Work patterns · Work environments · Sustainable performance
The Science
MyBrainOS is built around a simple idea: how people work is shaped not only by ability, but by the fit between their executive-function patterns and the environments they work in.
Modern knowledge work often requires people to plan, switch tasks, manage interruptions, estimate time, regulate attention, start difficult tasks, and stay organized across shifting priorities. These demands are not always visible from the outside, but they can strongly affect how work feels and how sustainable it becomes.
The person
Executive-function patterns
How attention, initiation, time, planning, and regulation show up for an individual.
The context
Work environment
The structure, pace, clarity, interruptions, and support built into everyday work.
From research to real work
Science & methodology
SEEFA — the Scaffolding and Executive Function Ecological Assessment — is an evidence-informed workplace self-regulation profile. It is designed to look at executive-function patterns in real-world knowledge work, rather than in abstract or clinical settings.
The framework draws on contemporary executive-function research and translates it into practical workplace dimensions such as task initiation, planning support, time perception, attention filtering, cognitive flexibility, drive regulation, and metacognitive awareness.
Workplace dimensions
- Task initiation
- Planning support
- Time perception
- Attention filtering
- Cognitive flexibility
- Drive regulation
- Metacognitive awareness
Two assessment depths
Instrument overview
Both versions begin after the context section and combine scored factor items, response-quality checks, and environmental fit items.
Free assessment
SEEFA-Brief
35
items
SEEFA-Brief is the free version of the assessment. It includes 35 items after the context section: 24 scored factor items, 3 response-quality checks, and 8 environmental fit items.
- Scored factor items
- 24
- Response-quality checks
- 3
- Environmental fit items
- 8
Extended assessment
SEEFA-Full
72
items
SEEFA-Full includes 72 items after the context section: 54 scored factor items, 10 response-quality checks, and 8 environmental fit items.
- Scored factor items
- 54
- Response-quality checks
- 10
- Environmental fit items
- 8
Response scales
Core items use a 5-point frequency scale, from Never to Very Often. Environmental fit items use a 5-point agreement scale.
How to read a higher score
Higher scores indicate greater self-reported friction, support need, or environmental mismatch in a specific dimension. A higher score does not mean lower ability. It points to areas where a person may need more structure, clearer scaffolding, different workflows, or better environmental fit.
Clear boundaries
What SEEFA measures — and what it does not
SEEFA does not measure intelligence, talent, motivation, or clinical impairment. It does not produce a diagnosis and should not be used to label people.
Instead, SEEFA creates a structured profile of how executive-function demands may show up in everyday work. The goal is to support reflection, coaching, better work design, and more informed conversations about sustainable performance.
SEEFA does not measure
- Intelligence
- Talent
- Motivation
- Clinical impairment
Designed to support
- Reflection
- Coaching
- Better work design
- Sustainable performance conversations
Consent and governance
Transparency & research
With explicit consent, de-identified aggregate data may be used for research and may be published through open-science platforms such as OSF. Individual responses are not published.
AI-assisted processing may be used for operational tasks and report generation. Where relevant, this is disclosed during consent and handled within the privacy and data-governance safeguards of the platform.
Responsible use
Non-clinical scope
SEEFA is developmental and educational. It is not a medical, psychiatric, or neuropsychological assessment. It should not be used for diagnosis, hiring, promotion, termination, or other employment decisions.
Its purpose is to help people better understand the conditions under which they work best — and where thoughtful support or redesign may reduce unnecessary friction.