This is not ADHD coaching. It is executive coaching for a leader who has ADHD.
The difference matters. We are not here to manage you as a set of symptoms. We are here to get you leading in a regulated state instead of a dysregulated one, because everything else you want follows from that.
CEO × 3 · qualified coach · diagnosed at 49
Regulation is not the goal. It is what lets the exceptional part run.
The work is not managing you into average. It is protecting the conditions under which you are exceptional.
Six things nobody put a name to, and what each one costs at work.
Emotional dysregulation is the least discussed and most expensive part of adult ADHD. It is also the part that shows up in the room, in the minutes, and in the way people brief you. Here it is, translated into the workplace.
All or nothing
Feelings arrive at full volume, and the reaction is bigger than the trigger deserves.
A light comment on one slide becomes evidence that the whole strategy is doubted. Your team learns to soften information before it reaches you, and you start receiving an edited version of reality.
Zero to a hundred
Calm to furious, or calm to elated, in the space of one sentence.
Nobody in that meeting remembers the agenda or the decisions. They remember how it felt to be in that meeting, and when repeated, it becomes who you are.
Low frustration tolerance
Small delays, small mistakes and small obstacles land like large ones.
A slipped deadline gets escalated like an outage. The organisation calibrates to your urgency and then cannot tell the difference between a real emergency and you on a dysregulated day.
Slow recovery
Getting back to baseline after an upset takes hours, sometimes days.
One difficult call at ten in the morning costs the rest of the day. The decisions you make in the tail of it are the ones you quietly reverse a fortnight later.
Rejection sensitivity
Perceived criticism or rejection is felt as genuine pain, not mild discomfort.
A comment that was meant as a small note lands like an attack. You spend the rest of the day building a story about what it really meant, avoid the four-minute conversation that would settle it, and the avoidance costs more than the answer ever would.
The eureka moment
A new idea, a book, a podcast. It arrives with genuine energy behind it, and novelty gets felt as urgency.
You finish the episode on Sunday and by Monday it is the priority, delivered with total conviction. The team quietly parks whatever mattered last month. Do that a few times and they learn to wait you out, so the idea that genuinely matters gets the same shrug as the rest. It reads as inconsistency rather than vision, and the people closest to you stop offering their own thinking, because yours will have replaced it by Thursday.
None of this is a character flaw. You can manage it, harness it, and use it for good.
A healthier relationship with your own wiring.
Not tips. Not timers. We build you a working knowledge of how you run, so you can spot the drift early, interrupt it in the room, and get back to baseline in hours instead of days.
Your two ADHD orbits are hard to separate.
Every leader or manager with ADHD is running two orbits at once: Work and Home. Underneath both sits one question they rarely say out loud. Coaching starts there.
“Help me understand where I am, my ADHD, and how I operate.”
“I will coach you, and give you the knowledge, systems and support you need to achieve this. We can do this.”
Same seat. Same wiring.
I built and sold three companies, and I was diagnosed with ADHD at 49. So when you describe the thing keeping you up at night, I have lived a version of it, and I know what it is like to run a company on a nervous system that arrives at full volume.
You will not be explaining the leadership experience to someone who has only watched it, and you will not be explaining the ADHD part either.
The Orbit OS Diagnostic
Fourteen axes, scored across work and home, that show you where your regulation sits right now and what it points at next. Ten minutes, for your eyes only.
A system we architect together that works.
Six rules for turning a diagnostic into a system you will actually run.
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