A marketer explains how a recent ADHD diagnosis retroactively explained a career of mistakes, such as distraction and administrative errors. This reframes events not as personal failings but as manifestations of neurodiversity. Understanding the 'why' behind past struggles can be a powerful tool for self-compassion and future strategy in any professional role.

People with ADHD don't lack attention; their brain's "salience network" fails to distinguish between important and unimportant stimuli. Every sound or movement is treated as relevant, causing distraction. Neurofeedback can train this network to filter out noise and focus on the primary task.

The common perception is that creative individuals thrive in unstructured environments. For those with ADHD, however, a lack of systems creates overwhelming chaos and decision fatigue. Implementing predictable routines frees up mental energy, enabling greater clarity and proactive focus in both business and life.

The speaker views his lack of natural academic talent as a "superpower." This self-awareness forced him to abandon competing on raw intelligence and instead develop a more robust system of consistency and accountability, which ultimately proved more effective for long-term success.

The growing number of neurodivergent candidates is not just a trend driven by new diagnoses. It is a positive outcome of an educational system that successfully mainstreamed students, teaching them skills to manage their differences and thrive, creating a valuable new talent pipeline for employers.

After age 25, the brain stops changing from passive experience. To learn new skills or unlearn patterns, one must be highly alert and focused. This triggers a release of neuromodulators like dopamine and epinephrine, signaling the brain to physically reconfigure its connections during subsequent rest.

The self-doubt often felt by high-achievers isn't a debilitating flaw. It can motivate leaders to over-prepare, seek diverse expert opinions, and ultimately make more informed decisions, turning a perceived weakness into a strength.

We often mistake skills for strengths. A more powerful definition of a strength is any activity that energizes and motivates you. To boost morale and performance, individuals and leaders should focus on aligning work with these energy-giving tasks, rather than just focusing on competency.

Neurodiverse individuals in the investment industry are often just called idiosyncratic or brilliant. Research frames neurodiversity as a superpower, enabling teams to analyze the same data from different perspectives. This cognitive friction is a pathway to generating alpha by seeing what homogenous teams miss.