Freeze dance: Play music and have the kids dance around. When the music stops, they have to freeze in place. Whoever moves is out, and the last person standing after several rounds is the winner.  Simon Says: A game of Simon Says can be perfect for any age group. If the kids are old enough, encourage them to take turns playing the role of Simon.  Musical chairs: Go with a classic game of musical chairs. This is a great way to incorporate music that the birthday girl or birthday boy loves.

13. Bowling Party Bowling parties have been around for decades but they never disappoint. It’s a fun, flexible option whether you have a small or large group because you can rent out as many lanes as you need. You can rent a separate party room where parents can hang out and kids can congregate for pizza, cake, and gifts later.  Some bowling alleys will even take special requests with music or lighting (like glow-in-the-dark lights) and give birthday shoutouts to make the day even more memorable.

16. Movie Theater Party A tried and true option for an indoor birthday party is heading over to the movie theater. Odds are there’s a new movie your child is interested in or a theater nearby playing one of their favorites. Plus, there are plenty of ways to enhance this party idea. You can have kids dress up as characters in the movie, go to a theater that serves food during the movie, do a double-feature, and more. After the movie, you can keep the party going in a private room or at your child’s favorite restaurant.

Step one is to find a career track which is a good match for you. To do this you need to consider your: Interests Personality type Areas of strength Areas of weakness Level of training

Build in rewards for completing undesirable tasks. Request closer supervision. Procrastination flourishes in secrecy! Difficulty with Long-term projects

Problems completing long-term projects are often related to a cluster of difficulties including poor time-management, procrastination tendencies, and difficulty with planning and organization. For adults with ADD, participation in long-term projects usually works best if you can: Team up with others to work in close-cooperation. Weekly or even daily team-meetings can help you stay on-track. Break the project down into stages, estimate the time required by each stage. In planning, start at the due-date and then work backwards in your calendar, setting dates for the completion of each part of the project. Review your progress regularly with your supervisor. Identify parts of the project that you are having trouble with - and actively identify a solution. Ask yourself - Do you have the knowledge or resources for this portion. Do you need the help of another team member

We Can Be Really Sensitive To Light, Sound, Touch, and even SmellsI need to wear sunglasses in semi-bright light, turn my monitor brightness down, and I hate wearing scratchy fabrics. I can’t stand hearing buzzing noises coming from our computer room or the sounds of people chatting — so I wear my headphones. We may need extra provisions to deal with sensitivities that may seem a bit weird. Just go with the flow and don’t make a big deal out of it if your employee is wearing shades in the office.

if we have a list

We LOVE Organisational Tools — Tell Us What The Business Can ProvideI make lists everywhere. I have regular meetings with the managers I report to where I keep a list of all action items we need to work on. I thrive with a balanced combination of calendars, list making apps, and physical notebooks. If your employee wants a large planner or a subscription to a list making app, this could benefit them immensely. It’s worth the business investment and may even help your neurotypical employees.

For example, reducing distractions by closing doors or providing a quiet workspace can help those with ADHD stay focused. Similarly, clear and concise instructions can help employees with ADHD stay on task. In addition, flexible work schedules can allow employees with ADHD to better manage their time and energy levels.

Just remember: the specific app doesn’t matter. The best productivity app is the one that works best for you. The most important thing is having a system. Sound good? Let’s jump in.To-do listsCalendarsNotesDistraction blockersHabit trackersRead-it-later appsScreen recording toolsOther categories

Again, people make changes when they are uncomfortable.

What stands in the way? Guilt? Fear? Sometimes we have baggage from our own upbringing that’s standing in our way

Some parents find they can only talk about certain topics with their ODD adult child, otherwise an argument will ensue.

How to Build a Culture of High Performance Step 1: Shift from critic to ally. No one wants to talk to a critic. Everyone wants to talk to an ally. When you’re someone’s ally, you display caring for them, confidence in them, and commitment to them. In your presence, they drop shame and defensiveness, and instead focus on becoming better. So how can you clearly communicate that you’re an ally and not a critic? Here’s a three-step formula: Empathize. If they’re struggling, acknowledge how hard or frustrating or annoying or painful that must be. Express confidence. Let them know you believe in their ability to handle the challenge they’re facing. Ask permission. Ask them if they would be willing to think with you about the situation.

Step 2: Identify an energizing outcome.

Step 3: Discover a hidden opportunity

Table of Contents1. Set goals that align with company objectives2. Invite employees to identify job-specific goals3. Set SMART goals4. Emphasize attainable goals5. Set consistent goals for employees with similar responsibilities6. Reward employees who achieve their goals7. Work closely with employees who fall short

Start with the big picture. This can be your business direction or your vision for the future. Clarify roles through a job description and the conversation. Job descriptions give an overview of the job while the conversation gives the manager an opportunity to drill deeper to be sure there is a clear understanding of expectations. Be sure that the goals are the right goals. Goals should cascade from the top so that everyone’s goals are in alignment with each other. Goals help people understand the priorities and how their role supports the overall organizational goals. All goals should be specific, measurable, and timed. Frequent feedback is important. If an employee is performing well or not performing well, it should not come as a surprise to them. Feedback should go both ways – give the employee feedback and seek to learn from them how you can better support them in achieving the best results possible.

Impulse control problems. Substance use disorder

Antisocial behavior

Attention-deficit/hyperactivity disorder (ADHD). Conduct disorder. Depression