by Jenna McCaffery | Director of Engagement & Innovation
Table of Contents
If you’ve ever found yourself laser-focused on a tough puzzle or totally zoning out during a task that felt like watching paint dry – congrats, you’ve experienced the balance (or imbalance) of challenge and skill. I used to think zoning out during easy tasks meant I was lazy or unmotivated – turns out, I was just chronically under-challenged. Once I started matching projects to what actually sparked interest and pushed me, everything changed.
In the last blog, we explored the “F” in FLOWS™ – Focus on Clear Goals and how clarity creates momentum, especially for neurodivergent individuals navigating time blindness and executive functioning challenges. (New here? Start with the full framework.)
Now we’re moving into the “L” in FLOWS™: Leverage Challenges and Skills, where engagement skyrockets, and people actually want to get stuff done.
The Flow Zone Explained
Psychologist Mihaly Csikszentmihalyi coined the term flow to describe the mental state where time disappears, focus deepens, and you’re completely immersed in a task. It happens when your skills meet just the right amount of challenge – not too hard, not too easy.
For neurodivergent individuals, especially those with ADHD or Autism Spectrum Disorder, this balance is everything. ADHD brains crave stimulation. Autistic individuals thrive on depth and clarity. When challenge and skill are mismatched, we either shut down or zone out.
When it’s just right – That’s where the magic happens.
4 Ways to Leverage Challenges and Skills at Work
1. Match Tasks to Skill Level
Assign projects that align with current strengths – but don’t stop there. As skills evolve, tasks should too.
- Try: “This feels like a good fit for where you’re at. Want to stretch into something a bit more complex next time?”
- For ADHD and ASD: Optional stretch assignments build trust and motivation.
2. Dial Up Complexity Gradually
When a task that once felt challenging becomes too easy, it’s often a signal to level it up.
- Example: If someone mastered report writing, have them present insights at the next meeting.
- Small shifts can reignite engagement – and reduce boredom-driven procrastination.
3. Normalize Learning Curves
Praise the effort. Encourage experimentation. Give feedback that fuels growth, not fear.
- Say: “You clearly put a lot into this. What would you tweak next time?”
- Especially helpful for neurodivergent team members who can be hyper self-critical.
4. Let People Choose Their Challenge
When people have some say in how they approach tasks, they’re more likely to engage deeply – especially those with ADHD.
I’ve noticed this in myself, too. A task that feels slightly out of reach plus a little autonomy is the perfect recipe for hyperfocus and losing track of everything else (including whether I’ve blinked).
What Happens When the Balance Breaks
Too much challenge, not enough support? Cue panic or avoidance.
Not enough challenge? Expect distractions, disengagement, and that one task that mysteriously takes all day.
This part of the framework isn’t about pushing harder; it’s about calibrating smarter. Great leaders spot the edge of discomfort and help people work just beyond it.
Challenge with Compassion: Coaching, Not Pushing
This isn’t about tossing people in the deep end. You’re saying, “Here’s a ladder. Let’s climb it together.”
And if you’re the one climbing? Be honest about what’s working, or what’s not. You deserve to be challenged in a way that lights you up – not burns you out.
Try This with Your Team
At your next team meeting, ask:
“What’s one task or project that felt like a perfect fit – and why?”
You’ll uncover what energizes each person and how to create that “just right” rhythm where real work happens.
Stay tuned: Next in the FLOWS™ series, we’ll explore the “O” – Optimize Your Environment. Because even the best talent can’t focus in a space that’s working against them.
Want to Put FLOWS™ Into Practice?
The FLOWS™ Framework is a flexible, science-backed approach to creating a more focused, motivated, and inclusive workplace – especially for neurodivergent employees.
Download the free FLOWS™ checklist
Contact FIT HR today to learn how the FLOWS™ Framework can be implemented with your team. We’ll help you get the challenge level right, increase engagement, and build a team that’s focused, capable, and confident.