October 19, 2025 • 47 mins
In this episode of Cafe con Pam, Pam chats with Megan Brown-Enyia, founder of ADHD at Work, about her journey to discovering her ADHD as an adult—and the impact it had on her life and career.
Megan shares what it was like growing up in a super diverse Rhode Island neighborhood, the complicated feelings that came with her late diagnosis, and why there’s still so much stigma around mental health in Black and Brown communities.
From navigating work and getting (or not getting) diagnosed, to figuring out what accommodations really help (and why everyone’s ADHD looks a little different!), this episode is a must-listen for anyone who’s wondered about ADHD in adulthood, especially women and folks of color. Megan also drops some great resources, tips for self-advocacy, and a sneak peek at her upcoming ADHD workbook.
Check out today's sponsor Savvy Ladies, a nonprofit organization dedicated to helping women like YOU take control of your financial future. They offer free resources, webinars, and my favorite: a free financial helpline where you can connect one-on-one with trusted financial experts. Visit www.savvyladies.org today and connect with the financial helpline to get the personalized support you deserve. Your journey to financial independence starts here.
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To support the show, an easy way to do it is to leave a review. Your feedback definitely helps other listeners connect and see if this is a podcast they could resonate with. To make it easy for you, here are some quick questions to think about when you’re leaving a review:
Megan shares what it was like growing up in a super diverse Rhode Island neighborhood, the complicated feelings that came with her late diagnosis, and why there’s still so much stigma around mental health in Black and Brown communities.
From navigating work and getting (or not getting) diagnosed, to figuring out what accommodations really help (and why everyone’s ADHD looks a little different!), this episode is a must-listen for anyone who’s wondered about ADHD in adulthood, especially women and folks of color. Megan also drops some great resources, tips for self-advocacy, and a sneak peek at her upcoming ADHD workbook.
Check out today's sponsor Savvy Ladies, a nonprofit organization dedicated to helping women like YOU take control of your financial future. They offer free resources, webinars, and my favorite: a free financial helpline where you can connect one-on-one with trusted financial experts. Visit www.savvyladies.org today and connect with the financial helpline to get the personalized support you deserve. Your journey to financial independence starts here.
Check out BMO here
Do you want to support our show and get ad-free episodes? Join our Supporters Club here.
Follow Meghan on all things social:
ADHD at Work Website
Thrive with ADHD Website
Threads
X
TikTok
Facebook Group
YouTube
Freebie: How to regulate your emotions at work
Book Presale
Follow Cafe con Pam on all things social:
Get on the waitlist for Un Verano con Self Love
Subscribe on YouTube
Listen to Cafe con Pam
Take our Calladita Culture®️ Quiz
Get your business on El Mercadito
Learn more about Pam
To support the show, an easy way to do it is to leave a review. Your feedback definitely helps other listeners connect and see if this is a podcast they could resonate with. To make it easy for you, here are some quick questions to think about when you’re leaving a review:
- What do you love about the show?
- What were you expecting before you listened?
- What happened after you listened?
- How would you describe the show to your best friend?
- Social media. Follow @cafeconpampodcast on Instagram and Facebook.
- Learn more about our work and other stories at cafeconpa
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:03):
For Ola Sopum and welcome to our Mercarito, the place
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Your path to financial freedom can start today. Hello everyone,
(02:18):
Welcome back to Kombum, the bi lingual podcast mustrasistorias since Sensurai.
We have conversation with Meghan brown Enya. She's an ADHD coach,
a social worker, and an entrepreneur dedicated to helping women
with ADHD thrive in their careers and businesses. With over
fifteen years of experience in operations, HR and nonprofit nonprofit leadership,
(02:43):
she specializes in executive function strategies, workplace accommodations, and professional development.
As the founder of ADHD at Work, she provides coaching,
courses and lots of resources tailored to the unique needs
of neurodivergent professional entrepreneurs, and of course, working moms. Her
(03:04):
expertise extends to leadership, coaching, career counseling, and creating structured
support systems that empower women to succeed. She's also an
advocate for ADHD awareness and accessibility, frequently speaking at conferences
and developing educational materials, including her Executive Function workbook, designed
(03:24):
to help adhders thrive at work. A natural creator, Meghan
enjoys bringing ideas to life through DIY projects, design and
hands on creative work, channeling her energy into everything from
crafting to building innovative coaching tools. Listeners, this conversation with Meghan,
it might feel short. We covered a ton of things.
(03:47):
I think definitely, I would love to know if you
want Meghan back. I already want to bring Meghan back
because I think we could explore so many topics from
even this conversation that we didn't get to, and so
we talk about a lot of things. I hope you
(04:08):
find at least one nugget. My goal is for you
to always leave with at least one thing that you
can take and improve your life with. And if you do,
I would love it. If you can let me know
whether it's in the comments, if you're on YouTube or
screenshot and give us a shout out on social media
or send me a DM. I love responding to dms.
(04:29):
If it takes me a minute, is because sometimes Instagram
bears your message in all the inboxes that we get.
But when I see it, I promise I respond sine mess.
Here's my conversation with Meghan Brown and Megan welcome to
kVA Compam. So happy to have you.
Speaker 2 (04:50):
Thank you so much for having me. I'm excited.
Speaker 1 (04:54):
Yes. So for the first question we always start COVA
Compam with is what is your heritage?
Speaker 2 (05:02):
So I typically describe my heritage as African American, and
then if I'm at a party that has some cribboned
music on, then I say Jamaican. Okay, one relative for
my one grandfather, my great grandfather that came from the Islands.
That's where my last brown, where that brown came from.
So I will wave a flag immediately, but still kind
(05:28):
of far removed from my Jamaican heritage. Just I do
use it though.
Speaker 1 (05:33):
I love that. So born and Rice in the US
the whole time here, born.
Speaker 2 (05:38):
And raised in Rhode Island.
Speaker 1 (05:40):
Actually, so Rhode Island.
Speaker 2 (05:43):
Yeah, so those that are listening, yes there's black people
in Rhode Island. Yes, I'm yeah, born and raised in
Rhode Island.
Speaker 1 (05:53):
How was it?
Speaker 2 (05:55):
I mean, it's New England, so it's great, I guess.
Speaker 1 (06:00):
I guess for someone who grew up there.
Speaker 2 (06:02):
Yeah, I mean, I mean I love Rhode Island, and
in particular Providence, like not in the out in the suburb.
So Providence was super diverse. I always appreciated that, you know,
growing up there was My neighbor was one hundred percent
Native American Narraganta Indian, and his wife was Puerto Rican.
Across the street was Dominican. Up the street was Cape Verdian.
(06:26):
So there was a really big mix in my neighborhood.
So that's how I that's why I grew up.
Speaker 1 (06:31):
It's a tiny state.
Speaker 2 (06:32):
Now it's the smallest state.
Speaker 1 (06:35):
Yeah, it is the smallest.
Speaker 2 (06:38):
Until DC becomes the fifty first state. Rhode Island is
the smallest state in the country.
Speaker 1 (06:45):
Wow, that's a whole conversation. But let's focus on what
we need to focus on. Brand on brand.
Speaker 2 (06:52):
A lot of movies are actually recorded in Rhode Island,
and people don't know because it was it's so much
cheaper for you know, how they went to record things
out there. But yeah, a lot of movie thass. Rhde Island. Yeah,
it's a great.
Speaker 1 (07:02):
Place because it's like that East Coast Old buildings type
vibe New York.
Speaker 2 (07:11):
I'm sure, oh, absolutely absolutely, you know, first thirteen colonies,
so you know, yeah, representing and hopefully we're making some
new historical changes in this current political climate too. So
we've been doing some we've been doing some things in
Rhode Island. I don't even live there anymore, and I say,
(07:33):
and I haven't lived there in a really long time,
but yeah, no, Rhode Island is making some history. I
think they're the first right now, that the first state
to allow, I want to say, I feel looking up
to quote me exactly, but to allow menopause and syms
of menopause to be a reason to get accommodations at work.
Speaker 1 (07:55):
What. Okay, Rhode Island.
Speaker 2 (07:58):
I love that.
Speaker 1 (08:00):
Yes, did not expect the tiniest state to exactly like that.
Speaker 2 (08:07):
Okay, moves, they're making moves.
Speaker 1 (08:08):
I appreciate it for sure. So Megan, you your business
is ADHD at work?
Speaker 2 (08:15):
Yes, but it didn't.
Speaker 1 (08:16):
Start that way, did not you also were one of
the many people that were diagnosed as an adult with ADHD.
We're here because we are celebrating ADHD awareness months. So
I was told I head of ADHD when I was
nineteen twenty years old, which is technically an adult. The
(08:39):
average age for women is thirty six, which is wild.
Speaker 2 (08:44):
Yeah, I mean, but it not surprising though. Either I
was thirty eight. I know, I don't I.
Speaker 1 (08:51):
Look in the thirty eight now I get twenty six.
Speaker 2 (08:56):
I was diagnosed that. Yeah, I was thirty eight, But
it's not that surprising because just thinking about how much
more knowledge we have about ADHD, how how your brain works,
the accessive people, A lot more people are accessible to
that knowledge. But if we're really like, this is the
this is the process that I had to go through,
especially with because like, once you get diagnosed as a
(09:17):
later adult, you go through what people can describe as
like a grieving process, right, because like you're sitting back
and you're reflecting on your whole life and you're like,
oh my god, so many things could have been different
if I would have known, if I had access to supports,
if I was around the community that welcomed difference, et cetera.
