2018-011: Creating a Culture of Neurodiversity

Megan Roddie discusses being a High functioning Autistic, and we discuss how company and management can take advantage of the unique abilities of those with high functioning autism.

Direct Link:  http://traffic.libsyn.com/brakeingsecurity/2018-011.mp3

 

Matt Miller's Assembly and Reverse Engineering Class:

Still can sign up! The syllabus is here:  https://drive.google.com/open?id=1alsTUhGwAAnR6BA27gGo3OdjEHFnq2wtQsynPfeWzd0

 

 

SHOW NOTES:

 

Link to Megan’s slides

 Megan Roddie (@megan_roddie

1. Diversity - Why managers should strive for diverse teams - First, Break All the Rules: What the World's Greatest Managers Do Differently
2. 1. Strengths - hire people based on their strengths, not their weaknesses (see StrengthsFinder 2.0)
   2. 1. regarding Grant and Lee
         1. Megan: 1. Achiever, 2. Learner, 3. Intellection, 4. Focus, 5. Harmony
         2. Bryan:  Learner, Ideation, Futuristic, Significance, Focus
         3. Amanda: Restorative, Learner, Input, Ideation, Focus
         4. Brian: Maximizer, Learner, Responsibility, Individualization, Belief
      2. Scores
   3. Weaknesses - weaknesses are made irrelevant by the strengths of others.  If one employee has a weakness, you can hire someone who has great strength in that area.
   4. Sports teams quote (Slide 6)
   1. What is it? (vs. neurotypical)
   2. What are weaknesses of HFAs?
   3. What are strengths of HFAs? (Slides 17 - 22)
3. HFA
   1. One-on-one time is the SINGLE most effective management tool, works with HFAs and neurotypicals alike → guide
   2. Examples (Slide 28)
   3. Pants
   4. Introductions (vendor meet at BSides example)
   5. Some (most?) neurotypicals get offended
4. How to manage or work with HFAs
   1. Tips (slides 32-34)
   2. Structure and Routine → Productivity
   3. Clarity → Thorough Work
   4. Patience and Understanding → Dedicated & Passionate Employee
5. Needs

 

 

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