Executive Functions are our ‘Air Traffic Control’ System

/ Dave Eberwein / Leave a comment
Searching for the Invisible Skills of Executive Functioning

One of the most effective determinants of student success is building the invisible skills called Executive Functions — the foundations to effective learning. In fact, studies show a stronger correlation between executive functions and student success, than with IQ and student success.

When I visit schools, I’m reminded that student success is actually based on what we can’t see — things like:

  • keeping the teacher’s instruction in their mind;
  • staying focused while resisting distractions; or
  • shifting problem-solving strategies when their first attempt doesn’t work.

These are our brain’s executive functions — our ‘air traffic control’ system for successful learning.

Executive functions: a set of higher-order cognitive processes necessary for managing oneself, focusing attention, planning, and achieving goals. The three core pillars are:

  • working memory (holding and using information);
  • cognitive flexibility (trying a new approach); and
  • inhibitory control (pausing before acting).

The great news is that these abilities can get better over time — sometimes substantially — from early childhood through adolescence. And, as with most things in education, consistent practice can lead to significant gains.

When students’ executive functions get stronger, the results are noticeable in several ways. Things like:

  • clearer writing;
  • better problem‑solving; and
  • smoother collaboration with others.

Not surprisingly, when stress or poor sleep become factors, we see the opposite happen — less focused writing, weaker problem-solving skills and less cooperation with others. Behavioural outbursts out in school, MAY be the result of a child’s Executive Functioning either not being developed or being temporary depressed because of stress or lack of sleep.

This is another great reminder that personal well-being and learning are so intimately connected. Well-being supports like our district’s Mental Wellness Snapshots help families with practical strategies for routines, sleep, and stress management — the foundations for strong executive functions.

Games like Jenga can Build Executive Functions

Here are a few more ways that families can help promote these critical skills:

  • Invite your child to lead the planning for a family activity: “What is our 3-step plan for today’s adventure?”
  • Do an activity that requires cooperation, planning and problem solving — like cooking or baking.
  • Praise the process behind the problem solving: “Congratulations, you tried Plan B when Plan A didn’t work!”
  • Play strategy-based games that build impulse control, thinking ahead and adapting strategies: Uno, Jenga, Chess, or Memory are good ones.
  • Protect sleep time like their success depends on it — because it does!

So, as parents or caregivers when we are looking to build our children’s success at school, we don’t always need to know how to help them with their Calculus homework to assist them in becoming more successful.

What we all can do is find ways of practicing those critical brain skills that open the doors to successful learning.

And I thought Uno was just a game that I never won!

Organization Success Means Leading with Emotional Intelligence

/ Dave Eberwein / 2 Comments

I’ve blogged about the importance of nostalgia before (The Neuroscience of Nostalgia: Why Familiar Stories Feel So Good) — how it can have a calming influence on our brain and help with self-regulation.

But can it also spur innovation?

We have all likely walked into a space and been hit with a smell that instantly transported us back to our childhood. Maybe it was fresh-cut grass, or the scent of crayons, or perhaps the smell of freshly baked cookies from grandma’s house.

Nostalgia is powerful because it connects us to something deeply human — our emotions.

And emotions are the secret ingredient for both successful leadership and innovation.

Why Emotions Matter

We live in a world obsessed with efficiency, data, and speed. But leadership isn’t just about metrics and efficiency — it’s about meaning — a deeper connection to what’s around you and its influence on you.

Emotional Intelligence (EI) is what allows us to create meaning. EI is the ability to understand and manage our own emotions while recognizing and influencing the emotions of others.

Think about the last time you felt truly heard by a leader. Chances are it wasn’t because they had the best spreadsheet or meeting agenda. It was because they connected with you on a human level.

That’s EI.

The Neuroscience Behind Nostalgia

Neuroscience tells us that revisiting positive memories activates reward pathways in our brain. It makes us feel safe, valued, and open to new ideas. In other words, nostalgia can be a powerful launchpad for innovation. When leaders tap into that emotional connection — through stories or shared experiences — they create trust. And trust is the necessary foundation for risk-taking and creativity.

How Leaders Can Harness EI

Sharing your own Journey Builds Connections

So, how do you lead with emotional intelligence in a way that is genuine and transparent?

  1. Tell Stories That Matter – Share moments that shaped you. Vulnerability builds connection. It’s OK to tell the stories of your mistakes — that your errors can lead to future success.
  2. Model Reflection – Share your learning journey with the people in your care. By modelling your journey of ‘ups and downs’ you model the uneven growth path that we all travel.

As a leader, the most important thing in your toolbox is understanding that your purpose is to support the people in your organization — it’s not decision making or getting to a set endpoint.

By leading with Emotional Intelligence, you provide the necessary trust to build relationships. Relationships build shared opportunities. Opportunities build growth. Organizational success is not achieved by having more rules and regulations. Success depends in large part on the people whom you lead — and to do that means connecting with them beyond the statistics.

When people feel emotionally safe, they take risks. They speak up. They challenge the status quo. That’s where innovation lives — not in fear of making a mistake, but in trust.

Emotional intelligence isn’t something soft that we should ignore — it’s critical and it’s strategic.

It makes THE difference in organizational success!

Hitting the Sweet Spot – Criticism and Praise

/ Dave Eberwein / 2 Comments

In every classroom — at every grade level — a quiet tension exists between correction and encouragement. As educators, we find ourselves navigating the delicate balance between offering constructive criticism and celebrating effort.

Can well-meaning praise sometimes do more harm than good? Is that possible?

An article in Forbes magazine, “Criticism Is Good, But Praise Is Better,” reminds us that while feedback is essential, the tone and intent behind it can shape a student’s confidence and motivation. I recently wrote a blog post about Confirmation Bias (Why Students and Adults Struggle to Be Wrong — and How to Help, Dec 2025) where I outlined the vulnerability of students whose self-image is still developing and can be inadvertently and negatively influenced by both praise and criticism.

The way we speak to students can dramatically influence not just their academic outcomes, but their belief in themselves. Finding the balance — or sweet spot — for optimal personal growth is tricky.

When used well, praise is a powerful motivator. A teacher once told me how her classroom transformed when she shifted from pointing out mistakes to highlighting effort: “I started saying things like, ‘I noticed how you kept trying even when the problem was hard.’” The result? Students became more engaged, more curious, and more willing to take risks.

But, not all praise is created equal.

When praise becomes automatic or overly general — “Great job!” or “You’re so smart!” — it can lead to Confirmation Bias, where students begin to seek validation rather than growth. They may cling to familiar strategies, even when those strategies aren’t working, simply because they’ve been praised for them in the past.

A student praised repeatedly for their vivid vocabulary might resist feedback about their sentence structure. Why change what’s already being celebrated? In these moments, praise can unintentionally close the door to deeper learning.

So, it’s important to recognize that giving praise runs the risk of actually stifling creativity and broader thinking.

That’s why the most effective praise is both specific and reflective. Effective praise acknowledges what’s working while gently inviting students to consider alternatives. For example: “I love how you used descriptive language here. What do you think would happen if you varied your sentence lengths to build suspense?” This kind of feedback affirms effort while encouraging exploration. It minimizes the risk of contributing to confirmation bias.

Parents can adopt this approach at home, too. Instead of saying, “You’re amazing at math,” try, “I noticed how you broke that problem into steps—that strategy really worked. What might you try next time if it gets trickier?” This not only builds confidence but also fosters a mindset of adaptability and growth.

Ultimately, the goal isn’t to either eliminate criticism or flood students with praise.

It’s to create a culture of thoughtful feedback — striking a balance where students feel safe to take risks, reflect on their choices, and revise their thinking. When we do this, we’re not just helping them succeed in school. We’re helping them become resilient, reflective learners for life.

So, praise wisely, correct with care, and you’ll keep the door open for personal growth.