ADHD at work isn’t just a focus challenge. It’s a network challenge.
Most ADHD coaching works on individual habits and attention strategies. This engagement works on your workplace relationships — where the real professional costs of ADHD tend to show up — and measures the change.
Toggle the lens. The gap is the coaching.
Where ADHD creates friction at work.
ADHD affects how you communicate, how you’re perceived, and how you navigate conflict — not just how you manage your calendar.
Getting misread
Strong contributions get filtered through how they were delivered. Ideas that deserve attention get missed, and the effort behind them goes unrecognized.
Relational friction
Conflict that’s hard to name or trace, trust that erodes quietly, and working relationships that require more energy to maintain than they should.
Network positioning
Formal performance aside, where you sit in the informal network — who comes to you, who passes you by — shapes opportunity in ways that’re rarely made explicit.
Grounded in measurement, not advice.
- Focus strategies, habit systems, and organizational tools
- Works at the individual level
- Progress is largely self-assessed
- Relationships and workplace dynamics left untouched
- Maps where ADHD creates friction in your workplace relationships
- Works on trust, conflict, and network positioning
- Progress confirmed by the people you work with
- Surfaces where your strengths are generating real value
Map the network. Coach the gaps. Measure the change.
The same organizational network analysis methods I use in research — applied to a personal, confidential coaching engagement.
Map
A confidential network survey goes to your workplace contacts. It captures who turns to whom for advice, where trust sits, and where tension is present. This is the baseline.
Reveal
We review the network data together — where your ADHD may be creating friction, where your strengths are showing up in ways you may not realize, and where the coaching focus belongs.
Coach
Using the Marshall Goldsmith Stakeholder-Centered method, we work on the specific relationships and behaviors the data points to. Monthly feedforward from your stakeholders keeps it grounded.
Measure
A follow-up network survey and stakeholder ratings at the end of the engagement. The same people, the same questions. We can see what moved and what didn’t.
Your workplace relationships, made visible.
The network map and the coaching are connected. You’re not working toward a vague goal — you can see the structure you’re working within.
The network map
How advice, trust, and friction actually flow in your workplace — who is connected to whom, and where you sit in that structure.
Your blind-spot lens
The gap between how you perceive your relationships and how they look from the outside — the specific places where misreading is most costly.
Friction and strengths
Where ADHD patterns are creating drag in your relationships, and where your particular way of working is generating real value for others.
Movement over time
Baseline and follow-up measurements side by side, so progress is confirmed by data rather than asserted by either of us.
Dr. Joshua E. Marineau, PhD
I’m an organizational behavior researcher and executive coach based in Fargo, North Dakota. My academic work focuses on how social networks shape workplace outcomes — including published research specifically on ADHD and workplace network ties.
I’m also a person with ADHD. That experience informs how I work, but the coaching method is grounded in measurement, not lived experience alone.
Available nationally via remote engagement.
PhD, Organizational Behavior
Research-based approach to understanding how workplaces actually function — not how they’re supposed to.
Published ADHD research
Peer-reviewed work on neurodiversity and workplace social network ties (2026). The coaching method connects to the research.
Organizational network analysis
The measurement methodology underlying the diagnostic — developed through academic research and applied here in practice.
MGSCC-trained
Marshall Goldsmith Stakeholder-Centered Coaching, one of the most rigorously studied behavioral change methods available.
Mediation and conflict training
Formal training in the relational dynamics that often sit at the center of workplace difficulty for people with ADHD.
Lived experience with ADHD
I understand the experience from the inside. That shapes how I listen, not what I measure.
Two entry points.
Professionals and leaders with ADHD
You have real capability and you know it. But something in how you work with others — communication patterns, conflict, relationships with key stakeholders — isn’t landing the way you intend. This engagement maps what’s actually happening and gives you something concrete to work on.
Organizations
You want to support neurodivergent employees and leaders effectively — and you want that support to be grounded in something more than general awareness. This engagement gives you data on what’s creating friction and a method for addressing it.
Start with a conversation.
A 20-minute call to understand your situation — and whether this approach is a fit. No commitment required.