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MASTERY

A workplace is often most rewarding when we feel challenged and excited about our work. Different workplaces carry varying degrees of this challenge and excitement - from working on computers in an office to outdoors on the farm, each comes with an unique set of challenges desgined to test our skill and work ethic. 

This same process can be true for individuals with FASD, with a few accomodating factors. The element of challenge in any job is unavoidable, a new task requires new skills. Creating a challenge that an employee will be able to master is the trick to creating a successful work environment not only for the employee, but for the employer as well. Investigating an employee's strengths and weaknesses is usually the best place to start, whether they have had a performance evaluaion in the past or by paying close attention to some of the details on a resume. 

For instance, if an employee's work experience is primarily over nights, doing things like stocking shelves, repairs, cleaning, auditing, etc, you can work to recognize a theme: little interaction with clientele. In this case, the person may be best suited to working in the back warehouse rather than in the front of the store with customers. 

Once an employee's strengths have been established it is time to develop a workload they can master. This will look like training an employee and working with them until they achieve 90% mastery (or the concept of doing something perfectly nine times our of ten). Now, you have found the perfect workload! Allow for the employee to work in this position until they become bored, or ask for a transfer. There's no need to further challenge them unless the employee asks for more responsibility. 

Individuals with FASD deserve to reach their full potential, but it is not for you or me to decide what that potential is. By working to accommodate strengths and allowing 90% mastery, we give the opportunity for self-confidence and fulfillment in the workplace. 

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