Executive functioning

What is executive functioning?

The thinking processes that allows us to make decisions, plan our time, focus our attention, remember things, and control our behaviours are collectively referred to as “executive functioning”.

The term “executive functions” was first used by psychologist Karl Pribham in the 1970s. Research indicated that the prefrontal cortex region of the brain (directly behind the forehead) was effectively the control centre for these processes. We couldn’t simply rely on the body, like we do for breathing, we need to engage the mind to get things done. In the same way that different minds work in different ways and contribute different strengths, executive functioning can look different for different individuals.

Each one of us will face challenges with one or more of these processes during our lives. And that is ok. If there are recurring challenges that are negatively affecting you or others on a frequent basis, and may be having a negative impact on aspects of your life, then you may want to consider seeking support. Remember, no one is perfect, we all encounter difficulties from time-to-time. If you have a neurodivergent condition, such as autism or ADHD, then there can be a greater prevalence of challenges with executive functioning. If you have frequent difficulties with some aspects of executive functioning, then that doesn’t mean that you have a neurodivergent condition, but it may be a topic to explore as the suggested support may also help you.

Executive functioning at work

Every one of us employs executive function processes throughout our day-to-day lives. But the impact can sometimes be more visible at work because of the consequences. Forgetting to complete a task or missing a deadline may have a knock-on impact on external partners, colleagues or customers. So it can be important to firstly identify recurring challenges and then create the environmental conditions to help you or your team member.

As a line manager, consider working on the basis that no one intentionally chooses to do a bad job all the time. What can you do to support an individual? What can you do to help them be more productive?

An example relating to focus and concentration at work

For tasks that need focus and concentration, I recognise that I work at my best in a silent environment. This is more easily achieved working from home. I’m fortunate to have a space where I can close the door to create the quiet environment that increases my productivity. I can mostly control my immediate environment (except the occasional road works outside!). For most of my career, I worked 5 days a week in an open-plan office. Some offices also had a radio on all day, another layer on top of the many conversations taking place on phones and at desks. In these offices, I would sometimes book a meeting room to get some focus time in on my own, sometimes put in my own earphones (no music, just using them to lower the external environment noise), sometime request an occasional day working from home. Often, these options were not possible, they were discouraged or against company expected ways of working. So I would just have to accept that I would be less productive. And live with the consequences of feeling less job satisfaction.

Some individuals can be more productive with background noise of conversation or music, or playing different colour noises. But I now know that is not me. Experiment with what works best for your for different tasks. Ideally, I would like to discuss any challenges like this in confidence with my line manager and agree on a suitable solution, but I know that disclosure conversations are difficult and may not be the best course of action for everyone. I do not always recommend disclosure in the workplace. It’s important to feel like you have psychological safety, which unfortunately isn’t present in every organisation. Neurodiversity training for organisations can help begin to create the conditions for employees to feel more able to disclose small adjustments that can increase their productivity. If you do not feel comfortable discussing this topic at work, then you could discuss in confidence with some external who understands that we need different environments to perform at our best. If you need more urgent support, then please make contact with a helpline or support service.

I do recognise the value of working in an office environment. I find collaboration and building upon relationships with others easier in person. It’s easier to get an understanding of roles that others undertake. Again, this relates to creating the right environmental conditions to perform the required tasks most effectively and efficiently. We can only work to our full potential if the environment conditions are optimal, in the same way that in nature some plants thrive in a sunny border and others need deep shade.

Positive impact

These lived-experiences I have shared relate to creating the suitable environmental conditions for focus and concentration. Different minds may need different ways to support with planning, prioritisation, to-do list management, decision-making or any other aspect of executive functioning at work.

Making suitable adjustments to support with these processes can then create the conditions to use strengths such as analysis, problem-solving and creative thinking more effectively at work. We’re effectively freeing up capacity to make better use of our strengths.

Supporting executing functioning

There is no checklist of things to do that will work for every individual. Different minds work in different ways. It is unlikely to be successful if we ‘just try harder’. So, instead, consider what resources or different strategies can be used.

I share some suggestions here for informational purposes. These are not recommendations. There are no guaranteed solutions that will work for everyone. Explore the tools and solutions if it helps you, but you know your personal situation best and will be in a position to make the best decision for yourself.

Time Management / Starting Tasks / Completing Tasks:

• Free visual calendars such as Google Calendar or Microsoft can help to block out time to do tasks.
• Online planners such as Trello, Asana or Monday can help with organising personal to-do lists and with projects and tasks shared among teams

Memory:

• Make notes during conversations. These can be written notes or use an online tool such as Microsoft OneNote or Notion.
• At the end of a conversation, read out a summary of what was discussed and confirmed requirements and any deadlines to ensure everyone is aligned with expectations. This is something that I would do if the conversation seemed vague or had conflicting information.

Self-regulation:

• Book 15 minutes into your calendar at the start and/or end of the day to check your personal progress on your calendar and to-do list. Are you making progress? Do you need to make adjustments to your calendar tomorrow? Do you need to inform any one that there may be a risk that you do not complete the eork on time?

Getting started with establishing a new habit can be difficult. It can take time. You may find it helpful to work with a line manager, colleague or coach to keep you accountable. But once established, using these helpful tools can just become part of your daily routine.

This is not about making allowances or providing additional tools for one individual. Any adjustments or changes in ways of working may be beneficial for neurotypical colleagues as well. If there is some financial investment, then organisations may be able to receiving funding to support with reasonable adjustments in the workplace using Access To Work grants. Find out more: https://www.gov.uk/access-to-work

If you would like to discuss executive functioning and how coaching can support you, then contact me at wayne@palmatumcoaching.com or book a free introductory call with me. An Access To Work grant can also fund coaching to support individuals in the workplace.