The relationship between distraction, distress, and our central nervous system (CNS) has intrigued researchers studying human behavior for decades. The intrigue involves the interplay between sensations, behaviors, and the central nervous system.

Since the 1960s, research has illuminated how the CNS responds to sensations. It triggers specific behaviors. However, some individuals struggle to effectively modify their responses to certain sensory stimuli. This leads to perceptual instabilities. This post provides examples by the way of case studies of the potential to actively reduce distractions and distress, resulting in perceptual stability—a vital aspect of well-being.

Citing the 2012 Aflac Workforces Report, we highlight how health and well-being services correlate with increased job satisfaction and overall contentment among workers. Millennials, in particular, recognize the symbiotic relationship between a healthy mind and a healthy body.

Sensations, often dubbed "mind fuel," enter our body as information and are processed by the brain, culminating in patterned behaviors. The differences in patterns are generally either a matter of hypersensitivity and hyposensitivity. Each contributes differently to disturbances in the ability to modulate sensory information.

Drawing inspiration from occupational therapist Jean Ayers' intervention model, we outline an approach that facilitates sensory modulation improvement. This model has some features of design thinking in that it creatively applies sensory stimuli from one domain to help another. The result is enhancing the ability to process information.

Ayers' intervention sensory integrative model is a therapeutic approach to solving for individuals' information processing abilities. Outlined in the six compelling case studies below, focus on addressing hyposensitivity patterns, which are often misdiagnosed. These patterns manifest in behaviors such as aggression, fear, anxiety, and moodiness. To the onlooker is may appear more so as attention shifting difficulties, irritability, withdrawal, and avoidance.

Case Study

Initial Assessment: An employee observed fidgety tendencies that led them to frequently leave their work station. Peers reported consistent complaints from this employee. Presenteeism was observed within this department. The assigned work space fit for the work role was brightly lit.

Collaboration: Reduced wattage with indirect lighting casted on the work station demonstrated to improve productivity in one timed task by 30 minutes daily. Five minutes of specific gross motor movement was practiced each hour.

180 Day Assessment: Overall fidgetiness was observed and documented to reduce by 85%.

Case Study  

Initial Assessment: An employee reported emotional disturbances correlated to the style of interaction of one peer. They observed their peer to frequently use touch tactics as a method of communicating greetings and acceptance (gestures included momentary hand placement on the shoulder and forearm). Logged moments of distress included increased heart rate, and “felt sense” to disengage from work tasks by “daydreaming” or surfing smartphone apps. Absences averaged two per month.

Collaboration: A facilitated workshop for the department offered communication styles. Workshop emphasis included non-physical gestures, including harassment case-studies in physical communication tactics. 73% of attendees surveyed 7-days after the workshop reported a “felt sense of relaxed” with workplace communication styles.

180 Day Assessment: For the employee, a routine, daily meditation practice. Logged daydreaming and smart-phone use reduced by 65%. No unplanned absences within 8-weeks.

Case Study

Initial Assessment: 68% of one department reported one peer as a “social disturbance”. An interview with each department employee identified the peer to express hostility and anger specific to cultural differences with food/diet.

Collaboration: A department workshop on the topic of nutrition and eating behaviors. A ‘Nutrition 101’ survey was provided before and after the workshop. A Lickert Scale was used for each survey statement. Based on survey findings the greatest improvement, by 59% on the statement: Food sensitivities can effect psychological and cognitive symptoms (e.g. mood issues, sleep problems, brain fog, etc.).

One-on-one coaching with the peer provided deep pressure tactics at routine times through the work day.

180 Day Assessment: Social disturbances reported by the department reduced by 54%. Logged inhibitions of anger reported by the peer was 12% across 6-weeks.

Case Study

Initial Assessment: An open floor workspace with inadequate sound dampening presented employee distractions with phone calls, conversations, and general work activities. Additional behavior observations included pencil tapping, foot tapping, tongue and checking; role activities included walk the office, talk with peers, smart-phone activity. Productivity and competitive advantage measured 15 points below norms.

Collaboration: provided noise-reducing headphones, alternative quiet workspaces within natural environments (e.g. outdoor green space). Microbreaks: walk throughout the workplace, gross motor tactics. 30 to 60-minute higher intensity exercise/movements one time daily.

180 Day Assessment: Logged productivity improved by 40%.

Case Study

Initial Assessment: An employee reported frequent nausea and headaches in the morning hours of work. The Adult Sensory Questionnaire (ASQ) identified sensitivity to movement; triggers identified included daily commute, rolling chairs, and elevators. Average absences a month were three - half days included. Medical/ over-the counter (OTC) medical expenses total $1,100 the prior tax year.

Collaboration: Logged daily diet remedies and frequency of scent applications (i.e. teas, plants, essential oils) in various environments - ginger, peppermint, cloves, and licorice. Nausea seized and frequency of headaches reduced to an average of one time a week. Deep pressure activities logged three times daily resulted in reported “felt” sense calm and relaxed across 2-weeks.

180 Day Assessment: No unscheduled absences, no medical visits, and an approximately $75 spent on OTC.

Case Study

Initial Assessment: An employee complained of job dissatisfaction with a history of job turnover within manufacturing industries as a line worker. Observations identified manufacturing plant odors (e.g. machinery oils and chemicals) as a distraction.

Collaboration: A skill assessment identified an alternative role within an administrative department outside of the manufacturing plant environment. The employee workspace was distanced from alternative odors (e.g. kitchen, copying machine, perfumes, garbage); ease of access to outdoors. Scheduled work breaks were set within natural green environments and visual stimulation of outdoor activity (e.g. birds, living water, trees, flowers).

180 Day Assessment: Overall job satisfaction self-ranking improved from 6 to 10 on a 1 to 10 scale. Self-initiating horticulture initiatives/responsibilities within the workplace. Workplace engagement improved by 65%.