, leading to burnout and ultimately hindering both the individual and the company's success. The following explores this delicate balance, offering insights into the experience of high-performing neurodivergent individuals, particularly those with ADHD, and outlining how to cultivate a workplace where everyone can thrive.
The neurodivergent experience: A high-performance race car
Imagine your brain is a high-performance race car, equipped with advanced features like creative thinking, hyperfocus, and exceptional pattern recognition. It's fast, ultra-sensitive, and picks up every tiny vibration on the track. This analogy captures the daily experience of many high-performing neurodivergent individuals, especially those with ADHD, who often excel in problem-solving and empathy due to their heightened sensitivity. However, this sensitivity can also lead to quicker energy depletion.
Dopamine: The nitro boost
Dopamine, the "feel-good" chemical, acts like a nitro boost for these individuals, fueling their drive and focus. When they're tackling challenges or helping others, their dopamine surges, and their unique problem-solving skills kick in. They approach challenges from unconventional angles, often leading to novel and effective solutions. This capacity for hyperfocus and creative thinking is a significant asset in the workplace, driving innovation and productivity. However, this can create a relentless cycle of overexertion as they push themselves even when their energy reserves are low.
The childhood pit stop: Learned behaviours
From an early age, many high-performing neurodivergent individuals learn that being hyper-aware of others' needs helps them feel safe and valued. According to Gabor Maté, childhood trauma is the result of "experiences that disconnect us from our authentic selves." These traumas can shape the way neurodivergent individuals interact with the world, often leading them to prioritise others' needs above their own. Maté explains, "When we are not valued for ourselves, we find our worth in meeting the needs of others." In the workplace, this often translates to being the ultimate team players. Their exceptional empathy and compassion make them invaluable team members, always ready to jump in and help. However, constantly prioritising others can take a toll on their well-being.
Why it's difficult to say "no"
For these high performers, saying "no" can be particularly challenging. They are not always aware of what their needs are, as their focus is often on competence and meeting expectations. Additionally, the guilt and shame associated with saying "no" or articulating their needs can be overwhelming. This stems from a deep-seated belief that their worth is tied to their ability to help others, a belief often reinforced by childhood experiences.
Burnout's warning lights: Spotting the signs
Burnout manifests differently in high-performing neurodivergent individuals, often hiding behind their remarkable persistence and drive to overcome obstacles. Look out for these signs in yourself and your colleagues:
Overheating: Increased irritability, akin to an engine running too hot, which can be masked by their exceptional ability to think outside the box.
Gear shifting struggles: Emotional fluctuations, similar to a car struggling to shift gears, which can be tempered by their heightened sensory perception and attention to detail.
Stalled engine: Task paralysis, where initiating tasks feels impossible, despite their capacity for hyperfocus and intense concentration.
Dashboard mask: The "I'm fine" facade, concealing underlying struggles, which can be reinforced by their strong sense of self and genuine expression.
For leaders: Cultivating a supportive environment
As leaders, it is our responsibility to cultivate a supportive environment that empowers neurodivergent individuals to flourish. Consider the following key strategies:
Open pit lane
Foster an environment where discussing workload and stress is safe and judgement-free. Ensure that neurodivergent employees feel heard, understood, and supported when voicing their needs.
Set speed limits
Encourage setting realistic boundaries and saying "no" when necessary. Lead by example and normalise the practice of prioritising self-care and work-life balance.
Flexible race tracks
Advocate for flexible work arrangements to help manage energy. Recognize that a one-size-fits-all approach to productivity and schedules may not align with the unique needs of neurodivergent individuals.
Driver education
Educate teams about neurodiversity to build empathy and understanding. Provide comprehensive training and resources that dispel misconceptions and foster a culture of acceptance.
Regular pit stops
Schedule regular check-ins for team members, ensuring that each individual has the support they need to thrive. These check-ins should go beyond surface-level discussions and delve into the unique challenges, successes, and growth areas of each team member.
