Graylynn Siemens’ Post

Autistic adults are not magically "less autistic" at work, nor are we magically "less autistic" because we are adults and not children. We have the same neurodivergent challenges, but in some cases we've gotten a lot better over the years at hiding it. Sometimes, there will be situations in which hiding it is no longer possible, and you do experience a breakdown in a work or school environment. These situations can surprise others, because when you 'pass' as a neurotypical most of the time, experiencing a neurodivergent crisis in a public or semi-public place can be difficult to explain. It is important for workplaces, employers, management, co-workers, professors, teachers, principals, etc. in places of work or school to be sensitive to the needs of autistic individuals. If you believe someone in your place of work or education is experiencing a crisis, please ask "How can I help?", keep an open mind, and listen. This is not an opportunity to pretend to be a psychologist: Unless you are requested for your input or advice, do not provide any; instead, listen carefully if there are specific things listed which might help the person in question, and work diligently to provide them. If accommodation that will help cannot be reasonably provided, offer the opportunity to leave the space in question and go to a place the person considers safe, such as their home. Later, when the situation has passed, you can work together to formulate a plan to support this situation in the future: what was the trigger, and what steps or accommodations can be in place to help if the situation were to happen again. What is most important, no matter what, is that the person in question is led to feel safe expressing their needs, and that they do not feel threatened or 'at fault' if they need to take accommodation. The guilt from experiencing autistic meltdowns and metal health crises in spaces such as work or school is very real. Even when accommodation is presented, people can feel guilty about accepting it, or feel as though their job or education could be threatened. Mental health is still very much a stigma, and it is everyone's responsibility to ensure that stigma is lifted on a day to day basis. #mentalhealth #autism #autistic #AutismInTheWorkplace

Classic.

Customer Success in IoT is fundamentally driven by the quality of the customer experience, shaped by how customers feel along their interactive journey with your product and company. Customers value how their needs are met, how their problems are solved, and whether they feel supported. The connection and trust built during interactions is also key: a seamless, human-centric experience fosters loyalty and ensures customers perceive real value from the relationship with the company, making it a core driver of long-term success. A company that prioritizes the customer’s unique challenges and invests in personalized engagement, empathy, clear communication, and needs assessment, will cultivate lasting success. The heart of customer success lies in how well your solution meets the customer's needs and how much a customer feels valued and supported by the company behind that product. In addition, being a successful IoT professional must not be limited to technology and processes themselves. The more human the experience, in a world overrun by impersonal disconnect, the better.

Completed the “ServiceNow IT Leadership Professional Certificate” learning path. 

Direct communication, Planning, and Transparency can be everything to neurodivergent workers.

"Living in a world that is set up for neurotypicals means that as autistic people we are often trying to function in hostile environments. For us, environments are rarely neutral; either they work with us, or against us." This is extremely true, in fact #Autistic #employees and other non-neurotypical employees are probably working on top of internal trauma responses more often than you might realize just to get by, and this will result in inevitable collapse. Many #trauma responses can in fact be driven by the company itself, either through poor or outdated processes, business practices, or business communication standards (or lack-thereof) that do not focus on employee wellbeing. This impacts negatively not only neurodivergent employees, but in fact every employee, every single day. #Neurodivergent employees in particular spend a lot of time not only masking who and what they are, but #masking over their interaction with company procedure, in an effort to fit in -- but this is not sustainable long-term without eventual implosion. If you aren't asking really all of your employees what they personally need to succeed in a #mental, #emotional, and physical health capacity, respecting and integrating options for what those responses will be, and checking how company practices are impacting employees on a regular basis, you are missing out on key indicators your #staff are set up for #failure, not #success.