The Real Reason People with Developmental Disabilities Are Not Trusted at Work | Learning from Case Studies: Why-Thinking and How to Overcome It
Hello! I'm Kane, the guy who, if I could have one wish granted, would ask,“Please make all company rules into an easy-to-understand manual.”
Now then. Working at a company with a developmental disability is, frankly, hard mode.
You have the knowledge.
In fact, you're incredibly well-informed.
But for some reason, work just doesn't go well...
“I didn't make any mistakes, but my boss's evaluation is mediocre.”
“I'm doing exactly as explained, but for some reason, I get scolded.”
“I said the right thing, but for some reason, I get dirty looks.”
Yes, for us with developmental disabilities, the environment of a “corporate organization” is“full of ‘whys’.”
Yeah. I get it. But companies actually don't run on theory alone. In this article, I will thoroughly explain the reasons why people with developmental disabilities stumble at work and how to deal with them.
1. What is the fundamental reason why people with developmental disabilities are not trusted at work?
1-1. What kind of talent does a company look for?
To begin with, what kind of person is a company looking for? Regarding that answer,
Isao Hosoya, author of “Why-Thinking Changes Work: How People Who Produce Sharp Output Use Their Heads,” says this in his book.
A person who can recognize when something is “bad” as “bad,” and can consult with people around them or ask for help early on.
In other words,a person who has common sense at the “Why level” can be said to have a sense of security from the perspective of “can I entrust this to them?” that is“greater than that of an expert in that field,” even if they lack specialized knowledge.
In short, the talent a corporate organization seeks is not a “person with abundant knowledge,” but
“a person who can properly recognize when something is ‘bad’ as ‘bad’ and immediately consult others about it.”
In other words,
even if you only have knowledge, you are weak to change, andpeople who cannot cooperate with those around them are not very useful to a company. This is truly a “weak point” for us with developmental disabilities.
1-2. The reason why even the knowledgeable stumble in a corporate organization
People with developmental disabilities really do have amazing knowledge.
People who have crammed an encyclopedia's worth of information into their heads.
People who possess deep insights that put experts in specific fields to shame.
People who are well-versed in details that no one else cares about.
But the reality is that knowledge alone doesn't work in an environment called a “corporate organization.”
Why?
Because a place called a company is a parade of“unexpected events.”
“Huh? I didn't hear about that.” “The schedule changed suddenly...” “Could you do this by the end of the day?”
These are everyday occurrences.
In such moments, no matter how much knowledge you have, your mind goes blank, and you wonder, "What should I do?"
With this, it's impossible to entrust you with work, isn't it?
1-3. Why knowledge alone is not enough for evaluation
People with developmental disabilities often have these thought patterns.
"As long as I have the right knowledge, I'll be fine!"
"As long as I follow the rules, there's no problem!"
"As long as I follow the established method, it's OK!"
And so on.
But you know, reality isn't that simple.
At work, you are also expected to act in accordance with "the other person's feelings" and "the atmosphere of the situation."
These things aren't written in textbooks, are they?
1-4. What's important is "Why-Thinking!"
That's where "Why-Thinking" comes in.
This is actually the "thinking style most lacking in people with developmental disabilities," including myself.
✅ "Why am I doing this?"
✅ "Why is it necessary to do it this way?"
By thinking this way, you can make your own judgments according to the situation and respond flexibly.
For example, if you are told, "Please make 10 copies of this document,"...
✨ Ordinary thinking:
"Understood" -> Make 10 copies as told -> "Yes, I've made the copies," and plop the stack of copies onto the boss's desk.
Boss's evaluation: "That guy is so thoughtless..."
You: "Why am I getting a dirty look when I did exactly what I was told...?"
✨ Why-Thinking:
"Why are 10 copies needed?"
"Could it be because they are being handed out at a meeting?"
"If so, maybe I should check the number of attendees and prepare the materials for them!"
'Should I just ask my boss, "What is this for?"'
...By thinking this way, you can break free from being a robot that just carries out instructions and transform into 'a person who can think and act'.
In other words!
It is not just knowledge, but the ability to think for yourself according to the situation, and sometimes 'the act of asking questions and requesting help', that is a necessary skill for surviving in a company.
2. Specific cases where people with developmental disabilities cannot adapt to the company environment and countermeasures
2-1. Even with abundant knowledge, one cannot respond flexibly
If you can only act according to a manual, you cannot respond to unexpected problems. For example, when an unforeseen issue occurs in customer service, you may be required to handle it in a way not covered by the manual. In such situations, it is important to be able to think flexibly and respond appropriately. To do this, it is effective to understand the background of the work and develop the habit of assuming,
'What if...?'
.
2-2. Facing backlash even when saying the right thing
Even if your knowledge is correct, you may invite resentment depending on how you convey it. For example, when you find a colleague doing something the wrong way, if you say straight out, 'That is wrong,' you will often face backlash. Instead, you can achieve smooth communication by using a softer approach, such as,
'It seems there is also this way of doing it.'
2-3. Tending to become someone who waits for instructions
You will not grow if you just wait for instructions by asking, 'What should I do?' What bosses are looking for is someone who can propose, 'How about doing it this way?' after receiving instructions. If you develop the habit of 'acting before being told,' your evaluation will improve significantly.
3. Countermeasures for people with developmental disabilities to adapt to a corporate organization
3-1. Sharpening communication skills
・Speak from the conclusion ・Speak while checking the other person's reaction ・Ask questions to confirm if necessary. By being conscious of these, you can have smooth conversations.