Speaker 1 (09:38):
Right, so much grieving. I went through it in my twenties,
but I see people in their thirties and I'm like, oh,
I'm so sorry. You had like a whole decade afterwards.
Speaker 2 (09:47):
Yeah, people didn't know anything about ADHG. Providers weren't trained
on it. It just wasn't the information wasn't accessible. It
was still I mean, it's still kind of seen as
like the white male issue and so, but it definitely
was like when I grew up in the eighties, eighties
and nineties, like people weren't talking about ADHD and then
(10:08):
be not white. It's also a conversation that happens with
in the home either. And so I mean even as
an adult, when I told my mother that I had ADHD,
She's like, I don't know what she's talking about, and
next subject this nope, okay.
Speaker 1 (10:26):
Well. And also the stigma, I know, like the mental
health thing of like culturally black and brown cultures probably
I don't want to speak for other cultures, but we
have this thing of like we don't like mental health.
Speaker 2 (10:43):
What is this?
Speaker 1 (10:44):
And so anytime you bring something that has to do
with your brain, then they're like, cool, go clean.
Speaker 2 (10:54):
Right, I'm like, okay, so what's for dinner to night.
Speaker 1 (10:56):
I'm like, yeah, but we're not gonna So you went
through this dreaming Pross, You're an adult, you had been
in this work space for over a decade, and then
seeing diagnoses happen for children, for the children that you
were working with, you were like, wait a minute, maybe
I do have ADHD. And then your peers that's what
When I heard this, I was like, this is fascinating
(11:17):
when yours like, obviously you do, and you were like, wait,
you all knew. It was one of those things like
everyone knew about you.
Speaker 2 (11:27):
Exactly. So I'm working for early childhood SPECIALID programs, working
with providers, psychologists, social workers. I mean, I went and
I have my master's in social work, so I went
through a social work program without diagnosis, right. But it
just goes to show you that nobody knew about this,
and there wasn't a lot of awareness around how the
(11:49):
difference in the ways that your brain is wired are
going to impact you in your own and however you
define success in work, in school, and in life, et cetera.
But now with the increased awareness, you have access to
so many more resources. But regardless if you're still newly diagnosed,
you're still may go through this greeving process and that
(12:10):
takes time for sure.
Speaker 1 (12:13):
So your peers are like, of course, Megan, you have
an ADHD. So you go through the process, you get
a diagnosis. Yes, then your life is like wait, so
because this is true, looking back, everything could have been different,
but it isn't. So that's where the growing process comes in.
How did you deal with it?
Speaker 2 (12:33):
I mean I could, God, I did all. I did
all the things. I got married, I could my job,
I did all, I got a new one. All of
a sudden, I became like a champion for ADHD. And
I mean that was that was how I dealt with it,
because almost all But it helps to understand too that
I was already in this position of advocacy, right like
(12:55):
I'm advocating, I'm advocating for children. I've been advocating for
or black of brown communities for my entire pre professional career,
like since I was a teenager, right, and so advocacy
wasn't something that was new to me. And so then
when I realized that I had ADHD, it was like, oh, well,
(13:18):
now I'm no longer like now I can figure out
the tools and the resources that are going to allow
me to keep myself sane and to not feel burnt
out and to not drain the lives of people around me.
And I can do something about it, right, I can
get I can I can get access to support, and
(13:41):
so why not tell other people how to do that too?
Speaker 1 (13:45):
M M. I love that. So your certified ADHD coach.
Speaker 2 (13:50):
Yeah, I am a certified I did not specifically just
because I did not specifically get a certification as an
ADHD coach for a variety of different reasons. I don't
know if you want to get into that here, but.
Speaker 1 (14:02):
However, we've talked about it briefly. But but you have
in a way the specialty.
Speaker 2 (14:10):
Yes, absolutely, so I did the training around ADHD. But
the way that coaching programs are set up, there's multiple
different ways that you can get access to the qualifications
that you need in order to practice as an ADHD coach, right,
And so I mean, but there's also a lot of
ADHD coaches that do not get any type.
Speaker 1 (14:32):
Of training, right, They just have ADHD and they're like,
I know how to deal with you.
Speaker 2 (14:37):
Right, And that's not the case, like it, I mean,
I have my MSW. I also have been practicing in
education for a really long time. I have certifications in HR.
I do have a certification specifically in coaching, and then
an added knowledge and experience and coursework in ADHD as well.
Speaker 1 (15:01):
Yeah, this is why I don't people come to me
and they're like, do you do ADHD coaching, And I'm like, no,
I'm a life coach, double certified. I'm a clinical if
D practitioner. Like I bring all of the other things,
but I don't ever talk about specifically ADHD even though
I have it. I've been dealing with this for decades.
(15:22):
But I know there's like different things that you can
because not every brain is created equal. So just because
things work for me doesn't mean that things will work
for you or whoever else exactly.
Speaker 2 (15:34):
And then, you know, especially if people are looking for
ADHD coaches, it's important to be able to ask some
of those questions around their qualifications and their experience when
they start to use the terminology of ADHD coach. It's
I mean even coaching in general, to be honest, but
(15:55):
you know, I mean I have decades of like managing
and leading people and have research day and also like
you know, I know, one, I know how to read
a research article.
Speaker 1 (16:07):
Yes, let's start there, right.
Speaker 2 (16:11):
Because a lot of people that like to quote research
articles list I read this in research. I'm like, okay,
but do you actually know how to effectively read a
research article? You don't know what this, this, this, and
that means? Then I don't want to. I'm not interested
in your interpretation if I'm being honest.
Speaker 1 (16:27):
Totally Okay, So let's let's know. For the people listening,
and they're like, all right, you know, there's a lot
of things now that are very like undiagnosed but probably
right or you know, what is it? The there's t
shirts that people have made that are like not a
not diagnosed but pretty sure or something like that. Oh yeah,
(16:49):
so you know, but for the people that are like
maybe or many many cases the parent that their kid
got diagnosed, and they're like, wait a minut in it.
Mm hmm, there's things here. What is the first thing
you would recommend? So grief we talked about it, Yeah,
(17:11):
yourself to grieve the reality of it.
Speaker 2 (17:13):
Yeah, so this is like post diagnosis or pre diagnosis,
pre diagnosis if you're it's pre diagnosis, especially because you
know with women, yes, That's what happens a lot, right Like,
your kids get diagnosed formally and you're like, oh wait,
this kid is just like me, yes, most like, I mean,
ADHD is genetic, just like other different areas of neurodiversity,
and there's a genetic component in all of it, regardless
(17:35):
of what. Let me say, the truth is this genetic
component and everybody that works in this place knows this.
And and so it's if you are having that you know,
stick a shock. Is that what it's called a sticker
shock experience diagnosed one. I mean, as a parent, you
(17:57):
tend to kind of prioritize your kids needs over your
own naturally, but this is one of those moments. It's like,
get this, pay attention to the services and the communication
that is happening with your kid when it comes to
this practice and getting access to supports within the ADHD space,
and see and then assess your own level of comfort
(18:19):
with trying things out for yourself and seeing if there's
a way for you to access support services for yourself too.
If things are starting to feel really familiar, right like,
it's it's it's a very vulnerable space, right like, especially
when you see your kids like a lot of the
times your kid is also a little bit older too
(18:41):
when they're getting diagnosed, and so they're going through that process.
You're going through that emotional transition with them, and then
you know when they go to sleep. Now you're like that,
now you finally have time to reflect and you're like,
wait a minute, what about me? So you're you know,
find a safe space to be able to communicate your concerts,
your challenges, your your questions, and you know a lot
(19:04):
of coaches are available go to if you have access
to a psychiatrist, if you have access to a therapist,
being able to reach out and answer some questions. I
mean clients have come to me and said, I just
chat repet did and I'm definitely definitely have ADHD. I'm like,
if it helps inspire you to go with a clinical professional,
(19:27):
then that's fine. But if chat rept is not a
clinical diagnosis, if it helps answer a couple of questions
that you can take with you to see somebody that
is specialized in this field, then do that.
Speaker 1 (19:42):
So we're still talking pre diagnosis. Now let's talk accessibily.
So not everyone has access to a psychiatrist to paint
for the testing. It's expensive if you don't have an entrance,
it's like the whole thing. And so what would you
say to people that are like, well, not diagnosed but
(20:03):
pretty sure and I don't have the means to get
a diagnosis because you ADHD at work you often work
with people in accommodations. Do they absolutely need a diagnosis
in order to get accommodations at work?
Speaker 2 (20:18):
So I'm gonna answer a couple of things. So One,
to get access to medication to support your ADHD, you
need an official diagnosis somebody licensed that that provides these services.
But to get other types of support like coaching, accountability
(20:44):
support groups, you do not have to have a diagnosis
for that. And and so that's you know, it's not
the medicinal ways in order to be able to access
supports for ADHD, but it can help with creating structures
and meds don't actually correct all of some of the
(21:05):
challenges that should experience one hundred percent anyway, And so
usually you know, the best combination is therapy, coaching and medication,
is what they will say. And so if you still
have access and then people don't take a lot of
adhds don't actually take meds as well. For a variety
of reasons like i'm I'm I'm unmedicated ADHD and you
(21:27):
know when I and that's the whole other conversation. But
I won't go down that rabbit hole.
Speaker 1 (21:33):
We have so many podcasts to record.
Speaker 2 (21:38):
But to go back to your original questions in terms
of accessing supports from your workplace, so to go through
the formal accommodations process, they will ask you if you
have a qualifying disability, and so it's either yes or no.
Speaker 1 (21:54):
And now what partless of the state or does it vary?
Speaker 2 (21:57):
No, it's federal, so it doesn't it doesn't. It doesn't
matter on the state. But it doesn't matter in the
state in terms of your ability to access the combinations.
But the federal law is around requires employers that have
fifteen or more employees to be able to access accommodations.
(22:18):
And so if you have under the federal law, but
then individual states have their own laws and I can.
I'll send you a link. Actually I didn't send you this,
but I'll send you a link that tells you what
the qualifying numbers are for each state in the United States.
Speaker 1 (22:33):
Okay, so we'll have it in the show notes.
Speaker 2 (22:34):
Oh yeah, I'll send you that link, because some states
just mirror what the federal government says in terms of
fifteen or more employees, and then other states that are
a little bit more progressive. We'll say two, if you
have two employees and you need to follow ADA, the
American Disabilities and that's across disability, right, and so so
it kind of just it depends there in terms of
(22:56):
who has access to the ADA. But if you do
have access to the ADA and you're looking for accommodations,
you have to have a qualifying disability. So I would
argue that you do need an official diagnosis. However, how
you communicate that to your employer doesn't have to be like,
I have ADHD and you need to provide me accommodations.
(23:17):
How you do it? I use it. I have a
qualifying disability that I and I would like you to difference.
And then they will give you some paperwork to have
your doctor fill out.
Speaker 1 (23:27):
Okay, so you do have to in a way proven.
Speaker 2 (23:31):
It kind of depends, honestly. So a majority of the
HR departments will send you documentation. So if you that
you need to get filled out by an official provider,
so psychiologist, but I've also completed this idea accommodation paperwork
too for clients and that has been accepted and so
(23:51):
so your ADHD colts can do it as well.
Speaker 1 (23:53):
But nice, that's relieving.
Speaker 2 (23:57):
Yes, but you do. I would I have seen it
more beneficial for having the combo of the psychiatrist that
has diagnosed you with ADHD and if you're working with
the ADHD coach to fill up that paperwork together, to
be able to really get you specific accommodations that are
going to really help you with the work that you're
(24:19):
doing for you, like at your employer, with your job,
because everybody is doing something different and so you can
really personalize it versus like a psychiatrist isn't going to
know the ins and outs and not they're not even
have a conversation you do, honestly about the ins and
outs of your position. To be detailed is going to
be very general. But with if you're working with somebody
(24:39):
like me, you can get very specific accommodations.
Speaker 1 (24:45):
So what would acommodations look like? So how does one
know that they would thrive with accommodations? Because the thing
is we've been masking in the workforce for so long
that I think a lot of people don't even realize
the difference. So for me working from home, it made
(25:05):
such a difference every time I would work from home,
Like even when I was in corporate. Let's just even
say when I was traveling for work and I worked
for my hotel, I would get so much shit done
versus when I was in the office. There were so
many distractions and people would walk by my desk and
ask me a thousand questions. I could never literally I
(25:27):
would take work home because all day I would just
be chit chatting with everybody and just trying to focus.
But that's me, right, How does one know that a commodation,
like what accommodations would look like for them? And like
we can make it short because an interesting time.
Speaker 2 (25:46):
I mean, So to answer our first question, I would
argue that you will thrive when you have access to
accommodations and strategies and support to help you navigate what
it's like to work with your ADHD in the world
around you. And so I would argue that one hundred percent.
And in terms of understanding what a commodation, so this
(26:08):
is how I work with my clients, in terms of
trying to determine what accommodations would be helpful for you.
Is like one, identify what your executive function strengths and
weaknesses are, weak executive functions are, and so basically understand
how your brain works, and then take a look at
what your essential and non essential job functions are. And
so under the under the law, you have to you
(26:31):
have to be able to complete your essential job functions.
So the reason why your job is created with without support,
with without accommodations, So basically have to do your job right.
You have to be able to do your job. And
so it's one how does your brain work? Too? What
is it that you're doing? So what are the essential
and non essential job functions and the essential ones the
(26:52):
ones that really matter. And it also positions you to
really have a hard conversations with your supervisors around what
it is that you're doing doing because you know anybody,
everybody goes to work with one position description and then
day one they're doing something that's in one line on
that and then now this all of a sudden, it's
deemed essential and it's like, what are you talking about?
(27:13):
And so it's really having a really clear conversation about
what those essential job functions are and so with that data,
you're able to identify where are the areas that you're
struggling and why, And then what does your work environment
look like? Are you in an office, you're not in
an office? What are your office policies? And like do
(27:35):
they have policies around working from home and not working
from home or working from anywhere? Really? And then you
know what are their tech what are the AI policies,
and so having a conversation about what is the environment
that you're working with, right, Like do you do they
have do you have access to change the lighting in
your space? Right? And so it's little things like that
(27:58):
where it's really getting nitty gritty, and so I guess
what those what you're experiencing, and then what those challenges
are so that you can build and accommodations and strategies
to make it work. And not employers don't they don't
have to provide everything, right, there's a subset of things
that you can just do yourself. Also, like you can
(28:21):
you can use the fluorescent lights or you can turn
them off and bring in lighting that's a little bit softer.
And so do you want to talk to maineness, do
not want to talk to mainenans and so like that
also becomes a part of the conversation, Like I dealing
with those service requests just is going to send you
on an emotional spiral. Then what are some ways that
(28:42):
we can just still provide, like make sure that your
needs are met, but without triggering you even more?
Speaker 1 (28:49):
Right, And this is why I think it's important to
have a coach, because then they can come back to
you and be like, you're not gonna believe what they said,
and having eighties myself, I otherwise I would just overthink
mm hmm or be like, you know what, this is
not worth it. It's more painful than helpful, so I'm
just not going to do it. But then having someone
(29:11):
like you as an advocate to be like, wait a minute,
maybe they don't want to change the fluorescent lights completely,
but what about asking them to turn them off? And
then you bring a lamp, you know, like those things
that people may just not think about. This is why
asking for support is important.
Speaker 2 (29:26):
Yeah, and then during coaching too, you can we can
talk about what resources you do have access to, right,
Like you know, our brains are just to focus onto
the negative anyway, And then we go on say I
don't have And then it's like worth ADHD is very
all or nothing, thinking I don't have access to anything
any resources, And it's like, well, let's talk about how
true that statement really is, right, and let's list what
the resources do you do have access to and see
(29:49):
how we can better use them. So, do you have
access to a project management software? Yes? Do you know
how to use it?
Speaker 1 (29:56):
No?
Speaker 2 (29:56):
So you can offer accommodation around training to access training
so that you can better utilize the system to keep
yourself a little bit more organized, right, and so things
like that.
Speaker 1 (30:08):
So thinking about the things that we're not thinking, right
and stop overthinking.
Speaker 2 (30:14):
Mm hmm I love that.
Speaker 1 (30:18):
So we talked about diagnosis, We talked about accommodations. If
those happen, what about for entrepreneurs? Now for the people
that work for themselves, So, how do they give themselves accommodations?
Speaker 2 (30:35):
Yeah, So one, if you're an entrepreneur, you know that. Again,
depending on what state you're in, you also need to
provide account You may need to provide accommodations to your
own supports app. But if you're working for you, if
you're working for yourself, you still have to go through
the same process. You need to go through the process
of what are my strengths, what are my weaker executive functions?
(30:56):
What is it that I'm doing? What resources do I
have access too that I can utilize? And how? And
then what and then like really where am I struggling?
And having a real honest conversation with themselves about those
challenges so that we can put in strategies to make
it work, and and and reflecting on what, like you
(31:19):
weren't born well some people are, right, Like some people
just walk into entrepreneurship and never had a night divide, right,
But those that didn't, like myself, where were You're? Where
were Where were you struggling in the nine to five
space that you still may be struggling with as an entrepreneur.
(31:40):
And the other thing with ADHD and entrepreneurship, like you
you're doing it because there's some passion that that you're
something that you're really passionate about, and that's where your
hyper focus is right now, right, and so that's the
thing that you really want to be doing. But then
knowing as a business owner, you have a whole laundry
list of others to do and most likely all the
(32:07):
things that make your face scrunch up or those things
that you just tend to avoid are probably the areas
that are taxing your weaker executive functions and that you
can that you can't stand doing. And so then those like,
if you're looking for a go to list, start with
the ones that you are avoiding and start with the
(32:28):
ones that just keep you up and I or just
blow your eyes on it, right, And so those are
the tasks that are probably taxing your weaker executive functions
and the ones that you hate doing. And so if
you're looking for a starting place for strategies and accommodations,
start with that.
Speaker 1 (32:47):
So you've talked about finding your executive function, So how
does one figure out what their strengthen their executive function is?
Speaker 2 (32:56):
So I use an assessment by Jane Dawson and Richard
I'm not sure one hundred percent sure if I'm pronouncing
the same right, but against with the G and they
have a book called Smart but Scattered, and they have
their Executive Functioning Assessment in that book and it's I mean,
it's just google peg Dawson Executive Functioning Assessment and it's
(33:16):
all over the internet. It's a free resource. She's like,
she's fine with everybody using it. It's on my if
you're looking for a copy of it, if you don't
want to Google and you want to make sure it's
the right one. I have it listed on my website.
You can use it there with my clients. I do
I have. I just have an Excel version of it.
So who's going to go through the question to just
autom you know, auto.
Speaker 3 (33:35):
Populates twenty five questions. I think it's thirty it should
be thirty six, thirty six correct. It's on a rating
scale of one two seven, and it gives you different
questions like do you like which ones resonate with you?
The nice thing I I If people want to do
it before they see me.
Speaker 2 (33:55):
Then that's one thousand percent totally fun. Like if you
want to do it on your own, absolutely, I did
it on my own. When to me and my husband
do what I make? Everybody do it?
Speaker 1 (34:02):
Right?
Speaker 2 (34:02):
And so it just helps me better communicate with people
like okay and not and not helps me release judgment
when I when I understand like how this is just
how your brain is wired. And there's things that you
can sure to help improve some of those different executive
function and weaknesses. Right, But if you're doing it, like
(34:24):
I enjoy doing it with my clients because you get
a lot of other information when they're answering the questions
that help me help them better identify what strategies and
supports who'd be able to help. Also, I will call
you out if everything is neutral, so like you're answering
(34:47):
everything for and be.
Speaker 1 (34:48):
Like oh well sometimes.
Speaker 2 (34:50):
Yeah, right, And so it's really being able to push
people to be like, Okay, let's have a real conversation
about this because not everything is neutral.
Speaker 1 (34:58):
Yeah, I agree. I think this assessment is really helpful
because it also shows that not every brain is created equal.
Every ADHD brain is greated, Like even neurotypicals are not
created equal, you know, like not every ADHD person is equal.
Speaker 2 (35:15):
Yeah, everybody has a brain, and everybody has stronger and
we give executive functions. You know. Where I struggle when
it comes to especially with a navigating ADHA work of
just navigating work in the first place, Like in my
background on HR and just people management and people dynamics,
is that a lot of positions, Like I read positions
(35:36):
descriptions now and I'm like, who is this person? Like
this person you're expecting this person to have every single
last one of their executive functions to be at one
hundred and ten percent. Right, that's not even a thing
for anybody, neurodiversal or not. And so it's interesting what
(35:56):
people prioritize as it relates to tasks that needs to
be completed and what these essential job functions are and
how brains are actually wired for.
Speaker 1 (36:08):
Sure, what would you say to maybe people might have
some shame around, like do I want to talk about
it because does that make me whatever?
Speaker 2 (36:19):
Yeah? I think a lot of people can sometimes get
caught up with the label, you know, being put in
a category, or don't feel the need to kind of
talk about it all of the time, which is fair.
I love talking about I'll wear a teacher that say listen,
I have ADHD and it is what it is, same,
(36:45):
But I think you know there's a people at a
different level of acceptance when it comes to their own diagnosis.
Then you know people don't necessarily want it to define
them also, and so I respect everybody's journey, right, Like
if you don't if you don't want to have a
conversation about it, you don't have to. But I will
(37:06):
tell you that it's going to impact you until regardless
if you talk about it or not, you're going to
feel the impact of it.
Speaker 1 (37:12):
Mm hmmm.
Speaker 2 (37:13):
And so if you don't want to talk about it,
we can just talk about the impact without using the language.
But it's going to impact you because we live in
a world that's not designed for difference. Yes, period, and so.
Speaker 1 (37:27):
So many layers there, right, and so but.
Speaker 2 (37:30):
I mean the shame part comes up. I mean, you know,
at ADHD, we tend to feel shame in a lot
of reasons, and a lot of it is because we're
we have to unlearn so many things, like we should
be to be able to do this. We should and
you know the dreaded word consistency, right, like and I
(37:52):
should be able to do this every day at six o'clocks. Why, like.
Speaker 1 (37:58):
Why, well, especially women canse hormone levels shift, like there's
so much.
Speaker 2 (38:04):
Right, Like women in general cannot do everything at the
same day. Like it's but depending on the time of
the month, Like we have our home wars.
Speaker 1 (38:11):
Are all over the place already plus ADHD, right.
Speaker 2 (38:16):
And then plus sleep deprivation, and you add work stress
and managing families are giving like all of that, Like
it's life is hard enough but we don't need to
put the extra pressure on ourselves. Yes, because we're trying
to meet some standard that wasn't even didn't help us
(38:38):
in mind when it's created and the standard is not
even the standard, that's the other thing.
Speaker 1 (38:44):
That's the other thing. Standard was created by a man
who had all the support.
Speaker 2 (38:51):
Right.
Speaker 1 (38:54):
Okay, so we're running out of time, but I want
to thank you for coming to them and sharing all
the things. Definitely will bring you back for more because
there's so many things. The last few questions, do you
have a remedy you want to share?
Speaker 2 (39:11):
So that's so interesting because I was I was thinking
about what a remedy is that in terms of my
own family, right, So there's I think there would be
two things. One, always have plants around m M. Just
having access to greenery like everybody has plants like and
(39:34):
and then and taking piece of those plants from your
from your family or from your loved ones as well,
and just to regrow them within your own space. I
think this is something powerful about that, about that experience.
And then that I'll say that's probably the big thing
to pass on. And then I would say the other thing,
(39:54):
you know, I think there's a remedy that I am
starting with myself and my generation moving forward is accessing
the supports that you need well, identifying what those needs are,
and then accessing supports and not using coping mechanisms that
aren't actually helping you.
Speaker 1 (40:15):
Oof so much to unpack there, but we'll leave it
at that, all right. I love that, And so we're
gonna you're the first guest. Actually that's getting the new
ending questions? Joe, what question did your inner child wonder
that you can answer?
Speaker 2 (40:36):
Now? My inner child always wondered if there was somebody
that would listen to me. Mmm. I think that's something
that my inner child always wants to know, Like, is
there somebody that will truly actually listen to me and
(40:59):
paid close attention to my needs? Right?
Speaker 1 (41:02):
Like? Yeah, yeah, hell, yes, yes, don't you?
Speaker 2 (41:06):
Is there.
Speaker 1 (41:08):
What connects you to remain character energy? And what connects
you to your main character energy?
Speaker 2 (41:16):
What connects me to remain character energy?
Speaker 1 (41:20):
Mm hmmm. Like when you're the truest version of you,
without masking, without looking for approval, you show up and
your your whole self. How do you know you're there?
Speaker 2 (41:33):
That's a good question. I don't know if I have been.
Speaker 1 (41:36):
There all right for that next time, come back with
an answer.
Speaker 2 (41:44):
Yeah, I don't know if I have been there. I
think that there's been moments, but they're so short lived
because just the world that you like, I feel like
just the world that I live in wires me to
mask for at least five.
Speaker 1 (42:06):
That's deep.
Speaker 2 (42:08):
But I also feel like, but I feel like I
do have I have gotten to a place where masking.
Speaker 1 (42:14):
Is intentional strategic.
Speaker 2 (42:17):
Yeah, it's very strategic and so and I think that's
that's different than feeling like I have to mask.
Speaker 1 (42:25):
I agree, I agree. Strategic.
Speaker 2 (42:27):
Yeah, So like now I'm at the place where I
strategically mask, and so that's that's different.
Speaker 1 (42:35):
Love that last question, what's on your desk that keeps
you grounded?
Speaker 2 (42:50):
I'm looking over at my desk, now, I don't know,
to be honest, Well, I mean I have some So
my desk has a glass top, and it had some
space underneath the glass top where I can put like
affirmations or just other words of wisdom or pictures of things,
(43:12):
and so I do try to keep like a couple
of things that just visibly remind me and ground and
ground me and my truth under the glass top. Sometimes
it gets covered by clothes, and so then I'm like, okay,
I can't seems anymore. It's time to clean. But I
do like to keep items in there that, you know,
(43:36):
remind me of good moments or good thoughts or just
gave my own brilliance that kind of thing.
Speaker 1 (43:42):
Yes, I support that well, Megan. Thanks so much for coming,
Tom this was awesome. Let's bring you back. Yes, and
you can find a series. Yeah, make it thematic. All right,
we'll have a good day. Thank you so much.
Speaker 2 (43:58):
Thank you.
Speaker 1 (43:59):
Wait wait, wait, I haven't asked you tell us all
the places and spaces where we can find you.
Speaker 2 (44:04):
Oh oh, so you can find that Instagram at ADHD
at work. I'm also on LinkedIn with my name Megan
Brown Enya and I happen to actually it's adshuwareness one.
So I am doing at Instagram live every day at
ten thirty am Eastern and every weekday, so Monday through Friday,
with a variety of topics. I did this last year
as well, and so you can catch the replace on
(44:24):
YouTube or on LinkedIn. But I'm live streaming on Instagram
and LinkedIn every day at ten thirty am, so catch
me there. Also my website adhd at work dot co
dot com cod and I'm probably there the most on
Instagram and LinkedIn right now. But I also do have
a random TikTok page as well, but it's all ADHD
(44:46):
at work, so it's.
Speaker 1 (44:47):
Pretty yach and we have it all linked in the shinnoes.
Speaker 2 (44:50):
Yeah, yep. And I have a book coming out too
as a work I do have a work book coming out.
It should be on Amazon soom, but I do have
a pre sale going on and it is an executive
functioning workbook around thriving at work with ADHD. So everything
that I talked about today, it gives you the opportunity
to do some of that self coaching yourself in your
own time, in your own space if you feel like
(45:11):
you need that privacy and you're not ready to have
that conversation with a coach, or you can bring it
with you to a coaching session and we can kind
of walk through the stress that help you get from
point A to point B.
