I have recently been contracted to a project in which one of the developers is (very) high functioning Autistic. He is a brilliant developer, easy going, friendly and humorous, but definitely has some other personality idiosyncrasies I have to be mindful of. My sister was Down Syndrome so I have experience being with special needs people, but have not worked with one in a work environment. I know many places are expanding employment for special needs people so I was wondering if anyone had any tips, tricks, advice, etc. (in relation to a work environment and, especially project management), so I can ensure I am creating the best work environment for both of us and ensuring he has a trusting atmosphere in which he feels supported. Thank you in advance! Saving Changes...
Depending on the size of your company, your HR department might have one or more training courses which your team members could take to learn how to work well in such contexts.
Establishing working agreements early on are another way to effectively address inclusion concerns within teams.
Finally, you might want to use an icebreaker such as a simple "who am I" exercise to help each team member learn about each other, especially how to work effectively with one another.
I volunteered working with special needs athletes for several years, and the first trick is looking at people with disabilities as people first, and getting past the disability. I'll share a story about a coworker who also worked the special needs program with autistic children and adults (names changed to protect the innocent :)
Coworker Steve came to me at work one day laughing about an encounter he just had with Ray, a notorious complainer. Steve had to explain about a necessary design change, at which point Ray launched into a rant about how everything is so stupid including the projects and all of management. This rant was longer than normal, even for Ray.
Steve remembered how when autistic kids have a meltdown while skiing, lying on the ground kicking and screaming, trying to reason or get them to stop would only make it worse. His solution was to lay down on the ground with them and join in the action. By mirroring their behavior instead of fighting him, they apparently decided he was on their side, and the meltdown would soon end. He'd then cheerily ask are they ready to go, and the entire episode would be resolved.
Back to Ray... When he went into his extended rant, Steve joined in agreeing how everything about this change was stupid and this kind of thing was always happening to Ray, rather than acting managerial and trying to convince him that it's just business so get over it. After the mini-meltdown ended, Steve pivoted to, "OK, so here's the plan for the change..." and Ray was happily on-board. He laughed to me that he never thought that working with adult professionals would be exactly like with autistic kids.
What Steve had figured out how to do was de-escalate the episode using empathy. He realized there was a situation beyond the other person's control, acknowledged it in a way that said, "I'm on your side.", and got through the episodes as stronger friends rather than adding fuel to the fire. While your coworker might have different behaviors, understanding they are a person first with an involuntary issue second goes a long way to getting past it. Saving Changes...
Karen HaefnerSenior Manager, Marketing Communications Program Management| K&L GatesBethel Park, Pa, United States
Echoing Keith's point, I'd strongly recommend utilizing a people-first mentality.
It should be a best practice to get to know ALL team members when embarking on a new project. What are their strengths? What are their communication preferences? What will they need from the PM/team in support of their project responsibilities? What are their expectations? What will their level of engagement be? And so on.
Allowing the team members to identify their individual needs provides you with an opportunity to meet those needs. That's a great first step toward managing a successful project! Saving Changes...
The best tip is to reach out to them and ask. Every autistic person is different. I have two high functioning autistics in my house and their work set ups are completely different to meet their needs. If you do not want your team member to feel called out, then offer it to the whole team- "Hey everyone, I am all about honoring individual wants and needs that will help you perform at your best so if there is something you would like to bring in or maybe snack preferences, let me know and let's make this workspace our own!" The reality is that everyone has different needs, even us neurodivergents. I know that when I get cold my bring doesn't work as well. I bring a jacket and a throw at my desk just in case. I am a camel and drink all day long. I have a water jug I bring with me so I am not running to the fountain every 5 minutes. I find music helps me get in the groove so I have earbuds and blast out when I am working on my own thing. My whole team knows if Heidi doesn't turn to acknowledge you when you enter, tap her on the shoulder because she is probably in her zone.
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1 reply by Kwiyuh Michael Wepngong
Dec 21, 2023 7:05 AM
Kwiyuh Michael Wepngong
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Wow... I love inclusive work environments... The other team members may need some coaching in the light of inclusiveness
Financial Management Specialist | US Peace CorpsYaounde, Centre, Cameroon
Sep 30, 2023 2:48 PM
Replying to Heidi Angell
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The best tip is to reach out to them and ask. Every autistic person is different. I have two high functioning autistics in my house and their work set ups are completely different to meet their needs. If you do not want your team member to feel called out, then offer it to the whole team- "Hey everyone, I am all about honoring individual wants and needs that will help you perform at your best so if there is something you would like to bring in or maybe snack preferences, let me know and let's make this workspace our own!" The reality is that everyone has different needs, even us neurodivergents. I know that when I get cold my bring doesn't work as well. I bring a jacket and a throw at my desk just in case. I am a camel and drink all day long. I have a water jug I bring with me so I am not running to the fountain every 5 minutes. I find music helps me get in the groove so I have earbuds and blast out when I am working on my own thing. My whole team knows if Heidi doesn't turn to acknowledge you when you enter, tap her on the shoulder because she is probably in her zone.
Wow... I love inclusive work environments... The other team members may need some coaching in the light of inclusiveness Saving Changes...
Some tips to work effectively with an autistic person are:
*Use written communication. In this manner, you're sure that the person doesn't lose any detail.
*Make him confident to tell you about any problem he has.
*Offer him a quiet and private place of work. Noise is annoying for autistic persons.
*Create a friendly and inclusive environment. Each member of the team should know about other members.
*Let him have a flexible schedule, to allow him to go to his therapy and medical appointments.
*Give him the possibility, tools, and information to learn more and develop his skills. Saving Changes...
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