People are more productive when they work with their strengths, instead of trying to address their weaknesses. Read https://www.amazon.com/First-Break-All-Rules-Differently/dp/... for more on that.

In the meantime highly productive people from Thomas Jefferson to Richard Feynman appear to have had ADHD. Do you really think that this app would have made a positive difference in their lives?

For a lot of management, "collaboration" means, "You do what I want and you get paid for it." And not, "We'll work together to figure out how to make this work for both of us."

https://www.amazon.com/First-Break-All-Rules-Differently/dp/... is a great book on how effective managers actually take their employee's strengths and weaknesses into account, and lean on their employee's strengths. (Trying to fix them is probably a lost cause.)

It is good to see this discussed, but the principle is not news. In http://www.amazon.com/First-Break-All-Rules-Differently/dp/0... the point is made that average managers try to bring up their bottom performers, while the best managers long ago concluded that you get more mileage out of investing energy in the top ones.

Of course the world is full of average people. They have to wind up somewhere. And organizations full of average people are never going to be able to take the advice to work the superstars.

I'll believe that the slogan invest in your best has been internalized by our society when we devote serious resources to making sure that people with IQs in the top 1% stop dropping out of school faster than people with median IQs do. Anyone care to give me odds on this happening in the next 20 years? I'll take the "No" side.