During inventory and work assessments, one thing that we as employment specialists learn, and sometimes the individual with Asperger’s/HFA learns as well, is what learning type they are. During the initial stages of assessing our individuals’ best possible work environment, we also discover their learning types: visual, auditory, or kinesthetic. I will now break down these types of learners and how they can affect employment.

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Visual learners

Visual learners prefer using images, pictures, colors, and maps to organize information and communicate with others. They can easily visualize objects, plans and outcomes in their mind’s eye.

Auditory Learners

Auditory Learners learn through listening. An auditory learner depends on hearing and speaking as a main way of learning.  Auditory learners must be able to hear what is being said in order to understand, and may have difficulty with instructions that are drawn. However, if the writing is in a logical order it can be easier to understand. They also use their listening and repeating skills to sort through the information that is sent to them

Kinesthetic/Tactile Learners

Kinesthetic/Tactile Learners are more likely to use their body and sense of touch to learn about the world around them. It’s more likely they like sports, exercise and other physical activities such as gardening, or woodworking. They also like to think out issues, ideas and problems while they exercise. They would rather go for a run or walk if something is bothering them, than sit at home.

A lot of the young adults I work with are visual learners. When I talk to an employer I can set up supports within management, and the coworkers that would enable the client to be trained using visual supports. If they were only receiving auditory or kinesthetic supports, they would struggle and could ultimately not be successful.

However, this can be avoided by knowing your learning type. The same goes for my auditory and kinesthetic learners: if they are only receiving visual supports and not what they need, they could also be at risk of being unsuccessful. Learning types are important to know.

by Maggie Cromeens

As an employment specialist it is my duty to assist individuals with finding an inclusive environment, where mutual respect and understanding will enable them to be successful. Locating such an environment is the first step we take on the road to employment. However, this environment often times does not just exist on its own. I have to help employers and potential employees to develop, create and maintain it.

People at Work

Inventory Assessment

One of my most successful strategies in developing a work environment with mutual respect and understanding among my clients, their coworkers, and supervisors is to have each person create an “inventory assessment”. This inventory assessment includes each person’s interests, past work experience, and hard skills, which are discussed in more detail here.

After reviewing this assessment, I identify potential places of employment and encourage the individuals to visit with either a family member or a member of our staff. This visit gives everyone the opportunity to observe the culture of the specific setting, and the nature of tasks they will be required to perform on any given day at any given time.

Making an Appointment with the Manager

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A one-minute commercial can set the tone for any networking opportunity, cold calling, or interview. It is important to have something that sets you apart because, as I discussed in a previous blog, a majority of the job market is hidden. Although it can be daunting to develop a commercial, a polished one-minute speech can give you the opportunity to tell someone about your skills, and what type of opportunity you are looking for. This is an important step to take before beginning cold calling, sending out resumes, and interviewing, because it allows the individual time to assess their skills and pick out what is important to highlight. So how do you go about completing an elevator speech? I will outline a few simple steps that we have found effective that will help you work on yours.

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(Information from: Purchase College Career Development Center)

STEP 1:

  1. Think about at least 2-3 things you have accomplished
  2. Select two of your skills that relate to your career goal
  3. List 3 personal qualities you possess

STEP 2:

  1. Write down some details about your accomplishments, skills, and personal qualities
  2. Write out a story/script that wraps up STEP 1 and first part of STEP 2

STEP 3:

  1. Practice reading the script
  2. Get it down to 60 seconds or less
  3. Try out your commercial on family and friends – Ask for suggestions
  4. The more you practice the more confidant you will feel!

The one-minute commercial will shift over time as you gain more experience and change jobs. You may have more than one commercial or speech as your job hunt continues. This is a powerful tool that individuals with Asperger’s/HFA can use to set the tone for their interview, and present the reasons they should be hired!

by Maggie Cromeens

Like almost anyone else, breaking into the subject or field of leadership presents itself as a significant challenge. With many responsibilities to consider and to fulfill, an exemplary leader must have confident power in communication, creativity, competence, ethics, organization, and decisions, just to name a few. Unfortunately, most youth and adults with Aspergers Syndrome often have difficulty in any one of these things. Typically, they desire to be able to learn from others, rather than lead by example themselves for the same reasons that most people fail to become leaders. Often times, they fear failure, rejection, or unfamiliar tasks and responsibilities, or all of these things.

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However, the myth that leaders are born, rather than made, is untrue and many prominent leaders throughout history dispelled it time and time again.

