The boardroom is typically a place of confidence and control – a realm of high-performing leaders who seem to have it all together. But appearances can be deceiving. In that very boardroom, it’s likely that one or more executives are silently grappling with ADHD and the unique challenges it brings. ADHD in high-performing leaders often flies under the radar because these individuals have achieved so much. They’re the ones leading companies, growing organizations, and driving change. How could someone so successful possibly be struggling? The truth is, many executives with ADHD develop clever ways to compensate and mask their difficulties. The struggles are there – they’re just largely hidden from public view.

On the surface, a leader with ADHD might project charisma, strategic vision, and decisiveness. They’ve learned to play to their strengths in public settings – perhaps they excel at dynamic presentations thanks to quick thinking and energy or shine in crisis situations that demand rapid problem-solving. However, behind closed doors, the same leader might be fighting an internal battle with disorganization, mental fatigue, or focus issues.

• They might rely heavily on support staff to keep track of calendars, action items, and follow-ups. What looks like a well-oiled executive machine can sometimes mask the fact that without those supports, things would quickly descend into chaos.
• In lengthy board meetings or conference calls, the leader might struggle to stay attentive. They’ve mastered looking intently at whoever’s speaking, but inside, their mind may wander after 10 minutes of financial report droning. They jot notes furiously – not just to record info, but as a tactic to keep their focus engaged.
• Impulsivity in discussions can lead to abrupt topic changes or snap decisions in meetings. Others might interpret it as bold leadership, but for an ADHD brain, it could be an impulsive jump. The leader has to later have their team back-fill the details or sometimes even reverse-engineer a strategy around an impulsive promise they made in the moment.
• Procrastination and last-minute heroics are common. This executive might habitually procrastinate on reading board packets or preparing speeches until the 11th hour. Colleagues see them pulling off great results in the nick of time and assume it’s just their style or even a deliberate strategy. They don’t see the hidden toll of stress and late nights that went into catching up.
• Memory lapses and forgetfulness can be a challenge. It’s not uncommon for an ADHD leader to walk into a meeting having forgotten some of the prep discussions or even people’s names. But they often have developed tricks: perhaps they quietly rely on an associate to pass them a quick post-it note summary, or they self-deprecatingly joke about having too much on their plate to cover the slip. The team laughs, and the moment moves on – no one realizes it’s an ADHD symptom at play.

These are just a few examples of what might be going on beneath the polished exterior. The result is that the leader appears highly competent and in many ways they truly are, yet they expend extraordinary effort to paper over the ADHD-related cracks. It’s a bit like a swan gliding on a lake: above water, serene and effortless; below water, the feet are paddling furiously.

Stigma and misunderstanding about ADHD in adults – especially in leadership – is a major reason these struggles are kept hidden. Executives worry that revealing attention difficulties could shake stakeholder confidence or invite unwanted scrutiny. They pride themselves on being problem-solvers, the rock for their organization; admitting to an internal struggle might feel to them like showing weakness. Moreover, many leaders with ADHD have spent a lifetime masking and compensating. By the time they reach the boardroom, it’s almost second nature to them to deploy these coping tactics subtly. They might not even consciously label these issues as ADHD struggles – they just think that’s how they have to work.

While these challenges are kept private, they do have real impacts.

• Personal burnout is common. Constantly having to compensate uses a lot of mental and emotional energy. An ADHD leader might finish a day of meetings utterly exhausted from the intense concentration and self-monitoring they imposed on themselves to not slip up. Over months and years, this can lead to burnout. Leaders in burnout may become less effective, start making more mistakes, or in worst cases, abruptly resign from roles they find overwhelming.
• Inconsistent leadership can create uncertainty among team members. The team might notice that their leader is brilliant but inconsistent. One day, the CEO is enthusiastic and full of new ideas; the next, they’re canceling meetings and unreachable. These fluctuations can create uncertainty among team members. They may not realize it’s related to ADHD’s ebb and flow; they just see unpredictability.
• Missed details can cost the company opportunities and erode team confidence, even if they’re minor. A lucrative partnership opportunity might be delayed or lost because the executive consistently forgot to respond to emails from that potential partner. An internal promotion could be mishandled due to not following proper HR steps in time.
• Team strain and compensation efforts can create frustration. Often, it’s the people directly under an ADHD executive who feel the pressure to keep everything on track. They might form a kind of human shield around the leader – double-checking agendas, sending reminders, doing last-minute fire drills to patch things up. While many teams do this out of loyalty and a desire to succeed, over time it can cause resentment or exhaustion.
• Communication breakdowns can lead to inefficiencies. A leader might give out instructions in a rapid, stream-of-consciousness fashion, or frequently change their mind on strategy without fully explaining the pivot. Team members can be left confused or working at cross purposes, which is inefficient and frustrating.

For the high-performing leader, the first and most important step is self-awareness. You may not need or want to broadcast your ADHD to the whole company, but it’s crucial to acknowledge it to yourself. Recognize that the areas you struggle with aren’t due to lack of effort or intelligence; they’re rooted in how your brain functions. This self-acknowledgment can transform your approach. Some leaders choose to selectively disclose their ADHD to a few trusted individuals – maybe a coach, a mentor, or a key team member – to create an environment of support. Even without disclosure, you can implement ADHD-friendly strategies within your leadership style.

• Structured routines can help you stay on track, such as starting all executive meetings with a set agenda and sticking to time blocks.
• Delegating and empowering others to help with organizational tasks can reduce stress. Empower a detail-oriented team member to be a chief organizer for projects, with authority to chase people for what’s needed.
• Mindfulness and pausing before making big announcements or decisions can curb impulsivity.
• Energy management techniques, such as scheduling deep work during peak focus times, can improve productivity.
• Seeking external support where needed, such as working with an ADHD coach, can provide confidential strategies to maintain high performance with less stress.

If you do decide to be more open about your ADHD down the line, you could actually become a role model in your organization for neurodiversity. Companies increasingly value diversity of thought, and ADHD is one form of that cognitive diversity. By acknowledging and managing ADHD, leaders can reduce their stress, make their teams’ lives easier, and potentially reach even greater heights.

Are you a leader who secretly resonates with these hidden struggles? You’re not alone – and you don’t have to keep white-knuckling it in private. Our Executive ADHD Coaching is tailored for high-achievers like you who want to maintain their edge without the constant internal battle. Through one-on-one coaching, we help you implement smart strategies to manage attention, organization, and impulsivity in your leadership role. The goal is simple: keep and improve your stellar performance while drastically reducing the stress behind the scenes. You’ve already achieved so much – let us help you do it more easily and sustainably. Reach out today for a confidential consultation and discover how freeing it is to lead without the hidden friction of ADHD.