Persistency Over Consistency: The Neurodivergent Reality of Work-life Balance

By Eliora M.

Introduction Imagine attempting to juggle five balls while standing on one foot, only to hear someone proclaim that the key to success is simply “being consistent.” For many neurodivergent adults, particularly those with ADHD, that advice feels less like wisdom and more like a cruel joke. Consistency may sound ideal, but what if your brain doesn’t interpret “ideal” in the same way every day?

When I was first diagnosed with ADHD, I believed the solution was to simply try harder, to wake up earlier, follow a planner, and commit to strict routines. That’s the advice everyone gives, but despite my efforts, it didn’t work. Some days I was utterly focused; other days, even brushing my teeth felt monumental. The suggestion to “just be consistent” started to feel like a punchline. And honestly? I’m not the only one.

This essay proposes a decisive shift in perspective: what if success is not rooted in consistency, but in persistency—the ability to adapt, recover, and continue, even when routines collapse? Drawing on research in therapy, workplace productivity, and human resources, I will explore why this model offers a more realistic and empowering path for neurodivergent individuals seeking work–life balance.

CBT as a Model for Persistence

Cognitive-behavioural therapy (CBT) is one of the most evidence-based approaches for managing ADHD symptoms in adults. A 2017 meta-analysis by Knouse, Teller, and Brooks reviewed 32 empirical studies and found consistent benefits in improving planning, organization, and time management. This suggests CBT creates the psychological infrastructure necessary for lasting behavioural change.

Unlike rigid productivity systems, CBT emphasizes flexibility and metacognition. It helps individuals break large tasks into manageable pieces, reframe unhelpful thought patterns, and design schedules that match natural energy rhythms (Knouse, Teller, & Brooks, 2017). These strategies directly counter the unrealistic pressure to deliver flawless performance every day.

The same research also found that emotional regulation—a skill closely tied to resilience—enabled participants to stay engaged with their goals after setbacks. In other words, CBT does not aim for perfection; it teaches people to recover quickly and keep going. This focus on adaptability and rebound capacity embodies the very essence of persistence.

Rethinking Productivity at Work

Even with strong coping tools, many neurodivergent adults still feel misunderstood at work. A 2018 study by Joseph et al., involving over 2,000 adults with ADHD, found that focus, emotional regulation, and task initiation challenges often reduced productivity and job satisfaction. Yet participants who adopted adaptive strategies such as breaking large tasks into smaller steps, using visual reminders, or requesting flexible deadlines reported marked improvements.

Notably, those who avoided catastrophizing after a “bad” day recovered faster and returned to tasks sooner (Joseph et al., 2018). This finding reframes productivity: the real measure of success is the ability to recalibrate, not to maintain an unbroken streak of high performance.

HR’s Role in Structural Change

The 2024 review by Rolnik-Sadowska and Grabinska highlights how traditional human resource (HR) systems are built on neurotypical norms: valuing punctuality, fixed schedules, and uniform workflows, which can inadvertently exclude neurodivergent strengths. They call for sustainable HR models that offer flexible hours, remote work options, individualized performance metrics, and neurodiversity-informed mentorship.

One key insight is that creativity and innovation often flourish when employees can work in short bursts of high energy—a style known as “burst working” (Rolnik-Sadowska & Grabinska, 2024). In practice, this might look like a marketing coordinator who arranges her workday into three intense 90-minute sprints, followed by lighter administrative tasks. By aligning her schedule with her natural focus cycles, she not only meets deadlines but consistently produces high-quality, original content.

Such examples show that persistence—adjusting methods to sustain long-term output—is not a workaround but an asset. When companies normalize nonlinear work rhythms, they foster adaptability and reduce burnout, benefiting both neurodivergent and neurotypical employees.

Conclusion

We’ve been asking the wrong question. Instead of “Why aren’t you more consistent?” we should ask, “What supports your persistence?”

For neurodivergent adults, persistence is not a consolation prize; rather, it is a legitimate strength. It reflects the capacity to try again after failure, to adapt strategies to changing conditions, and to reject the myth that success must look identical every day.

From CBT’s emphasis on adaptability to HR’s move toward flexible structures, the evidence is clear: resilience matters more than routine, effort more than sameness, and recovery more than perfection. In the end, being able to rise after a setback will always be more powerful than never stumbling at all.

References

Joseph, A., Kosmas, C. E., Patel, C., Hall, H., & Asherson, P. (2018). Health-Related Quality of Life and Work Productivity of Adults with ADHD: A U.K.-U.S. Web-Based Cross-Sectional Survey. Attention Deficit and Hyperactivity Disorders, 231(3), 1160–1623. https://doi.org/10.1177/1087054718799367

Knouse, L. E., Teller, J., & Brooks, M. A. (2017). Meta-analysis of cognitive-behavioral treatments for adult ADHD. Journal of Consulting and Clinical Psychology, 85(7), 737–750. https://doi.org/10.1037/ccp0000216

Rolnik-Sadowska, E., & Grabinska, V. (2024). Managing Neurodiversity in Workplaces: A Review and Future Research Agenda for Sustainable Human Resource Management. Sustainability, 16(5), 654. https://doi.org/10.3390/su160516594