In relation to Being With An Grownup Dyslexic - Health And Fitness ...

Many organisations nowadays are opening their doors to people with disabilities, including those with dyslexia. If you have a coworker or colleague with this condition, it should not be the case that you simply belittle him or her because of their condition.

Additionally, it is a good thing that the law has given this issue some attention, since dyslexia is an official disability that can be governed through the Disability Discrimination Act, 1995.

As a possible employer or a colleague of a person with this condition, there?s something that you can do to help him or her out. Accordingly, there?s something that you shouldn?t do.

Support

Support is a thing that most people with disabilities need. It is because most of the time they are treated as invalids, which must not be the way you treat a person with a disability. This principle applies the identical with individuals with dyslexia.

Support does not mean you should do everything for them, nor leaving them alone in order to do their thing. The type of support you should give is support to allow them to become an independent individual despite the condition at hand.

What dyslexic young people need are other people who can understand their condition and what they are going through. A little encouragement of your stuff can do wonders. Knowing that someone believes included and that they can do it is enough for a dyslexic to carry on his fight against his condition.

However, you need to only give encouragement when it is appropriate. Overdoing this can make your colleague believe he is being treated like a baby. This can only bring about frustration for them, so avoid it at any cost.

Problem Matters

A very important factor that you should avoid doing when you?re working with a dyslexic is regarding them being a ?problem?. They are people too, thus you need to treat them as one. A colleague with dyslexia is not an extra baggage to the team. Remember, all of you are employed in the same company. Thus, what this means is all of you have functions, even when your colleague with dyslexia may seem to have a different kind.

Strengths And can

As an employer or a superior, you ought to learn to concentrate on their strengths. Concept the positive side of the situation. Try your best never to be discouraged about your employee?s weaknesses and difficulties.

One more thing, you shouldn?t force them to do stuff that are against their will. They are fully aware their limitations, and there are times that after they say they can?t do it, then it really means they can?t.

Pushing them too hard would do no good. It is better to scaffold your way into training your employee with dyslexia to complete more complicated tasks.

Tailoring

Doing a little tailoring would help you and your employee. Try to see your employee or subordinate?s strengths and pinpoint his talents. After doing this, try to find a position or a task in which you think those strengths and talents can be utilized efficiently.

If you do it by doing this, then it is a win-win situation for both you and your employee. This is because you get to have work done since your employee is productive, even when a disability is present.

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