Creating organizational and productivity systems can help you make the most of your time and get the most done. These systems will help you manage the things that are important to you, and the ones that are not. This will make your work more efficient, and allow you to have more free time.
Creating systems that work for the ADHD brain
For many adults with ADHD, it can be difficult to manage their responsibilities. Some of these tasks can involve remembering appointments, reminders and schedules. To help alleviate these symptoms, some ADHD brain training programs are available to help improve focus and increase memory.
Neurofeedback-based training programs may be useful as an adjunct treatment for some milder cases. These programs use sensors to train inhibitory control and affect the way the brain processes information.
Neurofeedback-based training programs require multiple sessions. They may also take longer to implement. Several apps, such as Brain Fitness for ADHD, are based on these programs. However, not all of them are clinically proven to help with ADHD.
Another method is interactive metronome exercises. This exercise uses physical activity and timing to boost concentration, visual attention and memory. It also encourages problem solving skills.
Other apps, such as Play Attention, hone focus. The program uses a computer based program with an arm band to monitor the user’s movements. Each time the user is distracted, the system sends a visual alert via tinted glasses.
There are other ADHD brain training programs, some of which are available as commercial products. Some of these apps require the purchase of additional equipment, such as a smartphone. Others, such as EndeavorRx, are considered medical devices and can be used in the treatment plan.
Many people with ADHD struggle to focus on their work. Their attention can be distracted by noisy rooms or loud music. When the task is interesting and challenging, they can achieve success.
The frontal lobe is responsible for paying attention, organizing and deciding. However, in some people with ADHD, these regions of the brain mature later. This can lead to executive function issues.
Executive functions help individuals handle daily tasks. As the brain matures, these abilities become more complex. A 2010 study found that children with ADHD had abnormal connections between the frontal cortex and the visual processing area.
Creating systems that work for the ADHD brain can help to boost focus, improve memory and reduce stress. Exercise can also reduce anxiety and compulsive behavior.
Creating systems that work for the social brain
One of the best aspects of the new science of social brain is the opportunity to create systems that work for the social brain in order to boost organizational and productivity. For instance, a well-developed oxytocin response to social contact can increase motivation to help others. Likewise, the presence of a close friend or family member can reduce stress. The social brain is also the proverbial glue that holds human relationships together. During group problem solving, it also activates the cingulate gyrus and medial prefrontal cortex, to say nothing of the more distantly located precuneus and retrosplenial cortex.
This may not be a surprising fact, as the limbic system is a common component in the brains of many animals. In the social world, these regions play a major role in language, humor, and other cognitive processes. But in the context of a single individual, it is a small and finite part of the human brain.
Despite its relative modesty, the limbic system still has the best of all worlds. Its major roles include learning, memory, emotional regulation, and empathy, and it is also one of the most effective defenses against stress and ill health. With this in mind, researchers have been examining the neurobiology of social contact. These studies suggest that our closest acquaintances are the most likely to protect us from the rigors of life. Moreover, humans are fundamentally social species, and they are prone to make emergent organizations that go beyond the individual. Hence, a well-developed oxytocin system may protect us from the rigors of stress and illness.
A corresponding list of recommendations from the University of Chicago’s Center for Cognitive and Social Neuroscience includes the social brain as well as the requisite tools. As a result, leaders with a solid understanding of the ramifications of the social brain will be better suited in addressing the needs of a diverse and dynamic workforce. Moreover, this multi-disciplinary approach has spawned the aptly named New Society for Social Neuroscience. Whether or not the organization’s mission to re-imagine our knowledge of social brain science will pay off remains to be seen.
Creating systems that work for the management brain
Creating systems that work for the management brain is no easy feat. As a recent survey revealed, many organizations lack the requisite tools and tactics to combat this epidemic. Luckily, DARPA has been in the neurotechnology business since the 1970s and is well positioned to spearhead a neuroscience revolution. The agency has a handful of programs in the works, notably the Brain Initiative, which will see a high profile demo in a few weeks time. This is a long overdue effort to expand the frontiers of neurotechnology. The good news is that the government is on the same page as the rest of us. Hopefully the resulting innovations will be well received. More importantly, it will be a win win for everyone involved. In a time and budget constrained world, it is vital that we glean as much as we can from this exciting and rewarding partnership. Likewise, we must learn from our mistakes and improve upon our successes.
Creating systems that work for the hawthorne effect
The Hawthorne effect is an occurrence in human behavior. It occurs when individuals improve their performance when they are observed, whether by direct observation or by feedback.
During the 1920s, a team of organizational researchers at the Western Electric company’s Hawthorne works plant in the Chicago suburb of Hawthorne, Illinois, conducted an experiment. They found that workers were motivated to perform their work based on personal associations and not by money.
The Hawthorne effect is named after one of these studies. The study was performed on six women who worked together to assemble telephone relays.
As part of the experiment, the workday lengths and lighting were altered. Researchers thought that changes would lead to improved productivity. After the experiment’s end, the workers returned to their previous productivity level. However, it turned out that the change didn’t have a significant effect.
Many factors were considered in the study. One of the most important was lighting. Workers were more productive when the lights were dimmed.
Another variable was the duration of breaks. Researchers believed that short breaks decreased productivity, while longer breaks improved it. Both methods had a positive effect, but the researchers couldn’t tell which was the primary cause of the increase in productivity.
Studies conducted by other researchers revealed flaws in the study design. They also found that the original results were likely overstated.
Today, the Hawthorne effect is taught in sociology courses and business schools. It is often argued that it is a placebo effect. But this theory is still not supported.
In 2009, major data re-analyses were done. These re-analyses uncovered flaws in the original Hawthorne studies and other studies.
Despite these findings, the Hawthorne “effect” has continued to play a role in many areas of business. It’s important for managers to understand how social science can affect their employees’ behavior. Adapting to this effect is essential for them.
Creating systems that work for the Hawthorne effect is essential for any organization. Keeping employees’ needs in mind, and recognizing that people will have different responses to the same experiment, is vital.