3-2. Cultivating the ability to respond to change
To avoid being shaken by unexpected situations, think, 'It is normal for unexpected things to happen.'. Especially since people with developmental disabilities tend to value rules, it is important to have the awareness that 'there are exceptions.'
3-3. Organizing work priorities
・Use task management tools ・Have the option of 'checking with the boss.' It is important to utilize these and constantly organize your priorities.
4. How can people with developmental disabilities use AI to play an active role in the workplace?
Oh? Did you think I wouldn't say, 'Try your best on your own!'?
That's exactly right!
Looking at the content of '1.2.3',
If I could do that, I wouldn't be struggling!
I mean, the reason I'm struggling is because I can't do that! Why are you telling me this now?
...If you thought that, you're right 👏.
If it were as simple as saying 'Yes, I understand' and then doing it, you wouldn't be worrying about this topic in the first place (lol).
The characteristics of developmental disabilities are not something that can be overcome with willpower or mental fortitude.
That's why! This time, I'm going to share more realistic solutions.
4-1. Have AI handle 'Why' for you
If you're not good at thinking about 'Why',why not just have AI think about it for you?
This is no longer the time to say 'AI is sketchy'; it's a modern weapon.
In other words,it's the same as a person with poor eyesight wearing glasses.
By utilizing AI, you can compensate for your lack of 'Why-thinking' and optimize your understanding of situations.
For example...
My boss said, 'Revise this proposal,' but what's the problem?
→ Ask AI,What are some possible reasons why a revision is needed?.A client suddenly asked for documents, but why?
→ Ask AI,What could be the background for a client requesting documents in this situation?.My colleague is irritated, but why?
→ Consult AI,What could be the background for this kind of reaction?.
In short, AI can thoroughly support your 'Why' thinking process.
4-2. Strengthen 'Why' with GeminiFLASHthinking
Did you think, 'What on earth is that?'
It sounds like a new Pokémon move, right? (lol)
But this is seriously amazing!
GeminiFLASHthinking is an AI tool created by the folks at Google, and it's so useful that it feels like it was made specifically to strengthen the 'Why-thinking' of people with developmental disabilities ✨.
4-3. What is 'thinking'? Simply put, it's the 'power to think'!
As the name "thinking" suggests, this tool "performs deep 'inference' to provide answers."
Did you wonder, "What is inference?"
Inference means "thinking about various things to arrive at an answer."
Let me give you an easy-to-understand example.
For instance, the question, "Who founded the Kamakura Shogunate?"
There is no need to think deeply about this, right?
Because there is only one possible answer: "Minamoto no Yoritomo."
However, unlike in school, problems at work don't always have just "one right answer."
"My boss is angry, but why?"
"My colleague took a sudden day off, but why?"
"Why didn't the client like this proposal?"
The answers to these kinds of "backgrounds behind a person's instructions or words" are not limited to one choice; there are many possibilities.
In such cases, "inference (Why-thinking)" becomes necessary.
4-4. AI is a professional at "Why"!
For example, when your boss says, "Make this document easier to understand,"...
Person with developmental disabilities: "Um... what is hard to understand... I won't know unless you tell me..."
AI: "Could the possible reasons be things like these?"
Maybe there are too many technical terms
Maybe the sentences are too long
Maybe there aren't enough charts or graphs
Maybe the color scheme is too complex
Maybe the order isn't logical
It will tell you several possibilities like that.
It's like when you ask Nobita from "Doraemon," "Why can't you do your homework?" and Nobita says, "I don't know~," but Doraemon says, "The possible reasons are this, this, and this." (Suddenly talking about manga!)
4-5. Ask AI 'Why?' to understand the way of thinking!
For people with developmental disabilities, the 'why does it happen?' part is often hard to see.
However, trying to learn it on your own takes too much effort and time.
Therefore, it is overwhelmingly faster to acquire 'Why' thinking by asking AI 'Why?' and having it teach you various possibilities.
The difference is truly like a 'maglev train'versus a 'local train.'
As you look at those answers, you will gradually learn, 'Oh, this is how I should think,' and you will slowly develop a habit of thinking.
*Click here to learn more about Gemini FLASH thinking!
4-6. It's super easy to use!
When there is something you don't understand, ask AI 'Why?'
Use the AI's answer as a reference
Try it out in practice
If it goes well, make a note of it (for the next time something similar happens)
That's it! It's not difficult, right?
5. Recommendations for Corporate Organizations
5-1. Clarify how to give instructions
By communicating 'why this task is necessary,' employees can act with conviction.
5-2. Codify rules
Instead of relying on implicit understanding, codify rules in a way that anyone can understand.
5-3. Be mindful of placing the right person in the right job
By placing employees in roles where they can utilize their strengths, they can maximize their abilities.
5-4. Introduce flexible work styles
By allowing diverse work styles such as remote work and flextime, you can accommodate individual characteristics.
5-5. Implement regular feedback
Provide regular evaluations and advice so that employees with developmental disabilities can grow.
6. Summary
For people with developmental disabilities to get along well at work, "Knowledge + Why-Thinking" is the key.
✅ Develop the habit of asking "Why am I doing this?"
✅ Use AI to cover your weak areas.
✅ Understanding and support from the company are also important.
Of course, I'm not saying, "Learn this on your own!"
If you can't do it on your own, "you should use tools that can do it for you!"
If you improve little by little, your evaluation at work should change as well.
There is no need to think, "I'm no good..."
Let's increase what you can do and thrive in your own way!
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A "Free AI Utilization Email Course" specialized for working people with developmental disabilities!
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