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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

  • Have these employer factsheets been discussed with people on the spectrum in work, and their employers?

    It seems to me what is needed is to get a cross section of employers together with several groups representing various levels of autistic spectrum.

    You need to find out what employers might find of value from people on the spectrum, but inform them through representatives on the spectrum.

    These factsheets may not accurately reflect the workplace aspirations of people in the spectrum nor the meaningful expectations of employers.

    Indeed it might be something that could be done through regional or other NAS groups, so that around the country some managers from different employers have a number of sessions with people on the spectrum in their area, so both understand each other.

    There is a danger otherwise that the factsheets set people on the spectrum up to fail, and also inappropriately sell to employers what people on the spectrum might really have to offer. It is about individuals rather than stereotypes.

Reply

  • Have these employer factsheets been discussed with people on the spectrum in work, and their employers?

    It seems to me what is needed is to get a cross section of employers together with several groups representing various levels of autistic spectrum.

    You need to find out what employers might find of value from people on the spectrum, but inform them through representatives on the spectrum.

    These factsheets may not accurately reflect the workplace aspirations of people in the spectrum nor the meaningful expectations of employers.

    Indeed it might be something that could be done through regional or other NAS groups, so that around the country some managers from different employers have a number of sessions with people on the spectrum in their area, so both understand each other.

    There is a danger otherwise that the factsheets set people on the spectrum up to fail, and also inappropriately sell to employers what people on the spectrum might really have to offer. It is about individuals rather than stereotypes.

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