Do you alert your clients of your or an employee's ADHD while working with them?

Hi Debra,

Most of my ADHD clients know they have the condition before they come to me for counseling or coaching. Sometimes I encounter a student or adult who does not know they have ADHD. In such a case, when I suspect ADHD is an issue, I have them complete an ADHD assessment and if it appears to be positive, I encourage them to go to see their physician or a specialist. Often,ADHD is confirmed. Then we work together to establish the best coaching plan to help the client to achieve their goals. I do work with clients to embrace their ADHD and use their hyperfocus abilities to achieve goals. I hope that helps you.

i would not hire anyone with ADHD or if i did they would not be part of customer service or sales .

Only if it is truly debilitating. If you are running a face to face business, and there is an actual occurrence, then make a mention. This is not the same as cerebral palsy, or MS. But there are varying forms and degrees. If you are managing well, it may not even be mentionable. But... do manage it. 

Also, sadly, you will find that there are customers / clients that do not do well with any form of mental challenge. There is not much you can do here, if there is a noticeable incident. 

ADHD is one of those things that gets over-diagnosed. Which makes it worse for those who truly suffer from it. Be sensitive to your customer, and make sure your work quality is top-notch in spite of the condition. I have to have a few people spell check / grammar check for me all of the time. 

Because I just cannot see the mistakes on my own work. This has plagued me since I first started designing creative and educational material. I HAVE to have other eyes on my work, hopefully sympathetic ones. Having a print job done with my mistake in there is not a pleasant feeling. So, mitigate those losses with other eyes. A good editor who understands. Or, for a very small business, perhaps a significant other or spouse.

Finally, if there are outstanding behavioral issues, then perhaps it IS best to get in front of it right away. Let them know. But also, make it a strength. Creativity. You can correlate so many things so quickly, and draw connections that many simply cannot. Because of the ability to see so many things, seemingly simultaneously. Use it to your advantage, and mitigate / control the issues. Let the client know that you bring this gift to the table.

I gently suggest that you do NOT make known ADD or ADHD part of your decision to hire or not hire someone. That is illegal. I am not making this suggestion as an attorney, just as someone who would prefer not to see people violate the law and get in trouble. Do what you want, but recommend you do not discriminate based on disability.

We are a high pace, high energy concept.  For this reason, we see ADHD as a positive attribute when properly channeled.  It can be difficult to channel, but I would no more put them on blast then someone who might have Bi-Polar or a personality disorder.  We work extra with team who are open about their spectrum position and desire to grow/train/work to cope and adjust.  I typically find those on the spectrum refreshing because the are typically open to a more direct assessment and growth opportunity.  It's better then those who simply are entitled to everything :)

I don't have any employees, nor do I believe there is such a thing called 'ADHD'. So no, this is not something I would ever discuss with a client.

What's more, if you or someone in your employ has been diagnosed with a medical or mental condition that someone has labeled "ADHD" then the HIPPA  laws probably make it illegal for you to even mention it.

Debbie Stark  is doing a great job lets all give her 2 thumbs up and a yippee 

Debra

I have a son that has ADHD and he has OCD. Adam helps in our business and the topic rarely comes up. I have explained to some close customers when questions arrise. I think it depends on the severity of the disability and the type of work.

I've never pretended to be a medical doctor and I subscribe to the idea that the practice of medicine is called a practice because the profession is still finding that there is a lot they do not know.  I don't believe it's my place to spread personal  'medical' observations about people.  There are many reasons for people to act/react in various ways and I am the judge of all judges to make any kind of call in this regard.

Absolutely NOT. There are far too many reasons to list as to why not so I will simply say this.

Do you notify customers/clients of all your employees who are diabetic, have allergies to nuts, cancer, dyslexia, who are bi-polar? Of course, you don't. ADHD is in essence no different than any other medical issue you or an employee has to deal with. 

If you or an employee's ADHD is adversely affecting your business to the point where customers are noticing then you have a much bigger problem and need to get the ADHD addressed and under control.

This is 2019, they have all types of medicines that can control the adverse effects of ADHD.

Most of my clients have ADD or ADHD to some degree. Just because someone has this diagnosis does not mean that they could not bring value to your company. There are many assets to having these diagnosis. ADD people are typically very creative and they tend to think outside of the box. I welcome the opportunity to work with them.