⬆️ Managing “Upwards” with a Neuro Difference

Last week I spoke about how I've managed and been managing a team whilst having a neuro difference (ADHD in my case).

In today’s post we’ll speak about managing upwards, my superiors and their expectations. I’ll provide a few insights into how I like to be managed by them.

Let’s get stuck in

When interviewing for a job, one common question I get is: “how do you like to be managed?” 

My 2 step answers are below:

Early stage (0 - 1 months): Hand holding

At the Initial stages I prefer to be hand held for the below reasons:

• To understand the ropes clearly

• To understand the cultural and political landscape of the role 

• The stakeholders: Take me to the people I’ll be working with

• I’ll schedule introductory meetings with them

I do this as it helps me to fully immerse myself in the role

Next Stage (1+ month): Delegation

As I progress through the role and have a better understanding, I like to be left alone. Just give me clear deadlines and leave the rest to me. Very much easier said than done though! 

However when I’m left on my own: 

• I think of ways to enhance internal processes; my brain is always on the hunt for improvement 

• I have less ‘noise’ and distraction to do deep work

  • Enabling me to activate my hyper focus mode.

  • I’ll plug in my noise canceling headphones and play ‘brown noise’ and there’s no stopping me 

Fast forward to when I start the job; my tactics for managing upwards are below:

Regular check-ins with my manager

Daily

Previously I used to have weekly catch ups with my manager on how things are going, but due to work getting busier the catch ups are now daily, every morning for say 5-10 minutes. This will involve talking about:

• The day’s tasks

• Update on my deliverables

• Any bottlenecks 

• Any personal challenges

• How I’m coping mentally

• Whether I have any concerns 

• It’s an opportunity to pick their brain on a pressing issue at hand

I find these helpful because it:

• Provides clarity for me on what's important → helping with my executive functioning

• Provides a positive mental attitude for me

• Makes me less anxious

Since doing this, I think my decision making and prioritisation has further increased and I don’t bother my manager as much as I used to. Anecdotal evidence of growing in confidence.

There are some days I'll just cancel the catchup and let my manager know that I have everything under control and there’s no need for us to have the catchup.

Post ADHD diagnosis. I’ve informed my manager about it, I explained the nature of what it is, the strengths and weaknesses that come with it and how this will look like in my day to day job and my preferred ways of working.

Clear Communication

For my ADHD brain, I need three things:

• Clear goals

• Clear objectives

• Clear deadlines

It’s almost life or death with me on this. If I don’t have these, then well..I’m in trouble. 

There’s a famous line that the legendary Sun Tzu said in the Art of War: 

"If the orders are clear and yet they are not carried out, it is the fault of the subordinate officers.”

When the goal is communicated clearly and with a slight tone of urgency my brain takes that seriously!

• I’ll add the deadlines in my work calendar, 

• Write it down in my notebook and 

• Post a sticky note on my work screen, 

So it’s something I see EVERYDAY. 

So whenever I get ‘Hey ADHD Exec can you help me with x,y,z”, my immediate response is “when do you need it by?” And I’ll try and negotiate the deadline if it clashes with an existing one.

I don’t like missing deadlines, I don’t like letting my stakeholders down. I also have to be super careful not to burn myself out. Hence having clear goals enables me to:

• Prioritise better

• Manage expectations 

• Have more clarity

From previous experience, I’ve had instances where the senior people have provided unclear goals, causing misunderstandings and ultimately the ‘blame game’ on others. I just can’t stand sh!t like that. 

For me, goals need to be clearly communicated and it just ensures that we’re singing off the same hymn sheet and we’re aligned.

Being Reliable

A manager’s life can be stressful for many reasons. I try to be conscious of that fact, and so I try to make their life easier by:

• Taking initiatives

• Bringing solution to problems, rather than the problem itself

I do these before I ask for help, just to demonstrate that I’ve at least attempted to solve the problem by myself. That’s one thing managers like, demonstrating proactivity.

For example as a Qualified Accountant, there are just some stuff that I’m just expected to know in my field and apply in my job.

If I don’t apply those basics, it just makes me look unreliable and raises eyebrows.

Final Thoughts

As we close this series on the concept of line management with a neuro difference.

It can be challenging and tough, at times I’ve questioned whether finance is for me. I don’t think management with a neuro difference is for the faint hearted.

It comes down to a few things like:

• How well one can manage stress

• How good you are with people

• Executive functioning

What’s New:

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Quote of the Week:

Stay Different,

The ADHD Exec

Disclaimer: I am not your psychiatrist, coach, doctor. Neurodiverse Diary does not provide medical services or professional counselling and is not a substitute for professional medical care. Everything I publish represents my opinions, experience, not advice.

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