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Being #neurodiverse and also working in tech, now as an #manager - it's interesting to see how others work, ND and NT.
I do need to be mindful of not projecting my own experience onto others.
I do need to be mindful of not projecting my own experience onto others.
But when I see things happen that may make someone else think that a person is being
- lazy
- careless
- not paying attention to detail
- unmotivated
- not trying hard enough
My default tends to be - don't assume it's a fault of the person.
- lazy
- careless
- not paying attention to detail
- unmotivated
- not trying hard enough
My default tends to be - don't assume it's a fault of the person.
I've been on the receiving end of comments like that all my life, and know how frustrating it is to be dismissed as lazy or careless - especially when I've put in so much effort, and tried to be extra carefull.
Is it the team dynamics?
Unclear priorities?
Not sure where to start?
Unclear stories / requirements?
Has something been communicated from a NT loaded with assumptions that other people should "just get"
Unclear priorities?
Not sure where to start?
Unclear stories / requirements?
Has something been communicated from a NT loaded with assumptions that other people should "just get"
Are they not comfortable asking for help / support / clarification because all through school and thier career having people getting frustrated with them for "not just getting it"
Is there a mix of smaller bite sized work that can be picked off to help build momentum too go into the larger tasks?
Did they Hyperfocus and get like 80% of it done A but now hitting Hyperfocus burnout / fatigue - and getting the last details done is proving to be near impossible - and what support can be provided.
How do they process information - do they need time with something on thier own before discussing it in a larger setting?
Context switching and multi-tasking is hard for most people, but can be especially disruptive for #neurodiverse people
- are they getting enough heads down time?
- Do they keep getting pulled in other directions?
- has meeting overwhelm taken over?
- are they getting enough heads down time?
- Do they keep getting pulled in other directions?
- has meeting overwhelm taken over?
Do they do thier best work / focus at odd hours - but feel pressure to be "on" from 9-5?
Do they feel / know that they can have autonomy to pick up some other things - even if it's not top priority, but helps point them in that direction.
Do they feel / know that they can have autonomy to pick up some other things - even if it's not top priority, but helps point them in that direction.
Learning to become a good manager is hard, and it takes time - and still figuring things out.
But - I don't know many managers / leadership in tech that are ND, or if they are - are not public about it.
But - I don't know many managers / leadership in tech that are ND, or if they are - are not public about it.
It can be scary to be open about this at work - especially if not one above you is being open about it either.
It would be really nice to find other managers /leadership roles / C-suite / directors that are ND be more open about it.
It would be really nice to find other managers /leadership roles / C-suite / directors that are ND be more open about it.
It's probably mean alot to the people working for you.
