Why I don't need to be the smartest person in the room

I'm off this week but I'll leave you with one life lesson

Welcome to Tech Atypically 👋, your weekly blog for navigating the challenges of ADHD and being in the tech industry.

I am an ADHD and product management coach, helping you change one belief and take one action each week.

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Hi everyone,

I'm off this week at an off-site in London for my day job. It's been wonderful connecting with coworkers and experiencing the city.

For those unfamiliar, an "off-site" is when teams gather for team building and strategic discussions away from the office.

Despite my pre-trip nerves, everyone has welcomed me with genuine excitement. My ADHD-fueled fear of being "a constant f-up" hasn't been confirmed by my colleagues—quite the opposite.

This experience reminded me of an important lesson about workplace success that I wish I'd learned earlier:

My parents emphasized being the smartest person at work, but my career has taught me differently. Being trustworthy is far more valuable than being the smartest.

I define trustworthiness through two qualities:

1. Consistency in how you respond to situations

2. Reliability in supporting others when needed

Consistency gives colleagues a clear expectation of what happens when they approach you. Even if the answer isn't always positive, predictability builds trust.

Support shows how likely you are to help when someone needs you. Not every relationship requires 100% support, but knowing where you stand is crucial.

I've stopped trying to be the smartest person in the room. Instead, I aim to consistently listen and support others when asked. While I don't always complete everything I commit to, I communicate transparently about challenges—showing that I'm consistently trying.

This approach has help me create work relationships that are far more fun and fulfilling than being the smartest person ever could.

Hello from the London Museum of Natural History.

⏭️Next Week

I'll return with a brand new series on inclusive performance coaching. We'll explore how managers, HR leaders, and individual contributors can make effective coaching accessible to everyone, not just those with neurodivergence.