Brett Whitmarsh

What is AuDHD?

AuDHD is an unofficial term that represents individuals with both autism and ADHD. Only since 2013, has it has been possible to be diagnosed with both conditions simultaneously. Remarkably, around 80% of people diagnosed with autism also have ADHD.

While AuDHD as a term is widely recognized within the community, it is not officially recognized in medical diagnostics. For comprehensive information on autism and ADHD, visit Embrace Autism.

Common AuDHD Traits

AuDHD individuals often exhibit a unique blend of traits from both autism and ADHD. Here are some common characteristics:

  • Hyperfocus and Hypertension: Intense focus on specific tasks or interests.
  • Relationship Dynamics: Unique approaches to maintaining and understanding relationships.
  • Special Interests: Finding comfort in specific interests, often having multiple interests that change frequently.
  • Routines and Flexibility: A love for routines but a need to change tasks frequently within those routines.
  • Organizational Challenges: A need to organize and plan but difficulty in following through due to overwhelm.
  • Attention to Detail: High attention to detail, yet prone to mistakes.
  • Sensory Sensitivities: Severe sensory sensitivities coupled with a need for stimulation.
  • Daily Functioning: Challenges in daily activities, such as forgetfulness and needing support for certain tasks.
  • Big Ideas and Analytical Thinking: Generating many big ideas, engaging in associative thinking, but struggling with follow-through due to overwhelm.

Living with AuDHD

Living with AuDHD often involves a constant push and pull between different needs:

  • Structure vs. Flexibility: Loving routines and structure but also needing to break free from them.
  • Repetition vs. Novelty: Craving repetition for self-regulation while also seeking new experiences.
  • Routine vs. Spontaneity: Finding comfort in routine yet desiring flexibility within it.

About The AuDHD Boss

At The AuDHD Boss, we are dedicated to discussing AuDHD in the workplace and helping neurodivergent individuals thrive in their careers. Our content aims to provide support, insights, and practical advice for navigating the corporate world with both autism and ADHD.

For more information and resources, visit Embrace Autism.

Managing ADHD Employees: Tips & Strategies

Why ADHD Employees are Valuable

ADHD employees are among the most creative and effective problem solvers. They bring unique perspectives, ask insightful questions, and excel in dynamic environments. Creating a supportive atmosphere for these employees allows them to shine and contribute significantly to the team’s success.

Key Strategies for Managing ADHD Employees

1. Privacy and Disclosure:

  • Managers should respect the privacy of employees. Do not attempt to diagnose or ask if an employee has ADHD, as this can be a violation of federal law.
  • Accommodations should be made available without requiring disclosure. Employees are not obligated to explain their ADHD.

2. Open, Empathetic Conversations:

  • Engage ADHD employees with genuine curiosity and empathy. Understand that mandates or rigid instructions may not be effective.
  • Ask questions to understand their needs and preferences. Invite them into a dialogue to discuss how best to approach tasks.

3. Understanding Executive Function:

  • Executive function, the “CEO of the brain,” is often delayed in ADHD individuals. This affects time management, prioritization, task initiation, and transition between tasks.
  • Resources such as Jessica McCabe’s “How to ADHD” YouTube channel and book are excellent for further understanding executive function.

4. Clear and Concise Communication:

  • Provide both the big picture and detailed steps for tasks. Follow up with written communication to reinforce understanding.
  • Break down tasks into manageable steps and help prioritize to avoid overwhelm.

5. Allowing Processing Time:

  • Give ADHD employees time to process information and come up with ideas. Recognize that delayed processing time is a part of how ADHD brains function.
  • Structured deadlines and clear expectations are important, but so is flexibility to think and create.

6. Managing Rejection Sensitivity Dysphoria:

  • Choose words carefully to avoid triggering rejection sensitivity. Provide clear context to reduce anxiety.
  • Recognize when a conversation needs to end to avoid frustration and ensure a positive interaction.

Tips for Creating an ADHD-Friendly Workplace

  1. Bring Employees into the Conversation: Always engage ADHD employees in discussions about their needs and preferences. Avoid making assumptions.
  2. Tailor Accommodations: Informal accommodations, like flexible work hours or quiet workspaces, can significantly improve productivity and morale.
  3. Continuous Support: Regular check-ins and a supportive approach help ADHD employees thrive. Ask how you can assist and be a thought partner.

Additional Resources

For more information on managing ADHD in the workplace, check out these resources:

If you have a specific topic you’d like me to cover, let me know in the comments below or reach out on Instagram or TikTok. I’ll do my best to create a video around your topic.

Connect with Me

Stay updated with the latest content on ADHD and autism in the corporate workplace:

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Protect your work calendar

Protecting your time and space at work is crucial to prevent burnout. Meetings often take up a lot of time, making it difficult to get work done.

In this video, Brett shares his experience as an autistic person with over ten years of experience in leadership and management. He talks about how to build in time to think, process, and get work done. One effective solution is to block off your calendar for an hour or two, or even a whole day, to ensure you have time to focus without interruptions.

Try starting small with an hour or two for lunch as one way to begin. Hold your boundaries, and don’t allow meetings during that time. As you build up your ability to protect your time, you can take on more significant challenges like blocking off a whole day. Be an advocate for yourself and communicate your needs clearly to your colleagues. Remember, protecting your time and space is not a luxury but a necessity for your mental health and productivity.

Why Now? Unveiling My ADHD & Autism Channel – The AuDHD Boss

I’m Brett, the AuDHD Boss, and I work on this site to help other neurodivergents in the workplace. On this channel, we provide career coaching for those who work in corporate jobs and want to grow their career into leadership or those who just need some general career guidance.

In today’s video, I’m doing the “Newbie Challenge” for new YouTubers where I’ll be addressing ADHD and Autism. So let’s get started with my questions.

YouTube video on why is aired my new channel

Why did I start this channel?

I started this channel to give back. When I was diagnosed with Autism and ADHD, I found that there were many YouTubers and educators on TikTok and Instagram who provided educational and informative content, which helped me a lot. It made a huge difference in my self-diagnosis, which eventually led me to get my formal diagnosis about four years ago. As I talked about my experiences at work, I helped others discover their pathway to neurodiversity and their own diagnosis. This led me to think that if I could help people I work with, why not help more people? The more I talked about it, the more I found that there was a lot of information that people needed to know. So I decided to share my knowledge with the world.

What can I bring to YouTube?

I have over 15 years of leadership experience and years of lived experience with Autism and ADHD. I am a new YouTuber, and I bring authenticity to my channel. I think the more I talk about my experience, the more I can help people with Autism, ADHD and anxiety see themselves in the workplace, in the world, and in their diagnosis.

What am I most excited about?

I am excited about contributing to the community. I have a lot of knowledge about work-related issues like how to communicate with managers, when to mask, when to unmask, how to show up at work successfully, and how to grow your career. Many people who identify as Autistic or ADHD struggle with holding a job and staying at work. I want to help people grow in their careers, and ideally, I would love to see more neurodivergent individuals grow into leadership positions. We need more neurodivergent people in leadership and management roles to create a user-friendly work environment for all.

When did I get diagnosed?

I got diagnosed about four years ago. I did self-diagnosis first, which is valid because not everyone can afford formal diagnosis. Self-diagnosis is an important step, and there are many resources available to help people diagnose themselves. The Neurodiverse umbrella covers many conditions, including Autism, ADHD, and several others.

How Do I Manage My ADHD and Autism Overwhelm at Work? 

Today I had an overwhelming day at the office. In today’s video I walk through how I manage my neurodivergent overwhelm at work: