How OCD can be a strength in the workplace by Will More.

When I first received my diagnosis of OCD, I felt delighted to have answers. I’d previously had two or three years without any diagnosis, no understanding at all and it was an incredibly unsettling time for me. However, the initial relief from the diagnosis was followed by the subsequent question of how this would define me moving forward, and what this meant for me and my future. I felt like I had gained something negative, whether that was a question mark around my abilities to work, a sign of weakness or an added baggage as an employee. It was almost a fear of not being like everyone else.

It wasn’t until I started working in HR at Enterprise as an intern and seeing the partnership we had with MyPlus, that I realised that there are benefits to having a disability. I think it was genuinely the first time I had heard myself being described as having a disability, and equally the first time I’d heard disability being described in positive terms. Although this didn’t happen overnight, I realised that no-one is built the same; we didn’t come off a production line all looking the same. It wasn’t until I had that experience and those conversations that I started to think “hey – there could be two sides to the coin here”. It was a great time to think about how actually this might be a positive thing, and how to value my individuality in the workplace.

These are my key strengths that I think my OCD has helped me to develop:

1.Strong organisational skills

Initially I remember feeling very easily overwhelmed at that time – the only way I’d describe it is similar to when the music is so loud you can’t concentrate on driving – and I wasn’t sure how I might continue to contribute at work. To overcome these feelings, I became more organised and systematic in how I approached my tasks, and particularly I became more process-led in what I was doing. This became particularly useful when we were organising big events, submissions or pieces of work. Having a system and process in place enables you to get these things over the line, so I began to wonder if it was okay that I needed to approach tasks slightly differently.

2.Resilience

Having been through a traumatic experience, where I questioned everything I was thinking and feeling, has helped me to build an independence which can be very empowering in the workplace. Knowing who you are and recognising that you have the ability to take on challenges is equally as useful as the practical skills of getting a task done.

3.Different perspectives

In the workplace you need people who can get the job done. You also need people who can think about things in a slightly different light to others. It’s been widely cited that companies with more diverse boards perform more effectively than those with homogenous participants. With my OCD, I bring a different perspective to the table; I have a brain that likes to think, likes to question, likes to analyse, likes to run. This can lead me to approach things in different ways to others, and ultimately for organisations to have that diversity of thought and approach is extremely important.

4.Road maps & planning

I sometimes find that uncertainty can be overwhelming. I struggle to know how to start, what I need to do or how I should move forward. It is like nothing is processing and nothing is working. The way I get around this is to create a roadmap; I step back and say this is where we are today, and this is where we want to be in a year’s time. My brain is very structured and likes a roadmap of where I currently am versus where I need to get to. Turns out this is also useful for others I work with, especially clients when we are putting a project plan together!

My overarching advice is don’t be too hung up about your disability. What has been a revelation for me is that people don’t seem to be overly concerned about disability once you’re in the workplace. Once you leave university the pressure of fitting in, of being this polished and perfect version of a high achiever, doesn’t seem to matter. People just don’t seem to care – whether your difference is your disability, race or sexuality. You only need to look at the banks, the law firms, and other prestigious big organisations and see that there are loads of people out there who have their own differences. It really isn’t that big a thing. Once you find the right organisation for you there is less pressure to be perfect, and more emphasis on bringing your whole self to work.