A Pollinate Certified Mentor recently shared that they are working with someone with a more and more common form of neurodiversity – ADHD. Here’s what they have added to our knowledge base about mentoring someone who has it.
A Moment of Clarity
It was our third meeting when my mentee finally said it: “I just found out I have ADHD. Honestly, I think I’ve had it my whole life.”
Until that moment, the signs had been there—missed check-ins, a notebook filled with half-started ideas, the occasional mid-conversation tangent that somehow looped back to the original point ten minutes later. I hadn’t judged any of it, but I had been unsure of how best to support her. That moment changed everything—not because I saw her differently, but because I realized I needed to mentor her differently.
ADHD doesn’t show up the same way in everyone, and for adults especially, it’s often invisible until something tips the scales—a new job, a move, burnout, or a candid conversation like the one we had. After that meeting, I went home and started reading. I learned that an estimated 3–5% of the global population is affected by ADHD, though many adults remain undiagnosed. I also learned that with just a few intentional changes, mentoring someone with ADHD can become not only more effective—but more rewarding.
How ADHD Affects Learning and Work
Before diving into mentorship tactics, it’s helpful to understand how ADHD shapes someone’s experience at work, in learning environments, and in relationships.
Time Blindness: Time blindness isn’t just about distraction—it’s about the absence of an internal clock. A person might plan to work from 10 a.m. to noon, only to look up at 12:30 with a sinking feeling of “Where did the time go?” Unlike procrastination, which usually involves consciously doing something else, time blindness can look like zoning out entirely or jumping between five tabs without finishing anything. Tools like digital calendars, time-blocking, and body-doubling* can bring a missing sense of rhythm and accountability into play.
Impulsivity: Impulsivity in ADHD isn’t always about risky behavior. It can also look like emotional reactivity, starting new projects without finishing others, or saying “yes” too quickly. This is often tied to challenges with dopamine regulation. What helps: understanding the pattern (through therapy or coaching), and practicing grounding techniques—like breath work or short pauses—before reacting.
Maladaptive Tendencies: Struggling to adapt to new contexts, tasks, or environments is common with ADHD. Shifting gears mentally can feel like trying to turn a cruise ship. This is why multitasking or back-to-back transitions can lead to overwhelm. Reducing context switching—by blocking out focused time and minimizing interruptions—can help reduce cognitive friction and preserve energy.
Memory and Retention: While people with ADHD can be incredibly sharp, working memory and attention span often don’t cooperate—especially when the task isn’t interesting or emotionally engaging. Visual mnemonics, storytelling, or even setting a tune to a concept can help encode information more effectively. The key is figuring out what sticks—and that takes some experimentation.
Mentoring Someone with ADHD: What Works
As a mentor, you don’t need to become an ADHD expert—but a few mindset and process shifts can make a big difference. ADHD brains are wired for creativity, insight, and passion—but they often need scaffolding to thrive.
Here are three practical tips to mentor someone with ADHD more effectively:
- Co-create structure—but make it flexible. Help your mentee set up a rhythm that works for them: short-term goals, recurring check-ins, and shared tools for tracking progress. Don’t overcomplicate it. A single shared Google Doc with weekly intentions can be more effective than a polished productivity app. And if they miss a week? Don’t assume apathy—assume executive dysfunction, and gently reset.
- Normalize accommodations and model openness. ADHD often comes with shame or a fear of being seen as “less capable.” You can help normalize the conversation. Ask: “What kind of environment helps you do your best work?” or “Would it be helpful to break this goal into smaller steps?” Affirm that adapting the process isn’t special treatment—it’s smart mentoring.
- Celebrate progress, not just results. ADHD can make people feel like they’re always behind, no matter how hard they work. Highlight moments when your mentee made a smart choice, got back on track, or even just showed up despite challenges. These aren’t small wins—they’re signs of resilience.
And now?
That mentee I mentioned earlier? She’s thriving now. Not because she “fixed” her ADHD—but because she stopped trying to mask it. With the right support, tools, and self-awareness, people with ADHD can move from surviving to leading. As a mentor, your role is to help create conditions where neurodiverse minds are not only supported—but seen.
Mentoring someone with ADHD doesn’t require perfection. It requires curiosity, compassion, and a willingness to work with—not against—their wiring. And that kind of mentorship has the power to change lives.
*What Is Body Doubling?
Body doubling is a productivity strategy commonly used by people with ADHD. It involves working alongside another person—either physically or virtually—to help stay focused and on task. The “body double” doesn’t have to participate in the same work; they just need to be present and engaged in their own task nearby.
This works because ADHD brains often struggle with task initiation and sustained attention. Having someone else in the room (or on a video call) creates a subtle social accountability and structure that can override distractions and inertia.
Examples of body doubling:
- Sitting quietly at a café with a friend while both of you work.
- Joining a virtual co-working session (some communities offer these specifically for neurodivergent professionals).
- Scheduling a weekly “work hour” with your mentee where you each tackle your own to-do list in parallel, checking in at the start and end.
It’s a simple tool—but for many, it’s a game changer.
Christy Pettit is Chief Executive Officer and Co-Founder of Pollinate Networks Inc.
For 25 years, Christy has developed new approaches and best practices for agile, effective organizations worldwide. She is an expert on matching people and organizations for applications including knowledge transfer and mentorship programs, flexible virtual and hybrid teams, and productive organizational and business ecosystems and networks.
