StockX chief impact officer Damien Hooper Campbell shares insight on embracing his ADHD personally and in a business-setting.
My elementary school years. I got expelled from two schools between kindergarten and first grade. The administrators would tell my mother, “He’s smart, he’s in advanced reading and mathematics classes but he’s got to stop walking out in the middle of class and getting into fights. We think Damien has ADHD.
Also, I thought that this pill was going to solve everything. Like, I take this pill and it would be like the movie Limitless and I’d be good to go, but that’s not the case. You still have to put in your own effort, the pill is just an aid, essentially. When did you feel comfortable telling people at work you had ADHD? What prompted you to do it and how did you prepare?
So in the interview process, you’re basically saying, “This is how I work and how I can be an asset to you”? First, I would validate them and say that’s a real feeling. It’s easy for me to tell you, “Oh, don’t worry about that. Forget it.” That’s a bunch of BS. Would you recommend people bring up their ADHD in the interview process? What’s your advice on how to approach that?
In addition to an executive assistant, what are some resources, at all levels of the org chart, that are reasonable to ask for? Maybe things people wouldn’t think they could have access to. I’ve also heard from people in the All Day Dreaming community that you should think about where you sit. Are you more productive around others or better alone? At 8 a.m. or 8 p.m.? Is there flexibility for when you’re available? And asking for things like noise canceling headphones or paying for your Headspace app. It’s your boss’s job to put you in a position to win and these are easy things to help you do that.
The other thing that’s really important is to have frequent check-ins on how it’s going. As roles and projects evolve, what you contracted on day one may need to change on day 90 or year two.
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