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She has a background in education and technology, and currently works as a writer helping professionals articulate and shape their ideas for publication. She also has completed a manuscript on the process of transformation of consciousness.

Ike Lasater , Julie Stiles. Do you wish for more respectful work relationships? One Comment.

2. Use appropriate body language.

Fiona Cohn June 22, at pm What a super list — and how interesting that listening crops up so often. I guess to err is human! Top 50 Leadership Blogs of July 20, Coaching for Success March 23, Best 50 Leadership Blog Sites in July 3, About the Editor and Primary Author Jon Warner is an executive coach and management consultant and in the past has been a CEO in three very different companies.

Newsletter Subscribe. Recent Posts. Succeeding Through Intrapreneurship March 6, February 14, February 2, Design Thinking Centered Leadership January 10, There are four main points to keep in mind:. If the worker is prepared to show you any medical advice or recommendations they have been given these can assist you in assessing key skills, abilities and experiences.

Identify reasonable adjustments with the worker Discuss with the worker what reasonable adjustments may be required to maximise job efficiency. Most adjustments or changes to the working environment are simple, cost nothing or are inexpensive, and the adoption of broader strategies and policies frequently benefits all employees.

When identifying reasonable adjustments: be flexible : be open to the many options available. Flexibility is the key to identifying reasonable adjustments that are going to work for the worker and the business.

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The best adjustments are often the most creative ideas. Adapting good ideas to match worker needs and workplace requirements leads to success. Check that the worker can meet the inherent or core requirements of the job when reasonable adjustments have been identified Once reasonable adjustments have been made, and sufficient time has passed, objectively assess whether the worker has the ability to meet the core requirements of the job. As mentioned at the beginning of this chapter, many workers with mental illness will not require any workplace support.

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Others may require only brief or specific support, while some may require support over a longer period of time. Effective actions will vary, depending on the individual needs of the worker, the nature of your workplace and the tasks associated with the job. The choice of actions should be guided by consultation with your worker and with appropriate professional advice.

Flexible working options are probably the most effective strategy for meeting the workplace needs of workers with mental illness. There are a wide range of flexible work arrangements that can be introduced, including working hours, tasks, responsibilities or location. Some examples are:. It is important to consult with your worker. Discuss reasonable adjustments that would suit the job requirements and their own circumstances. A worker with mental illness may have already developed good strategies that can be adapted to their work environment.

If flexible work arrangements are considered, care should be taken to ensure that this does not lead to isolation from the workplace, colleagues and workplace support. For workers experiencing difficulties with concentration, processing information, forming clear thoughts. She required no adjustments except at times of extreme stress. At those times, she would advise me that she was becoming anxious.

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Her anxiety affected her short-term memory and recall of names in particular. She required some support and a general understanding that this was temporary. When I requested work, I repeated the request and checked with her that she understood what had been asked. She also wrote down key points to help her remember the task. The periods of anxiety were short-term and at other times the person did not require any adjustments. For difficulties with planning tasks, managing multiple tasks, meeting deadlines, avoiding tasks.

Worker comment: strategies for a worker experiencing difficulties with social interactions. My boss observed any issues and we developed strategies that suited the workplace and us. She was also very good at giving me feedback about my work, which has been very positive. My boss very quickly worked out that I was far more efficient at cleaning up at the end of the day if I was left alone. I like to work alone and when my boss tried to help I felt anxious and uncomfortable.

When I was okay, I would make it my job to make conversation with the customers. My boss would make sure that she gave me space to do my jobs. I find that doing a mindless job in between difficult tasks gives me a break away from things.

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The counter was also great for me to feel like I had a barrier between me and the customers. My work therefore tended to be behind the counter. Strategies to deal with pain, tremors or stiffness, blurred vision, other physical symptoms. Some workers with mental illness function best at certain times of the day as they may have had disrupted sleep or be groggy due to the effects of medication.

Manager comment: strategies for a worker suffering from the effects of medication due to severe depression.