Was that productivity advice ever designed for an ADHD brain? Jesse David shares how discovering her ADHD changed the way she understands herself, manages productivity, and approaches work. From executive dysfunction and dopamine to self-accommodation and workplace systems, this episode explores why productivity advice designed for neurotypical people doesn't always translate to ADHD brains.

Jesse David is an HR Business Partner in the technology space with a background in teaching and software development. She discovered her ADHD while researching how to support someone at work and now incorporates neurodiversity into her work, advocacy, and community-building.

Episode Highlights

01:34 — Discovering ADHD by accident

Jesse initially researched ADHD to better support someone she worked with, without realizing she was learning about herself too. As she learned about time blindness, executive functioning, dopamine, and emotional regulation, her own past experiences suddenly started making sense.

10:49 — How ADHD changed the way she talks to herself

After her diagnosis, Jesse gained language for experiences that previously only caused frustration and self-criticism. Instead of asking why she couldn't simply do something, she could recognize when she needed dopamine, had been using too much executive function, or needed to step back and rest.

17:38 — Finding strengths after diagnosis

Jesse talks about leaning into pattern recognition, relationship-building, curiosity, and movement rather than focusing only on the things ADHD makes difficult. Understanding her strengths has helped her make choices that better fit who she actually is.

28:17 — Building productivity systems around ADHD

Jesse uses time blocks, reminders, routines, and dedicated periods for side projects to reduce the executive-function demands of deciding what to do next. She also adapts her schedule around when she has the most energy and uses enjoyable activities to make boring tasks easier to start.

34:29 — “Eat your frogs first” doesn't work for ADHD

Jesse pushes back on the classic advice to tackle your hardest task first, joking that ADHD brains sometimes need candy before they can eat the frog. Underneath the humor is a serious point: productivity strategies need to account for dopamine, motivation, and individual neurodivergent needs.

35:51 — Was that productivity advice designed for you?

Jesse questions why neurodivergent people are expected to follow productivity advice built around very different lived experiences. She argues that systems designed with neurodivergent people in mind can ultimately benefit parents, people with different circadian rhythms, and many others too.

46:36 — Be compassionate with yourself

Jesse's final message is to treat yourself with the same compassion you would give your best friend. ADHD doesn't mean things are broken, it means you may work differently, and understanding that can help you lean into the things you're genuinely good at.

Productivity ideas Jesse shares:

• Build routines to reduce executive-function demands
• Block time around how your brain works best
• Schedule "side quests" instead of fighting them
• Use external systems for tasks and reminders
• Make difficult tasks more enjoyable
• Ask whether productivity advice was designed for a brain like yours

Connect with Jesse:

LinkedIn: https://www.linkedin.com/in/jesselizdavid/

Website: https://leafling.ca

Connect with Jeremy:

LinkedIn: https://linkedin.com/in/nageljeremy

Email: jeremy@focusbear.io

More from Focus Bear:

Website: https://focusbear.io

LinkedIn: https://www.linkedin.com/company/focus-bear/

Youtube: https://www.youtube.com/@focusbearapp

Twitter: https://twitter.com/focusbear1

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Podcast: https://podcast.focusbear.io

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What happens when your performance review focuses on how you communicate instead of the work you actually deliver? Emily Kendall shares her experience of masking ADHD and autism in the workplace, the cost of trying to fit the expected mold, and how finding acceptance helped her understand and advocate for her strengths.

Emily Kendall is a neurodivergent engineer and workplace advocate who works to advance neuroinclusion beyond awareness and into action. With over a decade in corporate environments, she has helped establish neurodiversity networks, contributed to advisory forums, and supports organizations in creating more inclusive workplaces.

Episode Highlights

00:08:49 — The hidden cost of masking at work

Emily explains how trying to fit conventional workplace expectations led to performance reviews focused on eye contact, fidgeting, and social cues rather than her actual work. She eventually spent so much mental energy trying to appear "right" that there was less capacity left to do the job itself.

00:12:02 — Finding people who helped her feel accepted

Two people at work helped Emily see that her neurodivergent traits could be strengths rather than weaknesses. Their support gave her the confidence to disclose, advocate for what she needed, and have more constructive conversations with her leaders.

00:16:30 — Why neuroinclusive workplaces benefit everyone

Emily argues that neurodivergent employees often have much more to offer when they aren't spending their energy trying to fit a particular mold. Creating an environment where people can work in ways that suit their strengths can improve both individual wellbeing and business outcomes.