Speaker 1 (45:24):
Love that all right, We'll have all of that in
the show notes. Yes, amazing, Thank you so much for
coming to thank you. Okay, listeners, so that was my conversation.
I mean, listen, I know we shared a lot of things.
(45:45):
I feel like we were unmasked for a big portion
of the call, which you can see our brains totally
like going into it. However, I do think we did
a good job kind of like staying on track. So
I would love to know your thoughts. And like I
said at the beginning, if you want to bring or
(46:06):
if you want me to bring make him back, I
would love to. I just send me some questions we have.
Every episode we have, we drop a link where you
can send listener questions. If you want to remain completely anonymous,
you can do that. So there are ways for you
to tell me what you want without me knowing who
you are, and so you can drop also listener questions.
(46:28):
We have the link below in the show notes or
in the show notes on the website. Off your listening
to the podcast on a podcast platform, you wanna thank
you so much for being here. I hope you enjoyed
this episode. I'll see you next time. Sankompams created by
our small mighty team. Content production by Nancy Himis, podcast
(46:51):
management by Maru Lenardin social media and marketing by Brenda
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(47:12):
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(47:34):
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Your path to financial freedom can start today. Hello everyone,
(02:18):
Welcome back to Kombum, the bi lingual podcast mustrasistorias since Sensurai.
We have conversation with Meghan brown Enya. She's an ADHD coach,
a social worker, and an entrepreneur dedicated to helping women
with ADHD thrive in their careers and businesses. With over
fifteen years of experience in operations, HR and nonprofit nonprofit leadership,
(02:43):
she specializes in executive function strategies, workplace accommodations, and professional development.
As the founder of ADHD at Work, she provides coaching,
courses and lots of resources tailored to the unique needs
of neurodivergent professional entrepreneurs, and of course, working moms. Her
(03:04):
expertise extends to leadership, coaching, career counseling, and creating structured
support systems that empower women to succeed. She's also an
advocate for ADHD awareness and accessibility, frequently speaking at conferences
and developing educational materials, including her Executive Function workbook, designed
(03:24):
to help adhders thrive at work. A natural creator, Meghan
enjoys bringing ideas to life through DIY projects, design and
hands on creative work, channeling her energy into everything from
crafting to building innovative coaching tools. Listeners, this conversation with Meghan,
it might feel short. We covered a ton of things.
(03:47):
I think definitely, I would love to know if you
want Meghan back. I already want to bring Meghan back
because I think we could explore so many topics from
even this conversation that we didn't get to, and so
we talk about a lot of things. I hope you
(04:08):
find at least one nugget. My goal is for you
to always leave with at least one thing that you
can take and improve your life with. And if you do,
I would love it. If you can let me know
whether it's in the comments, if you're on YouTube or
screenshot and give us a shout out on social media
or send me a DM. I love responding to dms.
(04:29):
If it takes me a minute, is because sometimes Instagram
bears your message in all the inboxes that we get.
But when I see it, I promise I respond sine mess.
Here's my conversation with Meghan Brown and Megan welcome to
kVA Compam. So happy to have you.
Speaker 2 (04:50):
Thank you so much for having me. I'm excited.
Speaker 1 (04:54):
Yes. So for the first question we always start COVA
Compam with is what is your heritage?
Speaker 2 (05:02):
So I typically describe my heritage as African American, and
then if I'm at a party that has some cribboned
music on, then I say Jamaican. Okay, one relative for
my one grandfather, my great grandfather that came from the Islands.
That's where my last brown, where that brown came from.
So I will wave a flag immediately, but still kind
(05:28):
of far removed from my Jamaican heritage. Just I do
use it though.
Speaker 1 (05:33):
I love that. So born and Rice in the US
the whole time here, born.
Speaker 2 (05:38):
And raised in Rhode Island.
Speaker 1 (05:40):
Actually, so Rhode Island.
Speaker 2 (05:43):
Yeah, so those that are listening, yes there's black people
in Rhode Island. Yes, I'm yeah, born and raised in
Rhode Island.
Speaker 1 (05:53):
How was it?
Speaker 2 (05:55):
I mean, it's New England, so it's great, I guess.
Speaker 1 (06:00):
I guess for someone who grew up there.
Speaker 2 (06:02):
Yeah, I mean, I mean I love Rhode Island, and
in particular Providence, like not in the out in the suburb.
So Providence was super diverse. I always appreciated that, you know,
growing up there was My neighbor was one hundred percent
Native American Narraganta Indian, and his wife was Puerto Rican.
Across the street was Dominican. Up the street was Cape Verdian.
(06:26):
So there was a really big mix in my neighborhood.
So that's how I that's why I grew up.
Speaker 1 (06:31):
It's a tiny state.
Speaker 2 (06:32):
Now it's the smallest state.
Speaker 1 (06:35):
Yeah, it is the smallest.
Speaker 2 (06:38):
Until DC becomes the fifty first state. Rhode Island is
the smallest state in the country.
Speaker 1 (06:45):
Wow, that's a whole conversation. But let's focus on what
we need to focus on. Brand on brand.
Speaker 2 (06:52):
A lot of movies are actually recorded in Rhode Island,
and people don't know because it was it's so much
cheaper for you know, how they went to record things
out there. But yeah, a lot of movie thass. Rhde Island. Yeah,
it's a great.
Speaker 1 (07:02):
Place because it's like that East Coast Old buildings type
vibe New York.
Speaker 2 (07:11):
I'm sure, oh, absolutely absolutely, you know, first thirteen colonies,
so you know, yeah, representing and hopefully we're making some
new historical changes in this current political climate too. So
we've been doing some we've been doing some things in
Rhode Island. I don't even live there anymore, and I say,
(07:33):
and I haven't lived there in a really long time,
but yeah, no, Rhode Island is making some history. I
think they're the first right now, that the first state
to allow, I want to say, I feel looking up
to quote me exactly, but to allow menopause and syms
of menopause to be a reason to get accommodations at work.
Speaker 1 (07:55):
What. Okay, Rhode Island.
Speaker 2 (07:58):
I love that.
Speaker 1 (08:00):
Yes, did not expect the tiniest state to exactly like that.
Speaker 2 (08:07):
Okay, moves, they're making moves.
Speaker 1 (08:08):
I appreciate it for sure. So Megan, you your business
is ADHD at work?
Speaker 2 (08:15):
Yes, but it didn't.
Speaker 1 (08:16):
Start that way, did not you also were one of
the many people that were diagnosed as an adult with ADHD.
We're here because we are celebrating ADHD awareness months. So
I was told I head of ADHD when I was
nineteen twenty years old, which is technically an adult. The
(08:39):
average age for women is thirty six, which is wild.
Speaker 2 (08:44):
Yeah, I mean, but it not surprising though. Either I
was thirty eight. I know, I don't I.
Speaker 1 (08:51):
Look in the thirty eight now I get twenty six.
Speaker 2 (08:56):
I was diagnosed that. Yeah, I was thirty eight, But
it's not that surprising because just thinking about how much
more knowledge we have about ADHD, how how your brain works,
the accessive people, A lot more people are accessible to
that knowledge. But if we're really like, this is the
this is the process that I had to go through,
especially with because like, once you get diagnosed as a
(09:17):
later adult, you go through what people can describe as
like a grieving process, right, because like you're sitting back
and you're reflecting on your whole life and you're like,
oh my god, so many things could have been different
if I would have known, if I had access to supports,
if I was around the community that welcomed difference, et cetera.
Speaker 1 (09:38):
Right, so much grieving. I went through it in my twenties,
but I see people in their thirties and I'm like, oh,
I'm so sorry. You had like a whole decade afterwards.
Speaker 2 (09:47):
Yeah, people didn't know anything about ADHG. Providers weren't trained
on it. It just wasn't the information wasn't accessible. It
was still I mean, it's still kind of seen as
like the white male issue and so, but it definitely
was like when I grew up in the eighties, eighties
and nineties, like people weren't talking about ADHD and then
(10:08):
be not white. It's also a conversation that happens with
in the home either. And so I mean even as
an adult, when I told my mother that I had ADHD,
She's like, I don't know what she's talking about, and
next subject this nope, okay.
Speaker 1 (10:26):
Well. And also the stigma, I know, like the mental
health thing of like culturally black and brown cultures probably
I don't want to speak for other cultures, but we
have this thing of like we don't like mental health.
Speaker 2 (10:43):
What is this?
Speaker 1 (10:44):
And so anytime you bring something that has to do
with your brain, then they're like, cool, go clean.
Speaker 2 (10:54):
Right, I'm like, okay, so what's for dinner to night.
Speaker 1 (10:56):
I'm like, yeah, but we're not gonna So you went
through this dreaming Pross, You're an adult, you had been
in this work space for over a decade, and then
seeing diagnoses happen for children, for the children that you
were working with, you were like, wait a minute, maybe
I do have ADHD. And then your peers that's what
When I heard this, I was like, this is fascinating
(11:17):
when yours like, obviously you do, and you were like, wait,
you all knew. It was one of those things like
everyone knew about you.
Speaker 2 (11:27):
Exactly. So I'm working for early childhood SPECIALID programs, working
with providers, psychologists, social workers. I mean, I went and
I have my master's in social work, so I went
through a social work program without diagnosis, right. But it
just goes to show you that nobody knew about this,
and there wasn't a lot of awareness around how the
(11:49):
difference in the ways that your brain is wired are
going to impact you in your own and however you
define success in work, in school, and in life, et cetera.
