5 ways the at-home office benefits those with alternative learning and communication styles

“Listen, Just listen!” they say. Have you ever heard this from a long-winded instructor, coach or mentor? (As if anyone intentionally isn’t listening). I admit, I’ve heard this more than once over the years. It’s not to blame anyone, it’s just that some people don’t do well with excessive oral instruction. Add to the fact that I’ve had a resting bitch face since I was at least two years old and can often appear disinterested and muted. Paradoxically, I get sucked into office chatter like a Cow in a Tornado. As you might imagine, this can come off as aloof or unserious if kept unchecked.

While all of the above may impact perception, It has always been challenging to reconcile this predisposition with reality. I am serious about my work and can back it up. I am highly conscientious in both my personal and professional life – and while I sometimes I take the less apparent route from A to B, Serious or even minor oversights are rare in my planning. Most notably I’ve found that when the temperature turns from instructive to conversational, I can usually recall even the most intricate details. If we seek self-awareness and stay disciplined, the ability to adapt grows over time, but as the world evolves professionally, employees shouldn’t have to rework themselves into a one-size fits all regiment when deciding how they work.

Of course there are a number of remote work advocates who write about the benefits of being able to work where you want and when you want; highlighting the benefits for both the environment and our personal time. However, I haven’t seen much out there with regard to learning styles in the workplace. If a company utilizes a remote work offering correctly, the degree to which one can control biased perceptions of their work and approach can be mitigated and their value can be amplified.

Below are 5 key ways that those with alternative Communication and Learning Styles can benefit by having the opportunity to work remotely in a more personalized at-home set-up.

1. AT-HOME WORK IS FAR MORE ADAPTABLE TO HOW YOU LEARN

The world is full of teaching resources. Sometimes the best answers can be found via on-line tutorials like Udemy or Youtube.com. Many people including myself prefer this learning style as their own personal form of apprenticeship. Breaking up your work day using any of the following methods is also much easier to do at home than it is in the office.

A.) Siesta
B.) Long walk
C.) Playing with Children or Pets
D.) Pomodoro Method or other techniques that emphasize “Time-Blocking”

Creating and implementing your own systems that you require is much simpler in the privacy of your own home. When doing research for this post, I wanted to learn more about systems that people can put into place who have learning disabilities and I found this link below. This reference is for struggling students, but is also applicable to employees.

Systems for those with Learning Disabilities

Do you think these systems would be easier to implement in an at-home office environment or in a public work setting?

2. PEOPLE WITH ALTERNATIVE LEARNING STYLES CAN BE MORE DISTRACTIBLE

Many learning disabilities, most notably ADHD, create barriers that get in the way of focusing on the task at hand. For these individuals, more distraction and long in-person meetings will not be optimal. However, ADHD individuals often excel at juggling many plates and reacting to more intuitive problem solving. Check out this blog highlighting some of the strengths that ADHD individuals have

14 Benefits of ADHD

In some cases, it’s not that an employee has a unique focus issue or disability but may just be experiencing the natural impacts of aging. A study from the University of Southern California demonstrates that older workers as young as 30 start to have more difficulty working when there are more distractions.

Distracted Older Adults

3. YOUR PROBLEM MAY NOT BE YOUR LEARNING STYLE IT MIGHT BE SOCIAL ANXIETY.

When reviewing the studies linked below, it is obvious that those with learning disabilities are highly likely to be more prone to social anxiety than the general public. However, people from all backgrounds experience social anxiety and those without learning disabilities still suffer. The National Institute of Mental Health describes Social Anxiety as a disorder that “is an intense, persistent fear of being watched and judged by others.” This can stem from many factors, but doesn’t necessarily imply impairment or even that someone won’t excel in their role – In fact the opposite may be true since you are far more likely to be judged by your peers for more qualitative reasons when you come into the office regularly.

Social anxiety disorder more than just shyness

Effectiveness of Social Skills training for social anxiety

Anxiety disorders in those with learning disabilities

4. WRITING CAN BE YOUR FRIEND

For some of us, especially with introverted proclivities, there may not be any actual problem with our work, but our way of communicating may create certain barriers. The reality is that those with strong and aggressive body language can be rewarded more heavily in the office environment. However, writing is a strength that gets highlighted more when face to face communication is limited – and if you’re good at it, you will certainly provide a greater impact and clearer communication on behalf of your company – as much of your work will be done via on-line communication and email.

5. WITH INCREASED FLEXIBILITY, ACCESS TO SERVICES CAN BE ACHIEVED.

For those who require mental health services or have a specific disability that requires outside help, they will be able to attend these services more guilt free. There are enough issues in day to day life that already come up requiring us to take reprieve from the office, there is no need to amplify this by needing to leave the office for a set-time every week to get the specific help needed to make work more efficient and rewarding.

For anyone reading this, employer or employee, I would challenge you to take a moment over the next few weeks to consider the people you work with. Are you taking the necessary steps to help create an environment that promotes your co-workers unique strengths or asking that they bend to outdated professional norms?

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