Should I tell my manager I was recently diagnosed with…
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Should I tell my manager I was recently diagnosed with severe ADHD, or wait until after my coaching plan?
**Title:**
**Should I tell my manager I was recently diagnosed with severe ADHD, or wait until after my coaching plan?**
I’m looking for advice from people who have been in a similar situation.
I work as a **Principal Data Analyst (PDA) at Capital One**. I have a little over **3 years of experience**, and this is my first senior-level role. Before this, I worked as a Data Analyst.
In my organization, most PDAs have **8+ years of experience** and are usually close to becoming managers. Because of that, I’ve often felt like I’m less experienced than many of my peers.
My manager is a strong people manager but isn’t very technical. There is also a Senior Data Analyst on my team whom she seems to trust a lot and is likely preparing for promotion to PDA. During our mid-year review, much of the team’s success was credited to that individual, which left me feeling discouraged.
In my own mid-year review, I received several development areas and was placed on a **60-day coaching plan** (not a formal PIP). The goals are realistic and achievable, but it has been difficult emotionally because I genuinely put in a lot of effort.
Recently, I was diagnosed with **severe ADHD**. Looking back, so many things suddenly make sense—difficulty prioritizing work, taking much longer than others to complete tasks, struggling with context switching, forgetting details, and often working extra hours just to keep up. For years, I thought I simply wasn’t good enough or wasn’t working hard enough.
My doctor has recommended starting medication, which I’ll be beginning soon. My ADHD specialist also suggested that I speak with HR because I may be eligible for workplace accommodations or additional support if needed.
My goal isn’t to use ADHD as an excuse. I fully take responsibility for my performance, and I’m committed to improving. I’m hopeful that with treatment, I’ll finally be able to perform closer to my actual potential instead of constantly feeling like I’m fighting my own brain.
My dilemma is this:
Should I tell my manager about my ADHD diagnosis now so she understands the context behind some of my struggles?
Or is it better to wait until I’ve completed the coaching plan, started treatment, and hopefully shown measurable improvement?
Would sharing this information now help build understanding, or could it unintentionally affect how I’m viewed professionally?
If you’ve disclosed ADHD to your manager—especially while on a coaching plan or after receiving performance feedback—how did it go?
I’m especially interested in hearing from managers, HR professionals, or anyone who has gone through something similar. Looking back, would you disclose early, wait until after showing improvement, or not disclose at all?
I appreciate any advice. Thank you.
source
**Title:**
**Should I tell my manager I was recently diagnosed with severe ADHD, or wait until after my coaching plan?**
I’m looking for advice from people who have been in a similar situation.
I work as a **Principal Data Analyst (PDA) at Capital One**. I have a little over **3 years of experience**, and this is my first senior-level role. Before this, I worked as a Data Analyst.
In my organization, most PDAs have **8+ years of experience** and are usually close to becoming managers. Because of that, I’ve often felt like I’m less experienced than many of my peers.
My manager is a strong people manager but isn’t very technical. There is also a Senior Data Analyst on my team whom she seems to trust a lot and is likely preparing for promotion to PDA. During our mid-year review, much of the team’s success was credited to that individual, which left me feeling discouraged.
In my own mid-year review, I received several development areas and was placed on a **60-day coaching plan** (not a formal PIP). The goals are realistic and achievable, but it has been difficult emotionally because I genuinely put in a lot of effort.
Recently, I was diagnosed with **severe ADHD**. Looking back, so many things suddenly make sense—difficulty prioritizing work, taking much longer than others to complete tasks, struggling with context switching, forgetting details, and often working extra hours just to keep up. For years, I thought I simply wasn’t good enough or wasn’t working hard enough.
My doctor has recommended starting medication, which I’ll be beginning soon. My ADHD specialist also suggested that I speak with HR because I may be eligible for workplace accommodations or additional support if needed.
My goal isn’t to use ADHD as an excuse. I fully take responsibility for my performance, and I’m committed to improving. I’m hopeful that with treatment, I’ll finally be able to perform closer to my actual potential instead of constantly feeling like I’m fighting my own brain.
My dilemma is this:
Should I tell my manager about my ADHD diagnosis now so she understands the context behind some of my struggles?
Or is it better to wait until I’ve completed the coaching plan, started treatment, and hopefully shown measurable improvement?
Would sharing this information now help build understanding, or could it unintentionally affect how I’m viewed professionally?
If you’ve disclosed ADHD to your manager—especially while on a coaching plan or after receiving performance feedback—how did it go?
I’m especially interested in hearing from managers, HR professionals, or anyone who has gone through something similar. Looking back, would you disclose early, wait until after showing improvement, or not disclose at all?
I appreciate any advice. Thank you.
source
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