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How to explain how you think to your employer

ByteBandit

Hello,

I need some pointers to articles for my boss that help to explain why it is that I have little difficulty with technical tasks, but cannot get my head around business concepts and processes. 

I'm 40, HFA, have been in my current job for 5 years, survived three rounds of layoffs and am employed as a senior software developer in a small team.

I am happy in the job, it is extremely accomodating of me personally and my family needs but I recently said that I was unhappy with the work because of the lack of engagement. Had a meeting, another one next week.

The lack of engagement is because a lot of the work is fairly menial (comparatively speaking) and/or I lack the comprehension required to do the work properly and whilst I can do the bulk of the work through brute force, it invariably goes to somebody else to be fixed, which I find really quite soul destroying and competence questioning.

The areas where I excel are the ones that are more free of business specifics and tend to be more technical.

My boss does not understand how such a seemingly contradictory state of affairs can exist. I don't think this is disbelief, just doesn't understand.

I have spent hours trying to find a down to Earth article, that is reputable and recent to explain how I think differently, the visual nature of my thoughts, the somewhat haphhazard memory which is simultaniously the font of my creativity, etc.

I describe myself as a software developer, but honestly, it feels more like being a digital artiste. I work 9-5, but I think 24x7, ideas just pop into my head, 'visions' will appear like some shadowy image somewhere between 'me' and the inside of my eyes. Yet it took 4 1/2 years to learn which of the two top draws has socks and which has pants.

How do you explain this to a lay person? I keep coming across Temple Grandin articles, but they are old and lengthy.

Any help appreciated.

Parents

  • Tips for Interviewing people with autism.

    "People with autism thrive in a structured, well-organised environment"  OK many of us need routine and structure but is that quite the same as what you are claiming?

    Most employers may think they are structured and well-organised. Do people on the spectrum thrive in these environments? No they don't, they aren't, and that's one reason why many cannot get jobs.

    Then we have three bullets based on the triad of impairments. I'm not sure if employers properly understand non-verbal and body language. To most people this is the psychology around imitating - assuming the same posture as the apparent boss.

    Then during the interview you begin by suggesting they ask closed questions - I think you'll find these don't help. People on the spectrum can have difficulty making a connection and seeing the relevance, and may answer such questions adversely. I know what you are trying to suggest, as opposite to open questions, but closed are just as fatal.

    The trouble is, in an interview, the panel is looking for attruibutes they seek. However fairly conveyed these are the questions that are often catastrophic to people on the spectrum. On the other hand, however apt it might seem as an example I'm not sure what asking how people react when interrupted helps? The answer is more likely to be counter productive. If you propose doctoring the interview to match the disability you may be missing the point.

    I think more could be made of advising panels about literal reading of questions, like how did you find your last job? And advice on eye contact as that's what they look for ordinarily. But these things should have been suggested first.

    And then we have managing someone with autism etc. Are the three bullets here relevant to managing someone with autism?

    I don't think these employer fact sheets are doing any good at all. They are too much rooted in theory and diagnostic characteristics.

    There needs to be some research on experience of the workplace. OK more than a decade ago there were a small number of stuudies observing temporary part-time jobs via Prospects.

    But for some bizarre reason no-one studies the work experiences of people on the spectrum who have been in long term work. This partly hinges on the idea that if they can get a permanent job, they haven't really got autism, therefore their experiences aren't relevant.

    And there is still this theory that the spectrum tails off uniformly into the general population. How much actual research has been carried out to verify this supposed uniform transition.

    NAS you cannot ask Government and Local Authorities to help get people on the spectrum into employment if NAS itself doesn't have sufficient knowledge and just comes out with platitudes and stereotypes.

Reply

  • Tips for Interviewing people with autism.

    "People with autism thrive in a structured, well-organised environment"  OK many of us need routine and structure but is that quite the same as what you are claiming?

    Most employers may think they are structured and well-organised. Do people on the spectrum thrive in these environments? No they don't, they aren't, and that's one reason why many cannot get jobs.

    Then we have three bullets based on the triad of impairments. I'm not sure if employers properly understand non-verbal and body language. To most people this is the psychology around imitating - assuming the same posture as the apparent boss.

    Then during the interview you begin by suggesting they ask closed questions - I think you'll find these don't help. People on the spectrum can have difficulty making a connection and seeing the relevance, and may answer such questions adversely. I know what you are trying to suggest, as opposite to open questions, but closed are just as fatal.

    The trouble is, in an interview, the panel is looking for attruibutes they seek. However fairly conveyed these are the questions that are often catastrophic to people on the spectrum. On the other hand, however apt it might seem as an example I'm not sure what asking how people react when interrupted helps? The answer is more likely to be counter productive. If you propose doctoring the interview to match the disability you may be missing the point.

    I think more could be made of advising panels about literal reading of questions, like how did you find your last job? And advice on eye contact as that's what they look for ordinarily. But these things should have been suggested first.

    And then we have managing someone with autism etc. Are the three bullets here relevant to managing someone with autism?

    I don't think these employer fact sheets are doing any good at all. They are too much rooted in theory and diagnostic characteristics.

    There needs to be some research on experience of the workplace. OK more than a decade ago there were a small number of stuudies observing temporary part-time jobs via Prospects.

    But for some bizarre reason no-one studies the work experiences of people on the spectrum who have been in long term work. This partly hinges on the idea that if they can get a permanent job, they haven't really got autism, therefore their experiences aren't relevant.

    And there is still this theory that the spectrum tails off uniformly into the general population. How much actual research has been carried out to verify this supposed uniform transition.

    NAS you cannot ask Government and Local Authorities to help get people on the spectrum into employment if NAS itself doesn't have sufficient knowledge and just comes out with platitudes and stereotypes.

Children
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