Comprehensive pit crew
Leaders with ADHD, for example, often benefit immensely from having a dedicated support team, such as a personal assistant, to assist with tasks and responsibilities. This "pit crew" approach allows the leader to focus on their unique strengths, such as strategic planning and creative problem-solving, while ensuring that the details and logistics are expertly handled. By having specialised team members to manage time, administrative duties, and task completion, the leader can optimise their performance, make better decisions, and maintain a balanced workload – ultimately improving their work-life balance and overall well-being.
Pit crew management
High performers often struggle with delegation, assuming they can complete tasks more efficiently on their own. However, this approach can drain their emotional energy and reduce overall team effectiveness. By learning to properly delegate responsibilities, these exceptional individuals can focus on driving the most high-impact activities, conserve their energy reserves, and enhance overall team productivity. This strategic shift allows them to maintain a balanced workload and achieve greater success without risking burnout.
For employees: Self-care and personal strategies
As neurodivergent professionals navigating the complexities of the workplace, it is essential to prioritise self-care and personal strategies that empower your abilities. By incorporating the following practices into your daily routine, you can cultivate greater resilience and manage energy levels.
Sensory pit stops
Identify personal sensory triggers and have a toolbox of calming techniques readily available. This may include noise-cancelling headphones to block out distracting sounds, fidget toys to channel restless energy, or even a dedicated sensory-friendly workspace to better manage individual energy and focus.
Mindfulness mechanics
Practice mindfulness, such as meditation or deep breathing, to quiet racing thoughts. Being mindful isn't just about yoga; it's about being aware of the guilt you may feel when saying "no" and giving yourself permission to do so. Recognise the desire to please others, but remember that your worth is not based on meeting their needs. Instil a sense of deservedness and ask yourself, "What do I need?" Just because you can do something, consider at what cost it comes.
Fueling your engine
Maintain a healthy diet and sleep routine to manage energy levels. Dopamine can make us feel not hungry yet excited to take on new stuff. However, hold in mind that food is the energy source that helps us make complex decisions and feeds our neurodivergent brain. Not prioritising basic needs may not seem like a big deal in the moment, but cumulatively has a massive impact on the firing of our neural pathways.
Body shop tune-up
Engage in physical activity, like walking or yoga, to regulate energy levels. Regular exercise not only boosts physical health but also has a profound impact on cognitive function and emotional well-being. Neurodivergent individuals often find that incorporating movement into their daily routines helps them better manage the highs and lows of their energy cycles.
Personalised customisation
Experiment with various self-care strategies and seek support from specialists if needed. Given the unique nature of each person's neurodivergent experience, it's essential to take a tailored approach to managing one's well-being. This may involve trying different relaxation techniques, exploring therapies like occupational or cognitive-behavioural therapy, or collaborating with a mental health professional to develop a personalised care plan. The key is to remain open-minded and continuously refine one's self-care toolkit to find what works best.
Creative outlets
Engage in creative hobbies to reduce work-related stress. The act of creating can help neurodivergent individuals regain a sense of control, find emotional fulfilment, and recharge their mental and emotional batteries.
Routine and structure
Establish a daily routine using schedules and checklists to manage tasks. This approach can foster a greater sense of accomplishment and reduce the cognitive load associated with decision-making and task prioritisation.
Boundary setting
Learn to say "no" and set realistic boundaries to protect your energy. This act of self-advocacy not only safeguards their well-being but also models healthy behaviour for colleagues and cultivates a more supportive work environment.
By understanding and addressing the unique challenges and strengths of neurodivergent individuals, leaders can create a more inclusive and innovative workplace. Embracing neurodiversity not only enhances team dynamics and also drives company success, but also puts employee well-being at the forefront. Let's create an environment where every high-performance race car, including our own, can reach its full potential.
Read more from Yumna Zubi
Yumna Zubi, Clinical Psychologist and CEO of The Couch
Yumna Zubi is a Clinical Psychologist and CEO of The Couch, a leading multidisciplinary practice in Johannesburg, South Africa. With over a decade of experience in private practice, she has established a reputation of ethical integrity, collaborative efforts, innovation and advocacy across academic, clinical and business spaces. Her commitment to transforming challenges into opportunities drives her work in business, leadership and mental health care, ensuring lasting healing, learning and growth.
