managing someone aspergers

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Managing someone with aspergers

resolvedResolved · Low Priority · Version 2016

Peggy has attended:
Intermediate Manager Skills - Part One course

Managing someone with aspergers

How can I most effectively manage someone with Asperger

RE: Managing someone with aspergers

Good morning Peggy,

Sorry no one has got back to you about your query. It has been assigned but the person who is best to answer has been delivering training and so hasn't had an opportunity to get back to you.

They will get back to you at the first opportunity.

Kind regards,

RE: Managing someone with aspergers

Hi Peggy

Thanks for your question. I have pulled out some keys tips for you based on our discussions during the training, and also included some links to further reading material that I’d recommend.

Individuals with Asperger’s Syndrome have strengths in the following areas, it can be useful to remind yourself of these and play to their strengths when delegating tasks across the team:
• Attention to detail and sustained concentration which result in accurate, high-quality work
• Excellent long-term memory with a recall of details that can be astonishing
• Tolerance of repetition and routine which is valuable in all kinds of jobs from telemarketing to computer programming and research
• Strong logic and analytic skills
• Vast knowledge of specialised fields
• Ability to think outside the box and discover creative solutions
• Absence of social filtering (will say when the emperor has no clothes!)
• Perseverance
• Honesty, loyalty, great desire to do well

Difficult jobs/work environments tend to be those that:
• Require multi-tasking or responding to frequent interruptions
• Involve quick decision-making
• Are high pressure
• Are unstructured and rapidly changing
• Require lots of social interaction
• Involve managing other people
• Demand high rates of speed
Try to avoid placing your team member in these situations, and remember that if they do need to deal with these things it might take them longer/need a break afterwards.

Optimal jobs/work environments tend to be those that:
• Allow concentration on one task at a time
• Require accuracy and quality versus speed
• Offer structure and clear performance expectations
• Have at least some elements of routine
• Require minimal social interaction or scripted interaction
• Do not involve the management of others
Facilitating these environments, particularly when you need to have difficult chats, will ensure you both work most effectively.

Tips for applying what we learnt on the training course last week:
• Be patient with training and break instruction into small segments
• Try using check lists, electronic reminders, and a personalised “rule book” of processes, procedures and where to go for help
• Don’t take blunt remarks or social gaffes personally; rather use clarifying questions to understand the individual’s intentions. Be specific, direct and matter-of-fact in pointing out inappropriate or unacceptable behaviour

Further recommended reading material: ;pd_rd_i=1849057575&pd_rd_r=99b14870-85ff-41d0-bb08-505a5c58e376&pd_rd_w=A3JJg&pd_rd_wg=PXrqj&pf_rd_p=2098f917-6749-48ab-84e3-d00dfb2cecaf&pf_rd_r=DM8ACGMHT7Z3RWTNBT4F&psc=1&refRID=DM8ACGMHT7Z3RWTNBT4F

I hope these resources are a help. Good luck!
Kind Regards,
Management Trainer


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Management Training tip:

Task List or To Do List

Don't confuse yourself with too many tasks on a to do list. The Task List is all the things that require attention, whether by you or others, now or later. The To Do list is your immediate daily plan, and is a subset of your Task List.

Keep your To Do list to no more than 5 major items.

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