But now with the increased awareness, you have access to
so many more resources. But regardless if you're still newly diagnosed,
you're still may go through this greeving process and that
(12:10):
takes time for sure.
Speaker 1 (12:13):
So your peers are like, of course, Megan, you have
an ADHD. So you go through the process, you get
a diagnosis. Yes, then your life is like wait, so
because this is true, looking back, everything could have been different,
but it isn't. So that's where the growing process comes in.
How did you deal with it?
Speaker 2 (12:33):
I mean I could, God, I did all. I did
all the things. I got married, I could my job,
I did all, I got a new one. All of
a sudden, I became like a champion for ADHD. And
I mean that was that was how I dealt with it,
because almost all But it helps to understand too that
I was already in this position of advocacy, right like
(12:55):
I'm advocating, I'm advocating for children. I've been advocating for
or black of brown communities for my entire pre professional career,
like since I was a teenager, right, and so advocacy
wasn't something that was new to me. And so then
when I realized that I had ADHD, it was like, oh, well,
(13:18):
now I'm no longer like now I can figure out
the tools and the resources that are going to allow
me to keep myself sane and to not feel burnt
out and to not drain the lives of people around me.
And I can do something about it, right, I can
get I can I can get access to support, and
(13:41):
so why not tell other people how to do that too?
Speaker 1 (13:45):
M M. I love that. So your certified ADHD coach.
Speaker 2 (13:50):
Yeah, I am a certified I did not specifically just
because I did not specifically get a certification as an
ADHD coach for a variety of different reasons. I don't
know if you want to get into that here, but.
Speaker 1 (14:02):
However, we've talked about it briefly. But but you have
in a way the specialty.
Speaker 2 (14:10):
Yes, absolutely, so I did the training around ADHD. But
the way that coaching programs are set up, there's multiple
different ways that you can get access to the qualifications
that you need in order to practice as an ADHD coach, right,
And so I mean, but there's also a lot of
ADHD coaches that do not get any type.
Speaker 1 (14:32):
Of training, right, They just have ADHD and they're like,
I know how to deal with you.
Speaker 2 (14:37):
Right, And that's not the case, like it, I mean,
I have my MSW. I also have been practicing in
education for a really long time. I have certifications in HR.
I do have a certification specifically in coaching, and then
an added knowledge and experience and coursework in ADHD as well.
Speaker 1 (15:01):
Yeah, this is why I don't people come to me
and they're like, do you do ADHD coaching, And I'm like, no,
I'm a life coach, double certified. I'm a clinical if
D practitioner. Like I bring all of the other things,
but I don't ever talk about specifically ADHD even though
I have it. I've been dealing with this for decades.
(15:22):
But I know there's like different things that you can
because not every brain is created equal. So just because
things work for me doesn't mean that things will work
for you or whoever else exactly.
Speaker 2 (15:34):
And then, you know, especially if people are looking for
ADHD coaches, it's important to be able to ask some
of those questions around their qualifications and their experience when
they start to use the terminology of ADHD coach. It's
I mean even coaching in general, to be honest, but
(15:55):
you know, I mean I have decades of like managing
and leading people and have research day and also like
you know, I know, one, I know how to read
a research article.
Speaker 1 (16:07):
Yes, let's start there, right.
Speaker 2 (16:11):
Because a lot of people that like to quote research
articles list I read this in research. I'm like, okay,
but do you actually know how to effectively read a
research article? You don't know what this, this, this, and
that means? Then I don't want to. I'm not interested
in your interpretation if I'm being honest.
Speaker 1 (16:27):
Totally Okay, So let's let's know. For the people listening,
and they're like, all right, you know, there's a lot
of things now that are very like undiagnosed but probably
right or you know, what is it? The there's t
shirts that people have made that are like not a
not diagnosed but pretty sure or something like that. Oh yeah,
(16:49):
so you know, but for the people that are like
maybe or many many cases the parent that their kid
got diagnosed, and they're like, wait a minut in it.
Mm hmm, there's things here. What is the first thing
you would recommend? So grief we talked about it, Yeah,
(17:11):
yourself to grieve the reality of it.
Speaker 2 (17:13):
Yeah, so this is like post diagnosis or pre diagnosis,
pre diagnosis if you're it's pre diagnosis, especially because you
know with women, yes, That's what happens a lot, right Like,
your kids get diagnosed formally and you're like, oh wait,
this kid is just like me, yes, most like, I mean,
ADHD is genetic, just like other different areas of neurodiversity,
and there's a genetic component in all of it, regardless
(17:35):
of what. Let me say, the truth is this genetic
component and everybody that works in this place knows this.
And and so it's if you are having that you know,
stick a shock. Is that what it's called a sticker
shock experience diagnosed one. I mean, as a parent, you
(17:57):
tend to kind of prioritize your kids needs over your
own naturally, but this is one of those moments. It's like,
get this, pay attention to the services and the communication
that is happening with your kid when it comes to
this practice and getting access to supports within the ADHD space,
and see and then assess your own level of comfort
(18:19):
with trying things out for yourself and seeing if there's
a way for you to access support services for yourself too.
If things are starting to feel really familiar, right like,
it's it's it's a very vulnerable space, right like, especially
when you see your kids like a lot of the
times your kid is also a little bit older too
(18:41):
when they're getting diagnosed, and so they're going through that process.
You're going through that emotional transition with them, and then
you know when they go to sleep. Now you're like that,
now you finally have time to reflect and you're like,
wait a minute, what about me? So you're you know,
find a safe space to be able to communicate your concerts,
your challenges, your your questions, and you know a lot
(19:04):
of coaches are available go to if you have access
to a psychiatrist, if you have access to a therapist,
being able to reach out and answer some questions. I
mean clients have come to me and said, I just
chat repet did and I'm definitely definitely have ADHD. I'm like,
if it helps inspire you to go with a clinical professional,
(19:27):
then that's fine. But if chat rept is not a
clinical diagnosis, if it helps answer a couple of questions
that you can take with you to see somebody that
is specialized in this field, then do that.
Speaker 1 (19:42):
So we're still talking pre diagnosis. Now let's talk accessibily.
So not everyone has access to a psychiatrist to paint
for the testing. It's expensive if you don't have an entrance,
it's like the whole thing. And so what would you
say to people that are like, well, not diagnosed but
(20:03):
pretty sure and I don't have the means to get
a diagnosis because you ADHD at work you often work
with people in accommodations. Do they absolutely need a diagnosis
in order to get accommodations at work?
Speaker 2 (20:18):
So I'm gonna answer a couple of things. So One,
to get access to medication to support your ADHD, you
need an official diagnosis somebody licensed that that provides these services.
But to get other types of support like coaching, accountability
(20:44):
support groups, you do not have to have a diagnosis
for that. And and so that's you know, it's not
the medicinal ways in order to be able to access
supports for ADHD, but it can help with creating structures
and meds don't actually correct all of some of the
(21:05):
challenges that should experience one hundred percent anyway, And so
usually you know, the best combination is therapy, coaching and medication,
is what they will say. And so if you still
have access and then people don't take a lot of
adhds don't actually take meds as well. For a variety
of reasons like i'm I'm I'm unmedicated ADHD and you
(21:27):
know when I and that's the whole other conversation. But
I won't go down that rabbit hole.
Speaker 1 (21:33):
We have so many podcasts to record.
Speaker 2 (21:38):
But to go back to your original questions in terms
of accessing supports from your workplace, so to go through
the formal accommodations process, they will ask you if you
have a qualifying disability, and so it's either yes or no.
Speaker 1 (21:54):
And now what partless of the state or does it vary?
Speaker 2 (21:57):
No, it's federal, so it doesn't it doesn't. It doesn't
matter on the state. But it doesn't matter in the
state in terms of your ability to access the combinations.
But the federal law is around requires employers that have
fifteen or more employees to be able to access accommodations.
(22:18):
And so if you have under the federal law, but
then individual states have their own laws and I can.
I'll send you a link. Actually I didn't send you this,
but I'll send you a link that tells you what
the qualifying numbers are for each state in the United States.
Speaker 1 (22:33):
Okay, so we'll have it in the show notes.
Speaker 2 (22:34):
Oh yeah, I'll send you that link, because some states
just mirror what the federal government says in terms of
fifteen or more employees, and then other states that are
a little bit more progressive. We'll say two, if you
have two employees and you need to follow ADA, the
American Disabilities and that's across disability, right, and so so
it kind of just it depends there in terms of
(22:56):
who has access to the ADA. But if you do
have access to the ADA and you're looking for accommodations,
you have to have a qualifying disability. So I would
argue that you do need an official diagnosis. However, how
you communicate that to your employer doesn't have to be like,
I have ADHD and you need to provide me accommodations.
(23:17):
How you do it? I use it. I have a
qualifying disability that I and I would like you to difference.
And then they will give you some paperwork to have
your doctor fill out.
Speaker 1 (23:27):
Okay, so you do have to in a way proven.
Speaker 2 (23:31):
It kind of depends, honestly. So a majority of the
HR departments will send you documentation. So if you that
you need to get filled out by an official provider,
so psychiologist, but I've also completed this idea accommodation paperwork
too for clients and that has been accepted and so
(23:51):
so your ADHD colts can do it as well.
Speaker 1 (23:53):
But nice, that's relieving.
