Supporting People with Executive Dysfunction in the Workplace

Let’s face it, we’ve built a world—especially a work world—obsessed with productivity. There’s this unspoken expectation to be a well-oiled machine, moving from task to task like some mythical “ideal employee.” But life doesn’t work that way. People don’t work that way. And for those dealing with executive dysfunction, the gap between this ideal and reality is vast and exhausting.

Executive dysfunction isn’t laziness or a lack of ambition. It’s a genuine struggle with things many take for granted: planning, prioritizing, staying organized, and focusing. It’s hitting a wall trying to start a task or feeling paralyzed in the face of a long to-do list. And if you’re dealing with it, navigating a typical work environment can feel like running a marathon with cement shoes on. For those of us who don’t experience it directly, it’s time to understand it, embrace it, and figure out how to support the people who do.

What Is Executive Dysfunction?

Executive dysfunction is a condition that disrupts the brain’s ability to manage and control cognitive processes necessary for day-to-day activities. Imagine trying to start your car, but no matter how many times you turn the key, the engine doesn’t quite catch. You know what you need to do; your mind is ready to go. But the gears just don’t align.

For people with executive dysfunction, tasks that may seem simple to others—organizing a project, prioritizing tasks, even just getting started on a Monday morning—become daunting. It’s not about not wanting to work or being “bad at their job.” It’s about being wired differently, about having a brain that sometimes needs extra support to work with the typical 9-to-5 expectations.

And in a world where we’re expected to jump on every new email, complete every task efficiently, and pivot seamlessly between projects, executive dysfunction can turn the workplace into an obstacle course. It’s high time we make that course a little less grueling.

How to Support People with Executive Dysfunction: Real Solutions, Not Empty Words

Supporting people with executive dysfunction isn’t about hand-holding or bending over backward. It’s about creating an environment where they can actually do their best work, free from unnecessary barriers. Here’s how to get there.

1. Focus on Flexibility, Not Rigidity: A one-size-fits-all approach is a nightmare for someone with executive dysfunction. Think about allowing flexibility in deadlines when possible and creating adaptable workflows. If their most productive hours are later in the day, let them shift their schedule to match. The “but this is how we’ve always done it” excuse doesn’t fly when you’re supporting real people with real needs.
2. Break Down Tasks Together: Large projects can feel overwhelming to someone with executive dysfunction. Help by breaking down big assignments into smaller, digestible pieces. Work with them to create a roadmap of manageable steps, and don’t expect them to just “figure it out.” Small victories are fuel, so let’s start with the first step and build from there.
3. Use Tools That Actually Help, Not Just Fill Up Their Day: Everyone loves a productivity tool, right? But here’s the thing: tools should be, well, useful. People with executive dysfunction benefit from tools like digital to-do lists, calendar reminders, or project management apps that make it easier to track tasks and deadlines without getting lost in the details. Don’t force someone into a tool because it’s trendy—make sure it’s something that genuinely supports them.
4. Encourage and Normalize “Breaks” Without the Guilt: For someone dealing with executive dysfunction, focus doesn’t come in a smooth, continuous stream. It’s more like a sputtering engine that needs a little extra fuel. Encourage short breaks. Let them step away for a minute to clear their mind, recharge, and come back with a fresh perspective. Breaks aren’t a reward for being productive; they’re part of staying productive.
5. Create Accountability Without Pressure: Accountability is crucial, but it’s a double-edged sword. People with executive dysfunction benefit from check-ins, but they don’t need constant micromanagement. Instead, try setting up regular, low-stress check-ins that are about discussing roadblocks and problem-solving together rather than reprimanding or policing.
6. Practice Patience and Compassion: This one sounds basic, but it’s shocking how little we see it in the workplace. Understand that executive dysfunction doesn’t go away with a pep talk or a workshop. This is a daily struggle, and sometimes things won’t go according to plan. Offer patience and compassion when projects take a little longer or when they’re having an off day. Just knowing someone’s got their back makes all the difference.

Why Supporting Executive Dysfunction Makes Your Team Stronger

Supporting people with executive dysfunction isn’t just a nice thing to do—it’s a smart thing to do. People who struggle with this condition bring creativity, problem-solving skills, and a unique perspective to the workplace. They’ve had to adapt and find unconventional ways to succeed, and that kind of resilience is a rare and valuable trait.

When you support someone with executive dysfunction, you’re not just helping them succeed; you’re creating a culture of flexibility, empathy, and innovation. Your team becomes more adaptable, more creative, and more capable of tackling challenges from different angles. You stop hiring for “perfection” and start embracing the idea that good work doesn’t look the same for everyone.

This isn’t about lowering standards or cutting slack—it’s about recognizing that brilliance doesn’t always come in a neat package. Sometimes, it’s messy. Sometimes, it struggles to stay on task. But when it’s supported, it thrives.

It’s Time to Reframe Success

Executive dysfunction is just one more reminder that not everyone works in the same way, and we need to stop expecting them to. Real success in the workplace isn’t about forcing everyone into the same productivity box. It’s about recognizing strengths, accommodating weaknesses, and understanding that what works for one person won’t work for another.

So, if you’re a manager, a team leader, or even a colleague, take the time to understand what executive dysfunction really is. Look beyond your checklist of “ideal employee” traits and recognize that the people who think, act, or work a little differently are not liabilities—they’re assets. Support them. Embrace the mess. Because in the end, the best workplaces aren’t those that demand perfection; they’re the ones that make space for humanity.