Settling into a new company or role always presents challenges. It takes time to adjust to new colleagues, different working conditions and fresh job tasks.
Effective induction and prior preparation is therefore necessary and will be hugely beneficial to any manager. It will be even more so for a manager with Asperger syndrome – and even more important and essential.
The prime reason for is that a new position will mean change: a change of company or department, colleagues and working requirements. Change for someone with Asperger invariably means uncertainty and, therefore, potential anxiety.
Prior to any job change consideration should be given where possible to other issues also – the desirability of any change, i.e. feasibility of undertaking new job tasks effectively, a change of superior manager; judgement as to whether an effective working relationship can be formed with them and; whether the new organisation’s culture is appropriate.
Effective evaluation of these issues will identify beforehand potential hazards which could become significant or even insuperable problems later. Examples here include:
• Moving into an organisation whose culture may be inappropriate for someone with Asperger, i.e. aggressive or high pressured;
• Learning requirements and objectives which are excessive, especially in the short-term (and therefore anxiety provoking);
• Working under a superior manager whose personality and management style are anathema to the Asperger character, i.e. highly critical.
The starting point objective when evaluating a new work context should be to proactively identify potential hazards and pitfalls before being subjected to their possible downsides.
(If the change in role encompasses a switch in organisation, then the sections “Environment” and “Career Development” should ideally be read beforehand).
Change is inevitable in today’s business environment. However, if approached correctly, a manager with AS can accommodate it effectively and turn it to their advantage