00:18:14 — Challenging workplace hierarchies

Emily talks about "hierarchy blindness" and why she is comfortable questioning senior leaders and challenging established ways of doing things. While this can be a valuable strength, she also discusses the risk of being perceived as someone who doesn't fit the organization's culture.

00:35:17 — Productivity systems that work with ADHD

Emily shares how she manages her workload through structured email and calendar systems while also learning that being productive doesn't mean everything has to happen immediately. She reflects on the need to balance efficiency with slowing down, thinking, and giving herself space to respond more deliberately.

00:54:41 — Be curious, not judgmental

Emily closes with a message about responding to difference with curiosity rather than assuming that doing something differently is wrong. For her, acceptance means giving people the freedom to work and live in ways that make sense for them while creating environments where everyone can feel valued.

Connect with Emily:

LinkedIn: linkedin.com/in/emily-kendall-55722494

Connect with Jeremy:

LinkedIn: https://linkedin.com/in/nageljeremy

Email: jeremy@focusbear.io

More from Focus Bear:

Website: https://focusbear.io

LinkedIn: https://www.linkedin.com/company/focus-bear/

Youtube: https://www.youtube.com/@focusbearapp

Twitter: https://twitter.com/focusbear1

Instagram: https://www.instagram.com/focus_bear/

Facebook: https://www.facebook.com/focusbearapp/

Podcast: https://podcast.focusbear.io

Tiktok: https://www.tiktok.com/@focusbear

#ADHD #Neurodiversity #WorkplaceInclusion

"Just use a calendar." It's one of the most common productivity tips—but for many people with ADHD, it simply isn't enough. Amanda Riley shares why traditional productivity advice often falls short, how ADHD time blindness really works, and the systems that help neurodivergent people succeed at work and in everyday life.

Amanda Riley is the founder of Thriving with Neurodiversity, an accredited neurodiversity coach, and workplace consultant. She helps organizations build neuroinclusive workplaces through coaching, workshops, and practical strategies that support different ways of thinking.

Episode Highlights

01:47 — The ADHD diagnosis that finally explained everything

Amanda shares how researching her daughter's ADHD diagnosis led to recognizing the same patterns in herself. Receiving her own diagnosis gave years of confusion new meaning and helped her understand her strengths instead of focusing only on her struggles.

08:05 — Why workplaces should adapt to different brains

Amanda explains why neurodivergent people shouldn't be expected to fit into one-size-fits-all workplaces. Designing communication and systems that work for different thinking styles benefits everyone—not just neurodivergent employees.

18:04 — The productivity system Amanda uses with every client

Before any project begins, Amanda establishes clear expectations around communication, availability, and preferred ways of working. This simple framework reduces misunderstandings, lowers anxiety, and helps teams collaborate more effectively.

19:54 — ADHD time blindness isn't just being late

Amanda describes how ADHD can make you genuinely believe a meeting is at the wrong time—even when you're completely convinced you're right. She explains why multiple alarms, experimenting with systems, and accepting time blindness are far more effective than relying on memory alone.

26:51 — Why generic productivity advice fails ADHD brains

Simple advice like "just use a calendar" or "set a reminder" often ignores how ADHD actually works. Amanda discusses why neurodivergent people need flexible systems built around lived experience rather than one-size-fits-all productivity rules.

36:39 — Know your strengths, not just your diagnosis

Amanda closes the episode with practical advice for neurodivergent listeners: identify your strengths, learn how to articulate them, and don't let society define you only by your challenges.

Connect with Amanda:

LinkedIn: https://www.linkedin.com/in/amandajriley

Website: https://thrivingwithneurodiversity.com.au/

Connect with Jeremy:

LinkedIn: https://linkedin.com/in/nageljeremy

Email: jeremy@focusbear.io

More from Focus Bear:

Website: https://focusbear.io

LinkedIn: https://www.linkedin.com/company/focus-bear/

Youtube: https://www.youtube.com/@focusbearapp

Twitter: https://twitter.com/focusbear1

Instagram: https://www.instagram.com/focus_bear/

Facebook: https://www.facebook.com/focusbearapp/

Podcast: https://podcast.focusbear.io

Tiktok: https://www.tiktok.com/@focusbear

#ADHD #Productivity #Neurodiversity