Coach's Corner

By Carter Hammett

When Jim Darley, a computer consultant in Mississauga, Ontario, feels the going getting tough, he has a simple solution: he reaches across his desk and hits the big red “easy” button.

The five-dollar item, purchased at an office supply store, utters a pre-recorded voice stating, “That was easy!” and, for a time, the world feels a little less heavy.

That’s because the soft-spoken Darley, 58, who was only diagnosed with Attention Deficit Disorder (ADD) in September after decades of self-doubt and repeated failures, is still adjusting to his new label. The button serves as a kind of self-regulating “check-in” tool that helps keep him focused. “It may sound silly, but the button reminds me to ask myself, ‘Are you still doing what you meant to be doing?’” says Darley.

Purchasing the button was a suggestion from Darley’s ADHD coach, Barbara Durst, who has been in the business of providing support services for adults with ADHD for over a decade. (The “H” stands for “hyperactivity,” which affects many people with this disorder.) She emphasizes that coaching is a holistic process. “You have to start coaching the human, the person,” says Durst. “Coaching is about changing thoughts to behaviour, and you’re helping a person actualize their dreams while guiding them in managing their lives and the real world around them.”

ADHD coaching is a form of clientdriven lifestyle coaching that is structured around the recipient’s unique needs. Believed to have been developed over a decade ago by American Madelyn Griffith- Haynie of The Optimal Functioning Institute in Tennessee, coaching can be adapted to the neurological wiring and behaviours that create barriers for the person living with ADHD in work, school and life. Durst emphasizes that coaching uses a pragmatic, outcome-based approach to achieve realistic goals.

Once thought to be the “disorder du jour,” ADHD is now accepted as a legitimate neurological disability that affects about four percent of the population. It’s a disability in which the brain’s frontal lobes — responsible for targeting, integrating and synthesizing data from other parts of the brain and filtering out distractions — malfunction, letting in all kinds of visual and auditory distractions, overloading the brain. Depending on the individual, the brain can either become over- or under-stimulated. This can result in a wide range of responses, from feeling overwhelmed to disengaging from situations.

It is generally agreed that there are three types of ADHD: Impulsive, often characterized by a short attention span and hyperactivity; Inattentive, which tends to manifest itself as daydreaming, procrastination and a tendency to leave complex tasks unfinished; and a combination of the two. ADHD frequently co-exists with other disorders, including learning disabilities, anxiety and depression. ADHD is not an intellectual disability — people with this disability often have average or above-average intelligence.

ADHD AT WORK

In the workplace, where skills such as planning, teamwork and organization are seen as critical to a company’s success, employees with ADHD often falter. Problems with auditory processing and shortterm memory, which affect many people with ADHD, only complicate the situation further. Because ADHD is an “invisible” disability, many workers remain undiagnosed. People with ADHD may also be un- or under-employed because employers don’t understand the condition.

In some cases, ADHD symptoms lead to years of frustration. “When I was finally diagnosed, everything fell into place,” says Darley. “I had an inability to stay on topic, and lots of great ideas — a constant flow — but lots of incomplete projects.”

Typically, ADHD coaching begins with a consultation, where the coach collects data about the client’s experiences and challenges. The coach inquires about goals and changes the client wants to make before settling on frequency of contact, duration of meetings and fees. “I ask what changes they want to make in their lives; there’s usually a defining reason why they want a coach,” says Durst.

The right “fit” between a coach and client is probably the most important element in a successful coaching relationship, says Toronto ADHD coach LouAnne Babcook, who is working toward certification through The Optimal Functioning Institute. “Otherwise the relationship won’t be as productive or rewarding as it could be.”

The issues clients bring to the table can include time management, financial management, relationships, decision-making or just getting things done. “There’s an emphasis on the practical, and a lot of time is spent with the coach trying to glean information and identify issues,” says Babcook. “You gain insights when things don’t go well, and you hear a lot of negative self-talk. We need to work on rewriting that script.”

GETTING ORGANIZED

Perhaps the most consistent issue that clients seek assistance for is disorganization. It’s a problem that often comes down to executive functioning — logic and problem-solving — says Durst. “The person’s wiring doesn’t allow him or her to access processing to help with planning or organization, and they get overwhelmed. Being able to choose between what’s important and what’s interesting and knowing those choices will help them move forward in positive ways.”

Many clients take advantage of inexpensive items like alarm clocks, day planners, sticky notes, calendars and Blackberries to help manage their ADHD. These are what Durst calls “triggers” that help ritualize actions and convert negatives, such as chronic lateness, into positive, consistent behaviours. Other simple techniques include decluttering workspaces and setting simple, manageable deadlines, which may also include taking lots of breaks in between.

“I’ve been made more conscious of when I’m getting off track and have learned to pause when this happens,” says Darley, who started working with Durst last summer when he suspected he had ADD. (It was Durst who suggested he seek an official diagnosis from a doctor.)

The other ingredients that make coaching work are consistency, positive reinforcement and a proper balance of medications, such as Adderall, Ritalin or Strattera. Over time, clients learn to articulate their concerns and become effective self-advocates. It can be a lengthy process, taking up to six months, with the client and coach meeting at least once a week until the client develops self-management skills. It can also be costly, with some clients paying up to $500 monthly.

FINDING A COACH

ADHD coaching is not yet as prevalent in Canada as it is in the United States, but the field is growing. When considering working with a coach, it’s best to look for someone with special training and credentials in working with clients who have ADHD. The Optimal Functioning Institute was the first to certify ADHD coaches, and there are now others, as well. Durst, for example, graduated from Coach U, has obtained a Master Coaching designation from The Optimal Functioning Institute, and is also certified as a professional certified coach by the International Coach Federation.

You should carefully screen potential coaches to gain an understanding of how much they know about ADHD. Find out if they’re certified and by whom. Also consider whether you and the coach have a good “fit” — do you feel comfortable sharing details of your life with the person? What techniques does he or she use? Might an ADHD support group also be helpful to you?

“The whole point of coaching is just to make things easier,” says Darley. He still considers himself a “work in progress,” but his stress management and coping mechanisms have already improved with coaching. “Coaching helps to build self-esteem and the process is very genuine. It’s nice to have someone reminding you of your strengths and offering something positive.”

Toronto writer and social worker Carter Hammett’s latest book is Conscious Competence: A Guide for Mentoring Persons with Learning Disabilities.