ADHD in the Workplace: What Michael Scott Can Teach Companies About Neurodiversity
Fictional manager Michael Scott from the hit tv series The US Office (created by Ricky Gervais and Stephen Merchant) reveals a lot about how ADHD traits can show up at work and what companies can learn to build more inclusive environments.
Understanding ADHD in the Workplace
ADHD affects roughly around 10–15% of adults worldwide, yet many workplaces aren’t designed with neurodivergent employees in mind. Traits like impulsivity, hyperfocus, emotional intensity, and distractions are often misunderstood as unprofessional or disruptive. In reality though, they can bring a whole range of crazy wonderful attributes like creativity, innovation, and strong leadership when supported correctly.
Now, let’s make this real, let’s look at a surprisingly insightful character: Michael G Scott from The Office (US). While never diagnosed in the show, many of his behaviours mirror ADHD traits in adults. Through his story, companies can learn how neurodivergent employees experience the workplace and how to support them better.
Let’s dive in.
1. Impulsivity vs Intent
Michael often speaks before thinking, blurting out jokes (I myself say that’s what she says!) or revealing information at the wrong time. This mirrors ADHD-related impulsivity, where thoughts are processed quickly but filters lag behind.
In the workplace, this can look like interrupting colleagues, oversharing in meetings, or making decisions too quickly for example. I want to point out that it is not carelessness, it’s actually a fast brain at work.
How companies can support:
Build natural pauses into meetings to give everyone space to think.
Offer feedback privately and constructively, without shame.
Provide clear expectations for communication styles.
2. Distraction vs Hyperfocus
Michael is easily distracted. Meetings derail, topics change rapidly, and serious moments turn rather silly. But when he cares, like when closing a deal or trying to turn something bad into good for his employees, he’s laser-focused and rather unexpectedly brilliant in my opinion.
This reflects ADHD’s interest-based nervous system, where motivation and attention depend on stimulation, not just willpower.
How companies can support:
Allow flexibility in how employees structure their day.
Break tasks into manageable, stimulating chunks.
Match roles and responsibilities to individual strengths, not just job descriptions.
3. Emotional Intensity and Rejection Sensitivity
Michael’s need to be liked drives many of his choices. A hint of disapproval can send him into quick emotional spirals. This mirrors what is known as Rejection Sensitive Dysphoria (RSD), a very common ADHD experience where perceived criticism triggers intense emotions.
How companies can support:
Deliver feedback clearly and compassionately.
Recognise emotional responses as real, not overreactions.
Build psychologically safe workplaces where people feel valued, not judged.
4. Unconventional Leadership Strengths
When Michael leaves Dunder Mifflin to start the Michael Scott Paper Company, he thrives to the point Dunder Mifflin essentially buy him out as a competitor. Free from corporate systems, he uses his creativity, emotional intelligence, and boldness to build something successful.
This is a perfect example of how ADHD traits, when matched with autonomy and trust, can unlock leadership potential.
How companies can support:
Rethink rigid leadership models.
Give neurodivergent employees space to lead authentically.
Celebrate different strengths, not just traditional moulds.
Key Takeaway
Michael Scott may be fictional, but his story reflects the real experiences of many adults with ADHD in the workplace. Traits often labelled as “disruptive” are often signs of a different operating system, not in fact flaws as societal norms suggest.
By understanding and supporting ADHD, companies can unlock innovation, loyalty, and genuine culture change.
Create a Neuroinclusive Workplace
At Tania Gerard Digital, we help companies build workplaces where neurodivergent employees can thrive. From ADHD awareness workshops to leadership training and accessible communication strategies, we turn awareness into real action.
👉 Book a Discovery Call to start your neuroinclusion journey.