
Executive Function: The Invisible Struggle of Neurodivergent Thinkers
News posted: 31 January, 2025 Post by: Emily Edwards
Time to read: ~ minutes, give or take.
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Executive functions
Executive functions are a set of cognitive processes and skills that help us get things done. They include things like:
- Starting, stopping or switching tasks
- Organising
- Prioritising
- Self-monitoring and evaluation
- Working memory
- Impulse control
- Time management
- Attention and focus
- Emotional regulation
- Flexible thinking
If you’ve read my blog post on spiky profiles, then you might recognise some of these as common struggles for neurodivergent people. The reason why neurodivergent people struggle so much with executive function is due to that spiky profile, we tend to have areas of great strength where things come naturally and with ease, alongside areas of struggle that feel difficult and draining. It’s this stark contrast that makes daily tasks and expectations challenging, especially in a world that prioritises productivity, efficiency, and constant achievement.
The Impact of Executive Function Struggles
For neurodivergent individuals, executive function challenges aren’t just occasional inconveniences; they can shape our entire experience of work, relationships, and daily life.
In 2015, researchers Doyle and McDowall(1) looked into the challenges neurodivergent people face in the workplace, particularly around executive function. They found that:
92%
struggled with memory and concentration
83%
had difficulty with organisational skills
78%
faced challenges with time management
67%
experienced struggles with communication skills
These numbers highlight just how significant executive function difficulties can be—especially in environments that assume everyone can self-manage in the same way. When workplaces expect employees to keep track of multiple projects, switch between tasks seamlessly, and meet deadlines without structured support, it can set neurodivergent people up for failure, not due to a lack of effort or intelligence, but because the systems themselves don’t accommodate different ways of thinking and working.
Misunderstandings and Stigma
One of the biggest challenges isn’t just struggling with executive function, it’s being misunderstood because of it. Neurodivergent people are often perceived as lazy, disorganised, or unmotivated when, in reality, our brains simply process and manage tasks differently. The assumption that executive function is about ‘willpower’ rather than neurology leads to damaging stereotypes and unrealistic expectations.
For example, someone with ADHD might be able to hyper-focus on a task for hours and struggle to move to a different task even when they know it is a priority to do so. An autistic person might be incredibly organised in one area of life (i.e. at home) but completely overwhelmed in an other (i.e. work). These aren’t failures - they’re just different ways of processing.
Navigating Executive Function Challenges
Many neurodivergent individuals develop their own coping strategies, often out of necessity.
- Externalising organisation
Using planners, timers, apps, or visual reminders to support memory and task management.
- Body-doubling
Working alongside someone else (in-person or virtually) to provide external accountability.
- Chunking tasks
Breaking down projects into smaller, more manageable steps to reduce overwhelm.
- Energy-based planning
Prioritising tasks based on available energy rather than rigid schedules.
- Flexible deadlines and accommodations
Recognising that productivity isn’t linear and allowing for adjustments as needed.
However, traditional productivity advice like “just make a to-do list”, “set SMART goals” or “use a timer” often doesn’t work for neurodivergent people because:
- Who wants to be told what to do? This approach often shuts me down and leaves me feeling ashamed for not being able to use these ideas as easily as others.
- It comes from an external source. I tend to find the best solutions to my challenges when i’ve thought of them myself.
- It assumes that there is a “right” way. This doesn’t embrace the idea that there are many ways something can be done or achieved.
- Strategies need to be personalised. Many neurodivergent people have already created their own ways that work best for them naturally accomodating how their brain actually works.
The Need for Systemic Change
While individual strategies can help, they don’t address the bigger issue: many workplaces, schools, and systems are built around neurotypical expectations. This can make it harder for neurodivergent people to succeed, not because they aren’t capable, but because the structures don’t support them.
Beyond executive function, neurodivergent individuals may also struggle with:
Managing state (interoception): Difficulty recognising and understanding bodily sensations and emotions, leading to heightened stress or overwhelm.
Impulse control: Struggling to stay focused or manage responses in high-pressure situations.
Prioritisation: Feeling scattered or disorganised when deciding what to tackle first - everything is equally important.
Idea generation: Coming up with lots of ideas but struggling to structure or execute them.
Energy management: Experiencing cycles of burnout due to inconsistent energy levels.
Masking: Hiding neurodivergent traits to fit in, which can lead to exhaustion and mental health crisis.
Recognising these realities means rethinking how we define productivity and success. Instead of expecting everyone to fit into a rigid system, we need more flexible approaches that honour different ways of thinking and working. And the best bit - these approaches are supportive for everyone! That is what neurodiversity is about: the natural diversity of thinking across all humans.
Creating genuinely inclusive environments isn’t about forcing neurodivergent people to ‘fix’ themselves so that they can perform to neurotypical standards. It’s about recognising that different ways of thinking and doing deserve to be valued and supported.
Discover What Works For You
1:1 coaching can be a powerful way to understand your executive functions, how you operate at your best and worst, and explore new ways of navigating challenges. Many people expect to be handed strategies, but my coaching isn’t about giving you a set of pre-prescribed solutions or ‘fixing’ anything. Instead, I facilitate a process where you can deeply explore your own system - uncovering what actually works for you. I don’t see being neurodivergent as a problem or deficit; my approach is about embracing difference to inspire capability.
References
(¹) Doyle, A., & McDowall, A. (2015). Executive function in the workplace: Understanding the challenges faced by neurodivergent employees. Journal of Neurodiversity Studies, 8(2), 45-57.
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