Brett Whitmarsh

Executive Function at Work: Recognizing and Supporting Autistic and ADHD Employees (Tips from an AuDHD Boss)

Introduction: Welcome to Audio Boss, where we explore the intersection of neurodiversity and corporate life. I’m Brett, an autistic boss with ADHD (AuDHD), and today, we’re diving into a crucial topic: executive function in the workplace. In this post, we’ll discuss what executive function is, how it shows up for neurodivergent individuals like those with autism and ADHD, and how managers can provide the right support to help their teams thrive.

How to Support Autistic & ADHD Employees (with actual advice from an AuDHD Boss)

What is Executive Function?

Executive function refers to the cognitive processes that help us manage tasks, solve problems, make decisions, and control our behaviors. These functions are primarily handled by the frontal lobe of the brain. For those of us with autism, ADHD, or both (AuDHD), these processes can work differently, leading to unique challenges and strengths in the workplace.

How Executive Function Manifests in the Workplace

Planning and Prioritizing Tasks: One of the key challenges for neurodivergent employees is organizing and prioritizing tasks. This can be particularly difficult when the task is not inherently interesting or appealing. As a manager, understanding this can help you provide the right support to your team members.

Strategies for Task Initiation: Procrastination and difficulty starting tasks are common struggles. Breaking tasks down into smaller, manageable steps and providing a clear structure can make a significant difference. Encouraging employees to use techniques like setting a timer or rewarding themselves after completing a task can also be helpful.

Working Memory: Keeping track of multiple steps or pieces of information can be challenging. Tools like sticky notes, apps, and calendars are invaluable for those of us with ADHD and autism. Providing written instructions and regular reminders can support your team’s working memory.

Self-Monitoring and Feedback: Regular check-ins and constructive feedback are crucial. For those with rejection sensitivity dysphoria (RSD), which is common in ADHD, positive reinforcement and careful language choice when giving feedback can help maintain a productive and supportive environment.

Flexibility and Adaptability: Change can be difficult for many neurodivergent individuals. Giving advance notice and providing clear timelines can help employees adjust to new situations. A gradual introduction to change and open dialogue about it can lead to better outcomes.

Creating an Inclusive and Supportive Work Environment

An inclusive workplace is one that recognizes and accommodates the unique needs of all employees. By understanding the challenges associated with executive function and applying strength-based approaches, managers can remove barriers and create an environment where everyone can succeed.

What Managers Can Do:

  • Ask open-ended questions like, “What do you need to be successful in this role?”
  • Schedule conversations in advance to avoid triggering anxiety or rejection sensitivity.
  • Align tasks with employees’ strengths and interests.

Resources for Further Reading

For more information on executive function, ADHD, and autism, I recommend checking out these resources:

Final Thoughts: Supporting neurodivergent employees requires understanding, patience, and a willingness to adapt. By focusing on strengths and providing the right tools and environment, we can create workplaces where everyone has the opportunity to excel.

If you found this post helpful, consider subscribing to my YouTube channel for more insights on neurodiversity in the workplace. And don’t hesitate to reach out if you have any questions or topics you’d like me to cover!

Connect with Me:

Asking for ADHD and AUTSIM accommodations without formally asking for Accommodations

How to Ask for Accommodations Without Actually Asking for Accommodations: A Guide for Neurodivergent Employees

Hi, I am Brett, the AuDHD Boss. I have a diagnosis of ADHD, autism, and anxiety. I’ve been a manager in a corporate setting for over ten years. On my channel, I help neurodivergent individuals navigate the corporate world.

Many of us are nervous about asking for accommodations at work, and for some, getting a formal diagnosis can be daunting. This is part one of a new series: how to ask for an accommodation without actually asking for one.

New series: Asking for an accommodation, without asking for an accommodation

*This series is for educational purposes, and not all of the tips in this series will work for every person or every situation. Please comment with any questions and I can respond with a video for general advice for your workplace situation. Whenever possible seek the guidance of an ADHD and Autism focused trained therapist or medical professional if you need a formal accommodation.

Understanding Formal Accommodations

When you ask for an accommodation, HR or your manager will follow a series of protocols. Federal guidelines dictate many of these steps, but corporate workflows and policies also come into play. Sometimes, these procedures can be overwhelming, especially when they involve specific deadlines and extensive paperwork.

A key term here is “reasonable accommodation.” This means it’s not a huge ask for the organization to meet your needs. Examples include noise-canceling headphones, clear written instructions, and a quiet workspace. Many resources online detail what constitutes a reasonable accommodation, and I’ll link to some in the comments or description.

Informal Ways to Ask for Accommodations

If you’re self-diagnosed or don’t want to disclose your diagnosis, there are ways to ask for accommodations informally. Here’s a few minor ways to get started (this will be the start of a new video series with more tips and advice):

  1. Establish Regular Check-Ins:
  • Set up a formal check-in with your boss. This can be weekly, biweekly, or monthly, though more frequent check-ins are preferable. These meetings can range from 25 minutes to an hour.
  • Use these check-ins to establish a regular dialogue with your boss. Discuss your to-do list, priorities, and any challenges you’re facing. This helps manage decision fatigue and prioritization issues common among neurodivergent individuals.
  1. Build Trust and Rapport:
  • Use these meetings to build trust and rapport with your boss. Regular check-ins create a safe space to ask questions and seek clarifications without feeling judged.
  1. Ask for Specific Needs Informally:
  • Once you’ve built a rapport, you can start asking for specific accommodations. For example, you might say, “I’m working in an open workspace and finding it hard to concentrate. Can I use noise-canceling headphones?” If the request is reasonable, many managers will approve it without requiring formal documentation.
  1. Focus on Your Needs:
  • If you’re struggling with tasks or facing regular feedback on areas of improvement, consider discussing these during your check-ins. For example, if punctuality is an issue due to ADHD, an informal conversation about flexible start times might help.

When to Seek Formal Accommodations

If you’re concerned about job security due to your neurodivergent traits, it’s crucial to seek formal accommodations. These can provide legal protections and ensure your needs are met. If your job performance is being impacted, don’t hesitate to initiate the formal process.

Understanding the ADA and Workplace Rights for Autism and ADHD

The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities, including those with autism and ADHD. It ensures that employees with disabilities have the right to reasonable accommodations that enable them to perform their job duties. Here are some key points to understand:

  1. Definition of Disability:
  • Under the ADA, a disability is defined as a physical or mental impairment that substantially limits one or more major life activities. Autism and ADHD are recognized as disabilities under this definition.
  1. Reasonable Accommodations:
  • Employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship. Reasonable accommodations might include modifications to the work environment, job restructuring, modified work schedules, and more.
  1. Interactive Process:
  • The ADA encourages an interactive process between the employee and employer to identify appropriate accommodations. This involves open communication to understand the employee’s needs and explore potential solutions.
  1. Confidentiality:
  • Employers must keep medical information, including information about disabilities and accommodations, confidential. This helps protect the privacy of employees seeking accommodations.

Resources and Future Content

Here are some valuable resources to help you navigate the accommodation process:

I’ll also be creating a series of YouTube shorts and one-minute videos on how to ask for accommodations informally.

By following these steps, you can navigate the process of getting the accommodations you need while minimizing stress and formalities. Remember, regular communication and building trust with your boss are key to making your work environment more supportive and productive.

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: