dyslexic

How does a dyslexic person fit in at work?

Have you ever stopped to think about who you are and what you are doing? It’s a big question!

I now identify as being neurodivergent and dyslexic (along with a few other traits), but this wasn’t always the case.

I have worked across several different professions including sales, marketing, business development, technology, and fundraising. What I have recognised over this time is that you are not the job you do, but instead the skills, experience, and attitude that you bring to that job. This can mean you can perform well in many different roles, bringing new and more effective approaches to age-old problems.

There is a flip side. Sometimes it can be hard to fit in, understand alien processes and feel that you are not accepted as part of the organisation you are working for. You may have felt like this at certain points in your life, but for some individuals, this is an everyday occurrence and something that stands in the way of them progressing at work. This is something that I experienced first-hand. Not being able to work effectively, struggling with my short-term memory and ability to process information and as a result not being able to perform effectively at work.

What does a dyslexic diagnosis mean?

Getting a dyslexic diagnosis helped me understand some of my points of frustration including how I thought. I recognised that some of the things that were difficult are to do with how my brain works. For example, thinking big, having big ideas and thinking outside the box are strengths of mine, but areas of difficulty include getting these ideas down on paper and remembering them. This doesn’t mean I don’t have a lot to say, and it doesn’t mean that I can’t actually put it down on paper, it just means the process is really difficult and as a result is something that I have avoided for a long time.

Workplace needs assessment

After diagnosis, I was assessed by a workplace needs consultant who took the time to understand how my job worked and what help I might need. This resulted in a number of recommendations including strategy coaching and various pieces of assistive technology. With associated training, it enabled me to manage some of the things I found more difficult far more effectively and to amplify my strengths. After being through this experience I recognised that this is something I wanted to help others with, bringing not only the skills I had gained in coaching and training but also adding on top my real-world commercial experience.

So ‘The Neurodivergent Coach’ was born, an organisation designed to help individuals and organisations amplify strengths and manage difficulties so that neurodivergent people can be the assets that they were always meant to be. We offer support around coaching, technology training and workplace assessment. What is important in all this is that it is focused on the individual and their needs so that they can develop and be effective at work.

If this is something that has impacted you or one of your team, you might like to know that there are several different ways that you can get help.  Please drop me a line. It would be great to talk further.

Neurodiversity

What is Neurodiversity?

Have you ever helped someone and seen their eyes light up as they realise that they can solve their own problem and keep solving their problems? I call this, “Making Neurodiversity Heroes.”

In my mid-30s I faced a stark choice, whether to try and complete a qualification where I needed to write essays in a closed room with no help, or whether to bail out and do something different.

As I had been diagnosed with dyslexia I was able to get help through the government Access to Work scheme and as a result, I now have a diploma in marketing. This wasn’t a magic wand, but instead the start of the process of discovery in recognising I had real strengths I needed to amplify, along with several difficulties I needed to manage to be successful.

Neurotypical and neurodiverse

Neurodiversity is about how we all think differently. What I am specifically interested in are the people that don’t fit what we call, “neurotypical,” which is what the average person is like in terms of their thinking style. Neurodivergent on the other hand describes those people that think differently. This can be in small ways or sometimes large ways.

Where did the term neurodiversity come from?

The term neurodiversity has been used since the 1990s and was originally brought into use through a collaboration between sociologist Judy Singer and journalist Harvey Blume, regarding their work around autism. What the term means has expanded since then and it encompasses all types of thinking. What is important within this is recognising that some people are neurotypical and others are neurodivergent.

Why I became a neurodivergent coach

1 in 8 people are neurodivergent within the workplace and many experience challenges conducting their everyday work. These challenges are often related to efficiency and communication, along with being able to carry out tasks in the same way as neurotypical colleagues. This often means that neurodivergent individuals ignore their strengths and instead focus on their perceived difficulties, not bringing the full value they could to their workplace.

I’ve seen what happens to both individuals and organisations when people are helped and use different processes to complete their work. This is how heroes are made!

Amplify strengths and manage difficulties of neurodiversity

Neurodivergent individuals can be helped to amplify their strengths and manage perceived difficulties. For example, if they are dyslexic, a strength could be around communication skills and emotional intelligence. A difficulty could be around processing and short-term memory and to manage these difficulties new coping strategies could be put in place as well as assistive technology.

It’s important to remember that if you have met one neurodivergent individual you have met only one. Just as each neurotypical person is an individual, each neurodivergent person is an individual too, so they need to be treated as one.

When strategies and potential solutions to help amplify strengths and manage difficulties are being looked at, it is vital that the individual can make choices about the best way to implement solutions in their situation. I have seen with first-hand experience how neurodivergent individuals can become as efficient, if not more so than their neurotypical colleagues.

I started The Neurodivergent Coach to help organisations and neurodivergent individuals to flourish.

If you would like to discuss any of the strategies or ideas mentioned here, please get in touch.