Summary
After speaking with several colleagues in the DesignOps space, Jessica noticed a trend. Many of them, like herself, had ADHD. Another Observation: DesignOps is a field where those with ADHD can thrive. People with ADHD are often best suited to jobs that are purposeful, fast-paced, allow autonomy and involve lots of variety (as well as risk taking). The characteristics of empathy, energy, passion, and hyper focus under pressure which come with ADHD, make ADHD a DesignOps superpower. Don’t have ADHD? Come learn more about how to work well with some of your colleagues who do! Takeaways An understanding of the types of skills and personality traits that are beneficial in a DesignOps role. How to encourage neurodiverse hiring practices. How to inspire and empower individuals to consider a career in Design Operations.
Key Insights
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ADHD symptoms often manifest differently in women, leading to many undiagnosed cases.
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Approximately 7% of adults worldwide are diagnosed with symptomatic ADHD, indicating multiple designers in typical teams have ADHD.
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ADHD brains can excel in ambiguous, dynamic environments, which align well with roles in design operations.
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Many individuals with ADHD develop strong organizational habits as coping strategies, sometimes becoming over-organized.
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Hyperfocus, a state of intense attention, is unique to ADHD and can be a powerful asset in high-pressure tasks.
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Clear, specific time frames help ADHD individuals prioritize and reduce anxiety triggered by vague deadlines like 'urgent'.
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Regular, positive, and explicit feedback is crucial for motivation and reducing rejection sensitivity among ADHD individuals.
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Involving neurodivergent team members in the design process improves inclusive products and services.
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Co-designing priorities collaboratively with managers or teams aids clarity and alignment, especially for those with ADHD.
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Supporting ADHD colleagues often benefits the entire team, promoting better focus, communication, and empathy.
Notable Quotes
"I’m ADHD, and that’s something I’m trying to be more open about despite the stigma."
"Having ADHD is like having a race car engine for a brain but with the brakes of a bicycle."
"ADHD isn’t a deficit of attention, but trouble regulating it, which leads to hyperfocus on interesting tasks."
"In design Ops, the same ADHD traits—like managing ambiguity and dynamic change—are often strengths."
"Give clear time frames instead of ambiguous ones like urgent or ASAP to help people prioritize."
"Regular positive feedback, not just negative, is essential because many with ADHD rely on extrinsic motivation."
"Breaking tasks down into manageable chunks creates dopamine hits and makes work less overwhelming."
"Ask what helps you work better—this simple question is one of the most important things for colleagues and managers."
"Inclusive design is a process involving neurodivergent people at every stage, not just an outcome."
"If goals aren’t met, remember it’s about the team, not just the individual; many factors are out of your control."
Dig deeper—ask the Rosenbot:
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