Rebellion in the mind: ADHD and the call for more living democracy

Justice and freedom are extremely important to people with ADHD. Democracy? The framework within which we can breathe. But when it comes to understanding ADHD and appropriate structures, the battle has only just begun.

1. Basic values ​​of democracy and popular rule

Democracy is deeply rooted in history. Even in ancient times, people dreamed of freedom and equality. Back then, however, there was a clear division between philosophers, soldiers, traders, artisans/farmers, and slaves. Democracy thrives on values ​​such as freedom and justice. Two words that are more than just a principle for people with ADHD. They often feel blocked by rigid structures and have experienced a great deal of injustice—such as bullying and exclusion—at school.

However, democratic participation requires commitment, even for minorities. People with ADHD then find the space to realize their potential—which ultimately benefits everyone. We feel differently, think differently, and are different. But just like neurotypicals, we need community.

Inclusion is therefore a core value. It's not about tinkering and twisting the world around the "paltry 5%" of people (those with ADHD). Rather, it's about continuing to pursue existing trends like agile work and "measuring employees by their performance rather than their ability to sit still."

2. ADHD and the extreme need for justice

People with ADHD often have a very strong sense of fairness. Injustice affects them particularly deeply. They react impulsively and emotionally when they perceive discrimination. Their motivation? A deep-rooted desire to make the world a better place. This also includes a thirst for change, adventure, and the search for the new and unusual.

These ideas and needs aren't a passing fancy. They stem from an inner drive to fight for what's right. The ADHD sense of justice often acts like an inner compass. It's not just about abstract values. We want to experience in everyday life that fairness is taken seriously and continually strived for.

Authenticity plays a major role here. Many people with ADHD speak their minds directly. They can't help it. This sometimes leads to conflict, but often brings a breath of fresh air into entrenched structures. People with ADHD remain true to themselves – and expect the same from those around them.

3. Flat hierarchies and personal responsibility

Flat hierarchies offer freedom and personal responsibility. People with ADHD find their place in such structures. Rigid control mechanisms inhibit them. A work environment that promotes trust rather than surveillance, on the other hand, allows them to flourish.

Pre-emptive trust creates space for creativity. We then feel inner peace and security. Instead of micromanagement (which is awful...), we need autonomy. Flat hierarchies reduce pressure and allow us to find individual, "crazy" approaches to problem-solving. This not only promotes ADHD motivation, it also increases the quality of work.

Organizations like Holacracy and sociocracy provide examples of how this can work. These models emphasize transparency and self-organization. People with ADHD value these structures. They enable rapid adaptation and improvisation and promote individual growth.

4. Co-determination and collective decision-making 

Participation strengthens the sense of belonging – for everyone. People with ADHD, as a marginalized group, especially need this space for participation. They readily contribute fresh ideas and creative thinking to decision-making processes. Their goal? A fair solution that includes everyone and demands their specific skills.

Empowerment through participation gives people with ADHD wings. It gives them a sense of value (something they often lack because they often experience rejection due to symptoms such as inattention, nervousness/hyperactivity, and high impulsivity). When we are allowed to actively shape things, we are sustained motivated. Agile methods like SCRUM support this dynamic. Through short and concise coordination sessions/meetings, the team—including those with ADHD—remains structured, yet also flexible and adaptable.

Clearly defined roles give us direction without limiting the creativity that often comes with ADHD. It's important for us to always contribute our strengths without feeling structurally lost. We're more like lightning-fast tacticians than patient strategists.

5. Human-goal-oriented leadership 

Leadership with clear goals provides direction. People with ADHD, in particular, need an environment that respects their independence while also fully integrating them. This provides space for creativity and strengthens our commitment. A vision for the bigger picture helps us stay on track, even when challenges arise.

Empathic leaders create a climate of trust. People with ADHD want to be seen as whole, whole individuals, even if they encompass many contradictions. Authenticity and open communication foster this feeling. We can best develop our potential when we feel understood, even though we clearly "tick differently."

Respectful communication is key. When people with ADHD are treated with respect—rather than with constant reprimands and lecturing—they feel sustained motivation. Managers should set clear—but also flexibly adaptable—guidelines. This way, the entire team remains focused and productive without restricting the individuality of each member ("agile work").

6. Democratic structures in organizations with ADHD 

Democratic structures provide a safe environment. People with ADHD feel comfortable when they are embedded in an open, transparent, and directly communicating organization. An environment that promotes solidarity and trust motivates them and gives them a sense of grounding (necessary from time to time, because "their heads are often in the clouds").