Primarily because most of them faced significant (sometimes extreme) odds to get to their current positions and to form the amazing personal images that they have. Many Aspergers youth and adults can take it upon themselves to work hard to achieve such standout images for themselves.

Initially, entering the leadership arena sounds difficult. Here are a few suggestions to get started:

1. Establish a conceptual foundation in your own mind:

To understand the keywords of quality leadership; understand how you can embrace them; realize the mistakes you make and learn from them as you progress.

2. Study communication tactics and picture yourself using them:

How do you look (appearance to others) and sound when you communicate? The best communicators prepare and deliver their messages well. If a message provides aid, insight in a necessary, moral, and honest manner, it will serve its purpose. Also, use your own feelings to acknowledge if a message has complete clarity and usefulness or if it requires modification. The next step helps with this process.

3. Develop power and structure statements:

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Informational Interview

Now that we have worked on our one minute commercial, a script for networking, and learned about cold calling, let’s go over informational interviewing.

Informational Interview

Informational interviewing is an important tool to use with all three practices we have discussed. Informational interviewing is the act of gathering information about the career field, and specific companies you may want to work for. These are usually informal interviews that take place inside a company that you have an interest in.

Often times when we are doing a work assessment with our clients we are also conducting an informational interview to learn more about the culture, the work, and the environment that our client will be joining. This way we can make a better-informed decision if it’s a good fit.

You can also use informational interviewing by calling employers using your script we previously discussed. You could ask them questions such as:Continue Reading

Once you have written your “one-minute commercial” and are confident telling others about yourself, it is time to start building your network. What is a network? A network is any friend, family member, mentor, teacher, or professional that can help you in your quest for employment. Building a network takes time, but can be extremely beneficial.

People at Work

Most people get jobs, because of someone they know. New employers usually feel more confident when they hire a person recommended by someone they know. Hiring a new employee is expensive so they want to go with someone, who others can personally attest to their skills.

So, who should be in your network? What is the best way to go about creating a network?

I would start with any friends from school, work, or different organizations that you believe would keep an eye out for jobs for you. Then think about family members that could help, think about former employers, teachers and supervisors…this is a great place to start. Sometimes your direct contact may not know anybody, but someone in their network may know of a good referral, or opportunity.

In the classes I teach I use Dr. Jed Baker’s “Preparing for Life” series. He offers different types of scripts that have proven beneficial for my clients. These can be used in conjunction with the one minute commercial to start building your personal network!  Two examples of scripts are below.

Scripts for Networking:

Script for calling a friend, relative, current or former employer, teacher or supervisor:

  1. Hi this is, ________________. I am looking for a job as a _________________and I was hoping you could help. Is this an okay time to talk?
  2. Do you know anyone who may need someone who can______________________?
  3. Do you know anyone else who might know of any job opening?
  4. Would you be willing to be a reference for me? Would you be comfortable telling others my skills in____________ and some of my personality traits such as________________?
  5. If so can I get your contact information for an employer?
  6. Thank you for your time.

Script for calling someone who has been referred to you by others.

  1. Hello this is__________________. I am a friend (or relative or acquaintance) of____________________. I’m looking for a job as a______________________ and he or she said that you might be able to help. Is this an okay time to talk?
  2. Do you know anyone who might need someone who can_______________________?
  3. Do you know anyone else you might know of any job openings?
  4. Thank you very much for your time.

by Maggie Cromeens

In a previous blog we defined full disclosure of your disability, and accommodations. Often times individuals will have more than one disability, but only one of them may be a concern in the workplace. What I mean by this is that one disability may stay hidden while the other one is visible.

SODAS Method Choosing Disclosure

As I have worked through the disclosure process with my clients, they frequently only want to let one disability be known. To work through this we often use the SODAS method, which stands for: Situation Options Disadvantages Advantages and Solution.

The following is an example of the SODAS method:

Situation: I have more than one disability and don’t know if I should disclose all, one, or none

Options: 1) Full Disclosure 2)Partial Disclosure 3) Non-Disclosure

First you list the disadvantages to each of the options.

Disadvantages:

  1. Full Disclosure – I may get made fun of, or discriminated against
  2. Partial Disclosure – They won’t be aware of my other disabilities that may affect my work
  3. Non-Disclosure – I will have no additional support

Next list the advantages to each of the options.

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Last January after a fresh snowstorm, my 9-year-old son asked me to help him build a snowman. I told him that I would be out to help shortly.

A couple of minutes later he came running back yelling, “Dad, it’s melting!”

That got my attention. It was sub-30 outside, so how could a snowman be melting?

