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An employee who Disorder Attention Deficit (or ADHD [Attention Deficit Hyperactivity Disorder]) May survive for years in the business world despite the disability that this condition entails. Many people are taken into consideration for or promoted into management positions because of their ability to think and react quickly, and In today's fast-paced business environment, it is clearly an advantage. However, many of these same employees have difficulty staying focused on the task, and have more difficulties in fulfilling their missions.

Of course in business you need both fasting effort to short-term and more long term. Not every project has the luxury of being long-term with periodic milestones, however, even with these assets, not all managers have the ability or interest in these projects to the end.

ADD

Add or attention deficit / hyperactivity disorder, describes a set of behaviors characterized primarily by an inability to concentrate or focus. Often a level of hyperactivity and impulsivity is also present. Generally, add (or rather, ADHD [Attention Deficit Hyperactivity Disorder]) suffering is easily distracted and has difficulty in seeing a task.

Well that many of these managers are diagnosed ADD, some are not. Some change managers add jobs so often that their deficiencies can not be recognized. In addition, environmental short-day term business today makes it even more difficult to detect these individuals. "Get this done," "see that it is manipulated, "or" I need this yesterday! "are common refrains.

Although the number of people with ADHD escape labeling, increasing numbers of children, young adults and even mature adults are diagnosed. What implications does this business?

Structural problems

While ADD competent managers in May and valued in their organization without help, they generally are not executive material management. Even middle managers must focus their attention on the tasks to reach labor, and plan and organize, at least for the upcoming deadlines. And the higher up the chain of command you go, the longer distance of perspective. Top management, when they work most effectively, have a long-range strategic mindset. They are responsible for organizational survival, success and competitive advantage. They need to examine the external environment and be ready to generate maps and directions who will lead the organization to a better future. These tasks are not well received by a person with ADHD syndrome.

Consequences possible

The ADD Manager, Executive or especially, can wreak havoc on an organization. His inability to pay sufficient attention to details, priorities and challenges the company may increase risk and jeopardize the entity. There is often a tacit recognition of these difficulties and key executives / employees or subordinates trust will try to compensate for weaknesses in managing ADD.

What are the solutions?

As in all behavioral concerns, there is really only a limited number of options practices. Some of the most simple and effective are the following:

1) Be realistic in identifying behavioral problems or concerns

2) Recognize and capitalize on forces managers ADD (eg, energy and enthusiasm, perhaps the creative and intuitive).

3) Attention not to "diagnose, leave that to the experts.

4) Make realistic accommodation for the manager ADD.

5) Consider surrounding manager add a support group for people who can take care of some of the most critical projects and tasks.

6) Encourage the delegation by the Manager ADD certain tasks and responsibilities to competent subordinates.

7) Closely monitor the manager's performance and assess ADD its sphere of influence, according to his compromise measure / limitations.

Assist the manager to get ADD treatment / treatment and / or behavioral intervention to relieve symptoms, if desired / indicated and appropriate.

The line of "low"

Business management is a complex and demanding, and each has its strengths and weaknesses. The manager should be considered a human being in its entirety with the strengths and weaknesses, challenges and opportunities. Location, develop and retain the best talent requires that we accept each Manager with all of their uniqueness. Whenever the shortcomings and limitations of performance impact, we must work with them to help them improve.

Copyright © 2008, Dr. Ben A. Carlsen, MBA. All Rights Reserved Worldwide for all media. You may reprint this article in your ezine, magazine, newspaper, magazine, website, etc. as you leave all links active, do not edit the article in any way, leave my name and my bio box intact, and follow all HardwareZone terms of service for publishers.

Useful references:

Hallowell & Ratey. (1995). Driven to Distraction: Coping With Attention Deficit Disorder From Childhood to adulthood. Baltimore, MD: Johns Hopkins Univ. Press.

Sarkis, Stephanie. (2006). 10 Simple Solutions to Adult ADD. Oakland, CA: New Harbinger Pub.

Weiss, Margaret. (1999). ADHD in Adulthood: A Guide to Current Theory, Diagnosis and Treatment. New York: Simon & Schuster

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