How to Thrive Under an ADHD Boss: Succeeding with a Fast-Moving, Big-Idea Leader
ADHD leaders bring vision, energy, & innovation—but they can also be unpredictable. Learn how to navigate their leadership style, communicate effectively, and turn their strengths into success.
How to Succeed When Your Manager Has ADHD
If your manager has ADHD, you’ve probably noticed they’re full of ideas, energy, and passion. They think fast, move even faster, and bring a lot of creativity to the team. But they might also forget details, shift priorities suddenly, or struggle with follow-through.
Working for an ADHD leader isn’t about managing chaos—it’s about learning how to keep up with their strengths while helping bring clarity where it’s needed. When you know how to work with them effectively, you’ll not only reduce frustration but also make your job easier and more rewarding.
Understanding Your ADHD Manager
What they do really well:
They’re big-picture thinkers who bring fresh ideas and innovation.
They move quickly and adapt well to change.
They’re willing to take risks and push boundaries.
They bring high energy and enthusiasm to projects.
Where they might struggle:
Following up on details or remembering commitments.
Communicating clear, structured instructions.
Sticking with one priority before jumping to the next.
Being impulsive—starting things before finishing others.
We all have neuro-superpowers, their superpower allows them to see things differently and creatively. Your goal isn’t to fix them—it’s to bridge the gap between their fast-paced leadership style and the structure needed for execution.
How to Work Effectively With an ADHD Leader
1. Get Clarity When Things Feel Vague
ADHD managers often get excited about new ideas but don’t always provide clear steps to get there. If you’re ever unsure about expectations, ask for specifics instead of waiting for them to clarify later.
“Do you want this by Friday, or is next week okay?”
“Should I focus on this first, or is the other project the priority?”
“Just to confirm, the goal is ___, and I’ll deliver it by ___.”
This helps them organize their thoughts while giving you the direction you need.
2. Keep Communication Direct and Focused
ADHD leaders process information quickly, and long explanations can overwhelm them. To keep their attention:
Be direct and to the point.
Use bullet points instead of long emails.
Follow up after meetings with action steps.
Instead of sending a long message explaining everything, try:
“Here are the next three steps based on our discussion. Let me know if anything needs to change.”
Short, clear communication makes it easier for them to follow through.
3. Manage Shifting Priorities Without Getting Frustrated
It’s common for ADHD leaders to change directions suddenly or get excited about a new idea before finishing the last one. If priorities feel like they’re constantly shifting, help create stability by:
Politely reminding them of ongoing projects: “We’re still working on the last initiative. Should we finish that first?”
Documenting agreements so changes don’t derail progress.
Asking for deadline flexibility if they’re adding too much at once.
If they suddenly want to pivot, instead of feeling frustrated, try:
“I love this new idea! Should we adjust the timeline on the current project to make room for it?”
This keeps the conversation solution-focused instead of reactive.
4. Take the Lead on Follow-Ups
Your manager may have the best intentions but forget to follow up, approve something, or check in on a project. Instead of waiting for them to remember, take the initiative.
Send a polite reminder: “Just circling back—any updates?”
Book time on their calendar for key discussions.
Be proactive—if you need input, don’t assume they’ll remember to give it.
For example, instead of waiting weeks for a response, try:
“I’ll put a 10-minute meeting on your calendar so we can finalize this.”
They’ll appreciate the structure, even if they don’t always say it.
5. Appreciate Their Strengths While Managing the Challenges
Yes, your ADHD manager might frustrate you at times. But they also bring energy, creativity, and bold thinking to the table. Instead of focusing only on the challenges, lean into their strengths.
They’re great problem-solvers—bring them big challenges to brainstorm.
They thrive on fresh ideas—let them dream big while you help create structure.
Their enthusiasm can be contagious—use that momentum to push projects forward.
If they’re moving too fast, instead of shutting them down, say:
“This is a great idea. Let’s break it down so we can execute it effectively.”
This keeps them engaged while ensuring things stay on track.
Final Thoughts
Working for an ADHD leader can be exciting, unpredictable, and full of opportunities. While they may struggle with organization or shifting priorities, they also bring passion and vision that can drive success.
By learning how to communicate clearly, manage their fast-paced style, and take ownership of follow-ups, you’ll not only make your work life easier, you’ll also help create a high-performing, dynamic team.
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