Unmasking ADHD in High-Performing Teams: How to Spot and Support Hidden Workplace Patterns

 Last week, I was invited to speak as a panel expert at an internal ADHD Awareness Month event for the Office of the Director of Public Prosecutions (CDPP). We explored a crucial question:

“What are the most common patterns professionals with ADHD fall into in the workplace?”

 As an ADHD and Executive Function Coach working with leaders, creatives, educators, and executives, this is a conversation I’m having daily. Not just during ADHD Awareness Month, but all year round.

Because ADHD in the workplace isn’t just about distraction or disorganisation. It’s often hidden behind the masks we wear to keep up.

The Two Most Common Patterns I See in Professionals with ADHD

1. Procrastination and Task Initiation Paralysis

This is one of the most misunderstood experiences of adult ADHD.

It’s not that someone doesn’t want to start the task, it’s that their brain struggles to activate when:

• The task has many steps

• The end result feels vague or overwhelming

• There’s pressure to get it “right” on the first go

This isn’t laziness. It’s a neurobiological challenge tied to executive functioning, the set of mental skills that help us plan, prioritise, and get started. Without the right structure or strategies in place, people can become stuck in a cycle of procrastination → overwhelm → paralysis.

2. People-Pleasing and Overcompensating

This one is less talked about, but equally damaging.

Many professionals with ADHD:

• Say “yes” too often

• Struggle to set boundaries

• Take on more to make up for perceived underperformance

Often, they’re trying to prove their worth in environments that don’t recognise or support their neurodivergence. This can lead to chronic overwhelm, self-doubt, and eventually ADHD burnout.

And the kicker? From the outside, these professionals can appear like “top performers”, but internally, they’re running on empty.

ADHD Isn’t a Deficit. It’s a Different Operating System

When left unsupported, these patterns become exhausting. But when understood through the lens of executive functionand neurodivergent strengths, everything shifts.

Supporting ADHD in the workplace means going deeper than surface-level tips or token awareness days.

It requires:
✅ Evidence-based systems
✅ Neuro-affirming culture
✅ Leadership that recognises difference as value, not deficit

So What Can Workplaces Do?

 If you’re in HR, L&D, leadership or policy, and you're serious about inclusion, here’s where to start:

• Educate teams and managers on what ADHD actually looks like in high-functioning environments

• Provide flexible structures that support executive function (clear priorities, task breakdowns, time scaffolding)

• Make space for boundaries, and stop rewarding overfunctioning

• Shift the narrative from “fixing” ADHD to working with it

What Comes After Awareness?

Awareness is important, but it’s not the end goal.

The goal is understanding.

The goal is strategy.

The goal is sustainability.

That’s why I speak on panels like the CDPP’s,  and why I deliver workshops, keynotes, and coaching programs across public sector organisations and workplaces across Australia.

Leaders and teams with neurodivergent members don’t need to be “inspired” once a year. They need systems that work every day.

Let’s Talk

If you’re building a more inclusive, brain-friendly workplace and want to equip your people with practical strategies, I’d love to connect.

I offer:

• Executive function coaching for professionals with ADHD

• Keynotes & panel moderation for internal events

• Strategic facilitation for inclusive leadership and L&D teams

📩 Contact me here or reach out via LinkedIn.

Until next time,

Caroline Beresford | ADHD & Executive Function Coach | Speaker

📣 The next cohort of my group series: Unstuck: Reclaim Your Rhythm™ starts soon. Learn more here.