ABOUT MEGHAN BROWN-ENYIA

My diagnosis gave me language for experiences I had spent years trying to explain.

I was diagnosed with ADHD later in life.

The diagnosis did not suddenly make everything easy. It did not erase the responsibilities, expectations, or systems I still had to navigate.

It did give me a framework.

Experiences that had previously felt disconnected began to make sense. I could better understand the relationship between my brain, my environment, my capacity, my strengths, and the strategies I had developed to keep moving forward.

Most importantly, I began separating who I was from the shame I had attached to the things that were difficult for me.

As I learned more, I also saw a significant gap in the ADHD support landscape. There was extensive information about how ADHD can affect adults, but far fewer practical solutions for living, working, leading, and making decisions with ADHD.

There was also a visible lack of diversity among the people positioned as experts.

As a Black woman diagnosed later in life, I know that representation is not a cosmetic detail. It influences who feels recognized, whose experiences are believed, and which parts of a person’s life are considered relevant.

My clients come from many different backgrounds. My work intentionally makes room for the cultural, racial, gender, caregiving, workplace, and economic realities that generic ADHD advice can overlook.

That gap became part of my purpose—and ultimately became ADHD at Work.

I understand the person and the system around the person.

Before founding ADHD at Work, I spent more than 20 years working across leadership, human resources, operations, education, government, organizational management, and employee development.

I have been responsible for teams, programs, policies, performance expectations, organizational change, and complex workplace systems.

I also know what it is like to be the person trying to perform inside those systems while making sense of an ADHD brain.

That combination shapes how I approach this work.

I do not view every workplace difficulty as an individual failure. Sometimes a person needs a new strategy. Sometimes expectations need to be clarified. Sometimes the environment is creating an unnecessary barrier. Sometimes capacity has changed. Sometimes an accommodation or structural support is appropriate.

Often, several of those things are true at the same time.

My work helps people slow the situation down, understand what is actually happening, and determine what kind of support is needed next.

My approach is practical, holistic, and systems-aware.

This work is not about teaching you to become more neurotypical.

It is about helping you understand yourself well enough to make informed decisions about how you work, what you need, and what you want to change.

We make the invisible visible.

We identify the patterns, expectations, decisions, emotional responses, executive functions, and environmental factors affecting what is happening.

We build support for your actual life.

A strategy is only useful when it accounts for your responsibilities, capacity, workplace, relationships, values, and available resources.

We replace shame with useful information.

Difficulty initiating, planning, organizing, transitioning, or following through is information. Instead of using it as proof that you are incapable, we examine what the difficulty is telling us.

We strengthen agency and self-advocacy.

You deserve to understand your options, communicate clearly, make intentional decisions, and participate in determining what support looks like.

We adjust instead of pretending one system will work forever.

Needs change. Jobs change. Capacity changes. Life changes. Sustainable support must be flexible enough to change too.