Overstimulation is always a risk for us. Because our filters are less effective. Democratic approaches help create a supportive environment for us. Flexible structures offer us ADHD-friendly breaks and free time. This helps us stay focused and productive. Because we're more like dedicated sprinters than steady, jogging long-distance runners.

Self-organization promotes ADHD potential. Only in an open environment can we bring our creativity to bear. Examples like Zappos and IKEA demonstrate that flat hierarchies can work quite successfully in companies. This allows all employees to develop their strengths, even those with the "notorious authority problem" (ADHD). The children of ADHD fathers benefit from this just as much. After all, Dad loves his job—and therefore comes home in a good mood.

7. Challenges and limitations 

Conflicts are inevitable in democratic structures. People with ADHD experience much more intense reactions to conflict, even if we don't always show it (ADHD-I, "dreamers and brooders"). An environment with clear communication rules and regular feedback is necessary here.

Structure and flexibility must always be balanced. Too much freedom can be overwhelming, and too many rules can be restrictive. However, people with ADHD, in particular, absolutely need a clear direction without being forced into strict guidelines. An open, supportive environment—where questions are allowed and appreciated—creates this balance.

Some people with ADHD need very clear/direct guidance to even find their bearings. Otherwise, they get lost in their numerous thoughts. If hierarchies are too flat, they lack the necessary structure. Guidelines like "these and these are your goals, until such and such a date, you can use this one or not, but this one is a must for everyone" are good.

Determined yet flexible leadership creates this balance, which continually motivates and challenges us (because we need the reward, the dopamine, from short-term successes). At the after-work beer with our colleagues or boss, we're usually the ones who always have a new story to tell.

Summary

Democracy thrives on participation, justice, and freedom. For people with ADHD, these values ​​aren't just abstract ideals. They are the foundation for a fulfilling, creative life. We have experienced the opposite all too often and for a long time: social exclusion, injustice/teasing, and mental limitations.

Flat hierarchies, self-responsibility, and a humane and tolerant approach to leadership create structures in which we can fully realize our strengths. The path to an inclusive democracy always leads through transparency, openness, and respectful interaction. Only in this way can an environment be created that sustainably enriches people with ADHD—and thus the rest of society (because we are brimming with ideas).

PS: Democracy as we live it today is the result of countless struggles for freedom and participation. Before Napoleon, everything was different in Switzerland: a loose confederation without a constitution, dominated by powerful elites, and without a say for the common people. Only Napoleon's military invasion in 1798 led to the Helvetic Republic with centralized laws and the idea of ​​equality. Even though this experiment failed, it laid the foundation for direct democracy, which honors the will to self-determination.

The martial imagery is therefore entirely appropriate: They demonstrate that democracy is not a peaceful state, but a constant asset to be defended – a protection against false gods (also known as "Mammon") and power-hungry despots who repeatedly emerge. The " God of War " (KRATOS) in the images on this blog slays the gods of Greek Olympus (here: Zeus, Hades, Hera, Poseidon, Helios, Hermes) in the game of the same name. In the Netflix series KAOS , the demigod Prometheus plays a central role. He once stole fire from the despotic gods of Olympus – for which he was severely and permanently punished by the father god Zeus.

This act—stealing fire—symbolizes the rule of the people, DEMOCRACY. It is derived from DEMOS (people) and KRATOS (power, rule). The people always rule as a whole. Either unanimously or in the form of majorities that have formed and decided on a matter.

There's still a lot of work to be done when it comes to integrating and understanding ADHD. This, in part, prevents those affected from participating confidently and motivatedly in societal issues. This is particularly the case with so-called " ableism ." In short, it encompasses the attitude "You may have ADHD, okay, but please act and think, or be, the same as us – in everyday life."

Or rather, people are only perceived as having disabilities. For wheelchair users, it's "Yes, little Köbi, that man can't walk." And with ADHD, you're "the unpredictable/impulsive one" or "the forgetful one," or "the absent one."

He doesn't like THAT stuff down there (the author's spirit animal). Not at all. However, he does fight for understanding ADHD. Always.

Because FIGHTERS, that's what we are. We're so used to it in our everyday lives...it gets boring (too) quickly otherwise. But we fight with you—not against you. For you, if that's what you want. And if we have a goal that's right for us, we simply don't give up. Never.

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