Speaker 2 (23:57):
Yes, but you do. I would I have seen it
more beneficial for having the combo of the psychiatrist that
has diagnosed you with ADHD and if you're working with
the ADHD coach to fill up that paperwork together, to
be able to really get you specific accommodations that are
going to really help you with the work that you're
(24:19):
doing for you, like at your employer, with your job,
because everybody is doing something different and so you can
really personalize it versus like a psychiatrist isn't going to
know the ins and outs and not they're not even
have a conversation you do, honestly about the ins and
outs of your position. To be detailed is going to
be very general. But with if you're working with somebody
(24:39):
like me, you can get very specific accommodations.
Speaker 1 (24:45):
So what would acommodations look like? So how does one
know that they would thrive with accommodations? Because the thing
is we've been masking in the workforce for so long
that I think a lot of people don't even realize
the difference. So for me working from home, it made
(25:05):
such a difference every time I would work from home,
Like even when I was in corporate. Let's just even
say when I was traveling for work and I worked
for my hotel, I would get so much shit done
versus when I was in the office. There were so
many distractions and people would walk by my desk and
ask me a thousand questions. I could never literally I
(25:27):
would take work home because all day I would just
be chit chatting with everybody and just trying to focus.
But that's me, right, How does one know that a commodation,
like what accommodations would look like for them? And like
we can make it short because an interesting time.
Speaker 2 (25:46):
I mean, So to answer our first question, I would
argue that you will thrive when you have access to
accommodations and strategies and support to help you navigate what
it's like to work with your ADHD in the world
around you. And so I would argue that one hundred percent.
And in terms of understanding what a commodation, so this
(26:08):
is how I work with my clients, in terms of
trying to determine what accommodations would be helpful for you.
Is like one, identify what your executive function strengths and
weaknesses are, weak executive functions are, and so basically understand
how your brain works, and then take a look at
what your essential and non essential job functions are. And
so under the under the law, you have to you
(26:31):
have to be able to complete your essential job functions.
So the reason why your job is created with without support,
with without accommodations, So basically have to do your job right.
You have to be able to do your job. And
so it's one how does your brain work? Too? What
is it that you're doing? So what are the essential
and non essential job functions and the essential ones the
(26:52):
ones that really matter. And it also positions you to
really have a hard conversations with your supervisors around what
it is that you're doing doing because you know anybody,
everybody goes to work with one position description and then
day one they're doing something that's in one line on
that and then now this all of a sudden, it's
deemed essential and it's like, what are you talking about?
(27:13):
And so it's really having a really clear conversation about
what those essential job functions are and so with that data,
you're able to identify where are the areas that you're
struggling and why, And then what does your work environment
look like? Are you in an office, you're not in
an office? What are your office policies? And like do
(27:35):
they have policies around working from home and not working
from home or working from anywhere? Really? And then you
know what are their tech what are the AI policies,
and so having a conversation about what is the environment
that you're working with, right, Like do you do they
have do you have access to change the lighting in
your space? Right? And so it's little things like that
(27:58):
where it's really getting nitty gritty, and so I guess
what those what you're experiencing, and then what those challenges
are so that you can build and accommodations and strategies
to make it work. And not employers don't they don't
have to provide everything, right, there's a subset of things
that you can just do yourself. Also, like you can
(28:21):
you can use the fluorescent lights or you can turn
them off and bring in lighting that's a little bit softer.
And so do you want to talk to maineness, do
not want to talk to mainenans and so like that
also becomes a part of the conversation, Like I dealing
with those service requests just is going to send you
on an emotional spiral. Then what are some ways that
(28:42):
we can just still provide, like make sure that your
needs are met, but without triggering you even more?
Speaker 1 (28:49):
Right, And this is why I think it's important to
have a coach, because then they can come back to
you and be like, you're not gonna believe what they said,
and having eighties myself, I otherwise I would just overthink
mm hmm or be like, you know what, this is
not worth it. It's more painful than helpful, so I'm
just not going to do it. But then having someone
(29:11):
like you as an advocate to be like, wait a minute,
maybe they don't want to change the fluorescent lights completely,
but what about asking them to turn them off? And
then you bring a lamp, you know, like those things
that people may just not think about. This is why
asking for support is important.
Speaker 2 (29:26):
Yeah, and then during coaching too, you can we can
talk about what resources you do have access to, right,
Like you know, our brains are just to focus onto
the negative anyway, And then we go on say I
don't have And then it's like worth ADHD is very
all or nothing, thinking I don't have access to anything
any resources, And it's like, well, let's talk about how
true that statement really is, right, and let's list what
the resources do you do have access to and see
(29:49):
how we can better use them. So, do you have
access to a project management software? Yes? Do you know
how to use it?
Speaker 1 (29:56):
No?
Speaker 2 (29:56):
So you can offer accommodation around training to access training
so that you can better utilize the system to keep
yourself a little bit more organized, right, and so things
like that.
Speaker 1 (30:08):
So thinking about the things that we're not thinking, right
and stop overthinking.
Speaker 2 (30:14):
Mm hmm I love that.
Speaker 1 (30:18):
So we talked about diagnosis, We talked about accommodations. If
those happen, what about for entrepreneurs? Now for the people
that work for themselves, So, how do they give themselves accommodations?
Speaker 2 (30:35):
Yeah, So one, if you're an entrepreneur, you know that. Again,
depending on what state you're in, you also need to
provide account You may need to provide accommodations to your
own supports app. But if you're working for you, if
you're working for yourself, you still have to go through
the same process. You need to go through the process
of what are my strengths, what are my weaker executive functions?
(30:56):
What is it that I'm doing? What resources do I
have access too that I can utilize? And how? And
then what and then like really where am I struggling?
And having a real honest conversation with themselves about those
challenges so that we can put in strategies to make
it work, and and and reflecting on what, like you
(31:19):
weren't born well some people are, right, Like some people
just walk into entrepreneurship and never had a night divide, right,
But those that didn't, like myself, where were You're? Where
were Where were you struggling in the nine to five
space that you still may be struggling with as an entrepreneur.
(31:40):
And the other thing with ADHD and entrepreneurship, like you
you're doing it because there's some passion that that you're
something that you're really passionate about, and that's where your
hyper focus is right now, right, and so that's the
thing that you really want to be doing. But then
knowing as a business owner, you have a whole laundry
list of others to do and most likely all the
(32:07):
things that make your face scrunch up or those things
that you just tend to avoid are probably the areas
that are taxing your weaker executive functions and that you
can that you can't stand doing. And so then those like,
if you're looking for a go to list, start with
the ones that you are avoiding and start with the
(32:28):
ones that just keep you up and I or just
blow your eyes on it, right, And so those are
the tasks that are probably taxing your weaker executive functions
and the ones that you hate doing. And so if
you're looking for a starting place for strategies and accommodations,
start with that.
Speaker 1 (32:47):
So you've talked about finding your executive function, So how
does one figure out what their strengthen their executive function is?
Speaker 2 (32:56):
So I use an assessment by Jane Dawson and Richard
I'm not sure one hundred percent sure if I'm pronouncing
the same right, but against with the G and they
have a book called Smart but Scattered, and they have
their Executive Functioning Assessment in that book and it's I mean,
it's just google peg Dawson Executive Functioning Assessment and it's
(33:16):
all over the internet. It's a free resource. She's like,
she's fine with everybody using it. It's on my if
you're looking for a copy of it, if you don't
want to Google and you want to make sure it's
the right one. I have it listed on my website.
You can use it there with my clients. I do
I have. I just have an Excel version of it.
So who's going to go through the question to just
autom you know, auto.
Speaker 3 (33:35):
Populates twenty five questions. I think it's thirty it should
be thirty six, thirty six correct. It's on a rating
scale of one two seven, and it gives you different
questions like do you like which ones resonate with you?
The nice thing I I If people want to do
it before they see me.
Speaker 2 (33:55):
Then that's one thousand percent totally fun. Like if you
want to do it on your own, absolutely, I did
it on my own. When to me and my husband
do what I make? Everybody do it?
Speaker 1 (34:02):
Right?
Speaker 2 (34:02):
And so it just helps me better communicate with people
like okay and not and not helps me release judgment
when I when I understand like how this is just
how your brain is wired. And there's things that you
can sure to help improve some of those different executive
function and weaknesses. Right, But if you're doing it, like
(34:24):
I enjoy doing it with my clients because you get
a lot of other information when they're answering the questions
that help me help them better identify what strategies and
supports who'd be able to help. Also, I will call
you out if everything is neutral, so like you're answering
(34:47):
everything for and be.
Speaker 1 (34:48):
Like oh well sometimes.
Speaker 2 (34:50):
Yeah, right, And so it's really being able to push
people to be like, Okay, let's have a real conversation
about this because not everything is neutral.
Speaker 1 (34:58):
Yeah, I agree. I think this assessment is really helpful
because it also shows that not every brain is created equal.
Every ADHD brain is greated, Like even neurotypicals are not
created equal, you know, like not every ADHD person is equal.
Speaker 2 (35:15):
Yeah, everybody has a brain, and everybody has stronger and
we give executive functions. You know. Where I struggle when
it comes to especially with a navigating ADHA work of
just navigating work in the first place, Like in my
background on HR and just people management and people dynamics,
is that a lot of positions, Like I read positions
(35:36):
descriptions now and I'm like, who is this person? Like
this person you're expecting this person to have every single
last one of their executive functions to be at one
hundred and ten percent. Right, that's not even a thing
for anybody, neurodiversal or not. And so it's interesting what
(35:56):
people prioritize as it relates to tasks that needs to
be completed and what these essential job functions are and
how brains are actually wired for.
