.png){kind=small}
Case Study: Using DISC and Emotional Intelligence to Support an Employee with Autism in a Tech Company
- David Carroll
.jpg/v1/fill/w_320,h_320/file.jpg)
- Jan 2
- 2 min read
Updated: Jan 5
Background:
"Autism Spectrum Disorder is a neurological and developmental disorder that affects how people interact with others, communicate, learn and behave. Although autism can be diagnosed at any age, it is described as a 'developmental disorder' because symptoms generally appear within the first two years of life."
Situation:
A software development manager, Sarah, noticed that one of her team members, Alex, who was diagnosed with autism, was struggling with team dynamics and communication. While Alex was highly skilled in technical tasks, they found collaborative meetings and shifting priorities overwhelming.
Approach:
DISC Profiling:
Sarah administered the DISC assessment with her team, including Alex.
Alex’s profile revealed a high 'C' (Conscientiousness) style, indicating a preference for accuracy, structure, and clear expectations.
Sarah's own profile showed a high 'D' (Dominance) and 'I' (Influence), indicating a fast-paced, result-oriented style.
Emotional Intelligence Framework:
Self-awareness: Sarah recognized that her directive style might unintentionally stress Alex.
Empathy: She engaged Alex in one-on-one conversations to understand their unique challenges and preferences. Alex expressed a need for clearer agendas in meetings and reduced last-minute changes.
Social Awareness: Sarah observed that team discussions sometimes overwhelmed Alex due to sensory processing differences.
Relationship Management: She committed to building a supportive environment tailored to Alex's needs.
Actions Taken:
Sarah introduced a structured communication plan with Alex, providing detailed meeting agendas and written instructions for tasks.
To support Alex's preference for solitary work, Sarah adjusted the team’s workflows to balance collaborative and independent tasks.
She educated the team on neurodiversity, encouraging respect and understanding.
Regular feedback sessions were initiated, where Sarah applied self-management to remain patient and encouraging.
Outcome:
Alex’s performance improved significantly. They felt more comfortable contributing to team discussions, knowing their input was valued in structured formats. The team's cohesion also increased as they embraced diverse working styles, resulting in better collaboration and overall productivity.
Comments