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(Photo and Article originally from CNN)

I followed him as he ran down the hall to his bedroom. In the middle of his room was a 4-foot tall snowman, melting away.

While I removed the snowman and cleaned the remaining slush and mud, I asked him why he did it. He said, in a very matter-of-fact-tone, “It’s cold outside.”

My son has Asperger’s syndrome. For him, building a snowman in his bedroom because it was cold outside was a logical solution to a problem.

Because of my son, “Aspies” hold a special place in my heart. So whenever I hear someone in my industry talk about hiring an Aspie, I cringe just a little. Because in technology, saying you’ve hired an Aspie is like code to say that you’ve hired a machine.Continue Reading

If you reside in the state of Texas, you are now able to get a restriction code directly on your driver license (or State ID) stating you are hard of hearing or deaf. It’s called Communication Impediment with a Peace Officer and it is available to anyone challenged with communication such as Deafness, Autism, Asperger Syndrome, Parkinson’s, Mild Intellectual Disability, Down Syndrome, Mutism, PTSD and more.

This is the same campaign Aspergers101 initiated over 2 years ago resulting in Texas Legislative changes, however now the campaign is alerting residents statewide of the broader options, notably, the 7% who are hearing impaired.  Emma Faye Rudkin, has graciously accepted the role of spokesperson in our statewide Public Service Campaign now airing throughout Texas. Emma is profoundly deaf since an early age illness but has become a major advocate for those who cannot hear. She is the founder of the non-profit organization Aid the Silent, in 2017 became Miss San Antonio and San Antonio Woman of the Year in the SABJ 2018 class of 40 Under 40.  Her faith in Jesus is her strength and her passion for others drives her onward. She is inspired and inspires. We at Aspergers101 are grateful for Emma’s participation in the Driving with Autism and other Communication Impediments initiative in alerting others of the new driver license code.

The :30 PSA, as seen below, notifies drivers of the code and how it may save them in a pull-over scenario.

Our interview with Emma Faye Rudkin below:

AS101: Why do you think this new Texas DPS code is a good thing for those who are deaf or hard of hearing?

Emma Faye Rudkin: The new restriction code is crucial as a deaf person. My biggest anxiety while driving is being pulled over and unable to understand the officer. This removes a lot of barriers for deaf people and it is clearer than the old code. Officers need to be notified right away as they look at my license instead of me struggling to explain that I am deaf and need help communicating. The new code makes it obvious for the officer at the beginning to understand I cannot hear his instructions and questions.

I read a horrifying story of a deaf man being killed in Oklahoma by a police officer because of miscommunication and not following his instructions. That could happen to any deaf person if Continue Reading

It has been said that transportation is the biggest barrier for individuals with or without a disability. This is a common barrier many adults seeking employment struggle with. Once all the assessments are done, and a job environment you feel you will thrive in is found, it is imperative that transportation be worked out.

Man driving his car

In my experience it is vital to the success of obtaining and maintaining employment to have conversations before job searches or assessments are done with the job seekers, and their family/support system, to work out the logistics of how the employee will get to work. Once this plan is made then there needs to be a contingency plan set in place in the event something comes up that affects the employee’s ride.Continue Reading

Discover helpful tools that assist with independent living. Join Aspergers101’s Jennifer Allen and son Samuel Allen to look at life after high school including driving and transportation, choices in higher education, employment and living options. Guest panel of doctors, educators and therapists answer viewer questions at the end of broadcast. Special Guest(s) Julie Coy Manier and son Eco-Artist Grant Manier.

(Recorded from San Antonio Public Library’s livestream broadcast on Tuesday August 8th 2017/Sinclair Broadcasting)

You may download our full presentation, with templates, resources and links below.

AS101 Summer Series – Independent Living Presentation

As important as it is to understand your learning type, it is also important to know what different types of job you may do well at if you are unsure where to start looking. Keep in mind that everyone is different, and their experiences are not the same. This is not an inclusive list, and is written specifically for individuals with Aspergers/HFA.

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It is also very important to know that just because you have an interest in a certain area does not mean there is an economy where you live to support it. I would also suggest doing research about the city you live in and the outlook for that type of job.

In November 1999 Temple Grandin wrote a short essay on choosing the right job. Here is a part of the essay:

“Jobs need to be chosen that make use of the strengths of people with Autism or Asperger’s syndrome. Both high and low functioning people have very poor short-term working memory, but they often have a better long-term memory than most normal people. I have great difficulty with tasks that put high demands on short-term working memory.”

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