Speaker 1 (36:08):
Sure, what would you say to maybe people might have
some shame around, like do I want to talk about
it because does that make me whatever?
Speaker 2 (36:19):
Yeah? I think a lot of people can sometimes get
caught up with the label, you know, being put in
a category, or don't feel the need to kind of
talk about it all of the time, which is fair.
I love talking about I'll wear a teacher that say listen,
I have ADHD and it is what it is, same,
(36:45):
But I think you know there's a people at a
different level of acceptance when it comes to their own diagnosis.
Then you know people don't necessarily want it to define
them also, and so I respect everybody's journey, right, Like
if you don't if you don't want to have a
conversation about it, you don't have to. But I will
(37:06):
tell you that it's going to impact you until regardless
if you talk about it or not, you're going to
feel the impact of it.
Speaker 1 (37:12):
Mm hmmm.
Speaker 2 (37:13):
And so if you don't want to talk about it,
we can just talk about the impact without using the language.
But it's going to impact you because we live in
a world that's not designed for difference. Yes, period, and so.
Speaker 1 (37:27):
So many layers there, right, and so but.
Speaker 2 (37:30):
I mean the shame part comes up. I mean, you know,
at ADHD, we tend to feel shame in a lot
of reasons, and a lot of it is because we're
we have to unlearn so many things, like we should
be to be able to do this. We should and
you know the dreaded word consistency, right, like and I
(37:52):
should be able to do this every day at six o'clocks. Why, like.
Speaker 1 (37:58):
Why, well, especially women canse hormone levels shift, like there's
so much.
Speaker 2 (38:04):
Right, Like women in general cannot do everything at the
same day. Like it's but depending on the time of
the month, Like we have our home wars.
Speaker 1 (38:11):
Are all over the place already plus ADHD, right.
Speaker 2 (38:16):
And then plus sleep deprivation, and you add work stress
and managing families are giving like all of that, Like
it's life is hard enough but we don't need to
put the extra pressure on ourselves. Yes, because we're trying
to meet some standard that wasn't even didn't help us
(38:38):
in mind when it's created and the standard is not
even the standard, that's the other thing.
Speaker 1 (38:44):
That's the other thing. Standard was created by a man
who had all the support.
Speaker 2 (38:51):
Right.
Speaker 1 (38:54):
Okay, so we're running out of time, but I want
to thank you for coming to them and sharing all
the things. Definitely will bring you back for more because
there's so many things. The last few questions, do you
have a remedy you want to share?
Speaker 2 (39:11):
So that's so interesting because I was I was thinking
about what a remedy is that in terms of my
own family, right, So there's I think there would be
two things. One, always have plants around m M. Just
having access to greenery like everybody has plants like and
(39:34):
and then and taking piece of those plants from your
from your family or from your loved ones as well,
and just to regrow them within your own space. I
think this is something powerful about that, about that experience.
And then that I'll say that's probably the big thing
to pass on. And then I would say the other thing,
(39:54):
you know, I think there's a remedy that I am
starting with myself and my generation moving forward is accessing
the supports that you need well, identifying what those needs are,
and then accessing supports and not using coping mechanisms that
aren't actually helping you.
Speaker 1 (40:15):
Oof so much to unpack there, but we'll leave it
at that, all right. I love that, And so we're
gonna you're the first guest. Actually that's getting the new
ending questions? Joe, what question did your inner child wonder
that you can answer?
Speaker 2 (40:36):
Now? My inner child always wondered if there was somebody
that would listen to me. Mmm. I think that's something
that my inner child always wants to know, Like, is
there somebody that will truly actually listen to me and
(40:59):
paid close attention to my needs? Right?
Speaker 1 (41:02):
Like? Yeah, yeah, hell, yes, yes, don't you?
Speaker 2 (41:06):
Is there.
Speaker 1 (41:08):
What connects you to remain character energy? And what connects
you to your main character energy?
Speaker 2 (41:16):
What connects me to remain character energy?
Speaker 1 (41:20):
Mm hmmm. Like when you're the truest version of you,
without masking, without looking for approval, you show up and
your your whole self. How do you know you're there?
Speaker 2 (41:33):
That's a good question. I don't know if I have been.
Speaker 1 (41:36):
There all right for that next time, come back with
an answer.
Speaker 2 (41:44):
Yeah, I don't know if I have been there. I
think that there's been moments, but they're so short lived
because just the world that you like, I feel like
just the world that I live in wires me to
mask for at least five.
Speaker 1 (42:06):
That's deep.
Speaker 2 (42:08):
But I also feel like, but I feel like I
do have I have gotten to a place where masking.
Speaker 1 (42:14):
Is intentional strategic.
Speaker 2 (42:17):
Yeah, it's very strategic and so and I think that's
that's different than feeling like I have to mask.
Speaker 1 (42:25):
I agree, I agree. Strategic.
Speaker 2 (42:27):
Yeah, So like now I'm at the place where I
strategically mask, and so that's that's different.
Speaker 1 (42:35):
Love that last question, what's on your desk that keeps
you grounded?
Speaker 2 (42:50):
I'm looking over at my desk, now, I don't know,
to be honest, Well, I mean I have some So
my desk has a glass top, and it had some
space underneath the glass top where I can put like
affirmations or just other words of wisdom or pictures of things,
(43:12):
and so I do try to keep like a couple
of things that just visibly remind me and ground and
ground me and my truth under the glass top. Sometimes
it gets covered by clothes, and so then I'm like, okay,
I can't seems anymore. It's time to clean. But I
do like to keep items in there that, you know,
(43:36):
remind me of good moments or good thoughts or just
gave my own brilliance that kind of thing.
Speaker 1 (43:42):
Yes, I support that well, Megan. Thanks so much for coming,
Tom this was awesome. Let's bring you back. Yes, and
you can find a series. Yeah, make it thematic. All right,
we'll have a good day. Thank you so much.
Speaker 2 (43:58):
Thank you.
Speaker 1 (43:59):
Wait wait, wait, I haven't asked you tell us all
the places and spaces where we can find you.
Speaker 2 (44:04):
Oh oh, so you can find that Instagram at ADHD
at work. I'm also on LinkedIn with my name Megan
Brown Enya and I happen to actually it's adshuwareness one.
So I am doing at Instagram live every day at
ten thirty am Eastern and every weekday, so Monday through Friday,
with a variety of topics. I did this last year
as well, and so you can catch the replace on
(44:24):
YouTube or on LinkedIn. But I'm live streaming on Instagram
and LinkedIn every day at ten thirty am, so catch
me there. Also my website adhd at work dot co
dot com cod and I'm probably there the most on
Instagram and LinkedIn right now. But I also do have
a random TikTok page as well, but it's all ADHD
(44:46):
at work, so it's.
Speaker 1 (44:47):
Pretty yach and we have it all linked in the shinnoes.
Speaker 2 (44:50):
Yeah, yep. And I have a book coming out too
as a work I do have a work book coming out.
It should be on Amazon soom, but I do have
a pre sale going on and it is an executive
functioning workbook around thriving at work with ADHD. So everything
that I talked about today, it gives you the opportunity
to do some of that self coaching yourself in your
own time, in your own space if you feel like
(45:11):
you need that privacy and you're not ready to have
that conversation with a coach, or you can bring it
with you to a coaching session and we can kind
of walk through the stress that help you get from
point A to point B.
Speaker 1 (45:24):
Love that all right, We'll have all of that in
the show notes. Yes, amazing, Thank you so much for
coming to thank you. Okay, listeners, so that was my conversation.
I mean, listen, I know we shared a lot of things.
(45:45):
I feel like we were unmasked for a big portion
of the call, which you can see our brains totally
like going into it. However, I do think we did
a good job kind of like staying on track. So
I would love to know your thoughts. And like I
said at the beginning, if you want to bring or
(46:06):
if you want me to bring make him back, I
would love to. I just send me some questions we have.
Every episode we have, we drop a link where you
can send listener questions. If you want to remain completely anonymous,
you can do that. So there are ways for you
to tell me what you want without me knowing who
you are, and so you can drop also listener questions.
(46:28):
We have the link below in the show notes or
in the show notes on the website. Off your listening
to the podcast on a podcast platform, you wanna thank
you so much for being here. I hope you enjoyed
this episode. I'll see you next time. Sankompams created by
our small mighty team. Content production by Nancy Himis, podcast
(46:51):
management by Maru Lenardin social media and marketing by Brenda
Figero and me your host Bamko. To keep the Cavsito
Brewing and the Healing Flowing. Join the Supporters Club for
only five dollars a month and access early episodes, behind
the scenes vibes, and exclusive minnesotes you won't hear anywhere else.
(47:12):
Screenshot this episode and tag me and share what resonated.
I love seeing your takeaways. Follow on your favorite podcast
platform and subscribe to our YouTube channel. Let's keep the
conversation going with us on social media at Kapa compumpodcast
because your voice always matters there. We love being on
Instagram and Facebook. Grasias for listening to Kafa combum has
(47:34):
spread ideas, move people, production for bird episodes, guest info
or resources, visit kefakombum dot com. And if you're healing
from Gadielta culture and don't know where to start, you
can take the quiz gafa coombum dot com Ford Slash
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