Unlocking the Superpower of ADHD With Kristen Pressner

Posted September 1Sep 1

With special guest Kristen Pressner

You may know Kristen Pressner from her provocative TEDx talk “Are you biased? I am.” along with her ‘Flip it to test’ framework to check unconscious bias. Kristen joins us to highlight another sensitive subject, why is it that so many people ‘can’t get it together’?

Kristen is a trailblazing people leader who believes in the potential in each of us. As Global Head of People & Culture for a prominent multinational company, her passion for equity and inclusion makes her a sought-after voice and she is often featured on international ‘Top HR Influencer’ lists. Julie Kratz and Kristen Pressner discuss: How to unlock the full potential of people to be their best, her family’s diagnosis with ADHD and how it shaped her thinking as a leader, and her journey to unlock the mystery of ADHD, neurodivergent brains and the potential consequences (including mental health).

Unlocking ADHD as a Superpower

This episode features Kristen Pressner, Global Head of People and Culture for a prominent multinational corporation, and a trailblazing leader in equity and inclusion. Pressner shares the deeply personal backstory behind her new TEDx talk, “What if our understanding of neurodiversity is all wrong?” After realizing that her traditional HR and leadership strategies weren’t working with her own four children, she discovered that her entire family, except for herself, was neurodivergent. This eye-opening experience led her to question conventional understandings of neurodiversity and advocate for a more “brain-friendly” approach in all aspects of life, including the workplace.

Pressner highlights a common unconscious bias: the belief that everyone is primarily motivated by importance. Through her family’s experience, she realized that many neurodivergent individuals are instead motivated by interest, which is highly individual and fluid. She argues that the modern world, shaped by industrial revolutions, has created systems (like regimented schooling and production-focused workplaces) that are not built for neurodivergent strengths, often leading to misdiagnoses of character flaws like laziness or lack of passion.

Pressner advocates for shifting systemic approaches to be more accommodating, not just for neurodivergent individuals, but for everyone. She introduces the concept of being a “brain friend”—someone who is curious, non-judgmental, and willing to take small, individualized actions to optimize how others work and thrive. She emphasizes that neurodivergence often comes with “superpowers” like unique thinking, intense creativity, and resilience, which are valuable assets in any organization.

Key Takeaways:

Neurodiversity is Misunderstood: Neurodivergence often doesn’t look like what many people assume it does, and there’s a widespread misunderstanding of its manifestations.
Motivation by Interest vs. Importance: While many assume importance is the primary motivator, neurodivergent individuals are often more driven by personal interest, challenging conventional approaches to engagement.
Systemic Misfit, Not Character Flaw: The “failure to launch” or “can’t get it together” often attributed to neurodivergent individuals stems from systems (like schools and workplaces) not being built for their strengths, rather than a character flaw.
Be a “Brain Friend”: To be an ally, adopt a “brain-friendly” approach: be curious, non-judgemental, and willing to make small, individualized accommodations to bring out the best in others.
Neurodivergent Superpowers: Neurodivergence brings significant upsides, including unique thinking, hidden connections, flexibility, resilience, and intense imagination and creativity, which are highly valuable in the workplace.
Accommodations Benefit All: Tweaks to systems to accommodate neurodivergent individuals, such as flexible work hours or quiet spaces, often benefit neurotypical people as well.

Actionable Allyship Takeaway:

When someone seems to be struggling to “get it together” in baffling ways, approach the situation with curiosity and non-judgment instead of assuming character flaws. Ask questions about how they are best optimized, recognizing that their brain may simply be wired differently, and be willing to make small, individualized interventions to bring out their best, which can lead to significant positive outcomes for everyone.

Follow Kristen’s work at https://kristenpressner.com/ and find Julie at https://www.nextpivotpoint.com/