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15 Things To Remember If You Love A Person With Dyslexia

15 Things To Remember If You Love A Person With Dyslexia

Dyslexia is all too often regarded as a stigmatizing label and there are many misconceptions about this minor learning disorder. If you love someone with dyslexia, you may well have come across some of these myths and stereotypes. So, to set the record straight, here are 15 reminders if you love someone with dyslexia. Pass it on to anyone else who may have the same problem.

1. They are just as intelligent as everyone else.

Dyslexia is just a minor difference in the way the brain processes sounds, letters, words and can cause problems with reading, writing and spelling. It is just that the dyslexic sufferer’s brain is wired differently. Richard Ford and Albert Einstein are two inspiring examples of extremely gifted people who had the same problem, yet they made an enormous contribution to knowledge, literature and science. Dyslexia is not a measure of anyone’s intelligence.

2. They need to be spotted early.

The earlier the better. If you have noticed that there are problems with your child in processing letters, sounds, spelling and reading and maybe writing, then it may be time to get him/her tested. The Woodcock-Johnson-Revised Test of Cognitive Ability is one the tests used. Edison’s teacher had no idea what dyslexia was and sent home a note which read, “Too stupid to learn.” With the right help, dyslexic children can thrive and succeed. Look at the list of famous people here who had dyslexia and you will be amazed.

3. They are at risk of falling through the cracks.

The sad fact is that many people who struggle with dyslexia just give up because they are not helped or encouraged enough. We are in danger of losing dyslexics and the figures from one UK prison confirm that. They did a survey at Chelmsford prison of over 2,000 inmates and found that 53% had a problem with dyslexia. That is an incredibly high figure when compared to the rate for the law-abiding population which is around 10%.

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Richard Branson’s teacher had a similar premonition when he remarked that he would either end up in prison or become a millionaire!

4. They need better support at school.

With the right training and use of special techniques, children can overcome their difficulties. A survey in UK found that many dyslexic students ended up frustrated because of unhelpful comments from their teachers. For example, 83% of them were told just to ‘try harder’. What was even worse was the fact that two thirds were forced to read aloud in front of their classmates.

5. They are likely to have inherited this disability.

Scientists have now identified 6 of the genes they believe are responsible for reading and spelling difficulties that children and adults encounter. These genes are those we all use to be aware of sounds, verbal memory and also verbal processing speed. Most experts agree that this is neurological disorder which is often genetic

6. They have problems with letters, sounds and spelling.

From the age of three, you can spot a child who may be dyslexic when they have problems matching sounds of the alphabet with the objects they can represent. For example, one student could not identify the picture of an apple which would illustrate the letter ’A’. Other examples are where words of several syllables may all get jumbled up such as “pasghetti” instead of spaghetti or they may spell animal as “aminal. They will often write the word “said” as “seb”.

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7. They can spot what is out of place.

A dyslexic person is often quicker at discovering what is out of place in a problem, theory or experiment. This ability is what has driven dyslexic scientists to discover anomalies which have led to dazzling awards and prizes. An excellent example is Carole Greider (Nobel Prize in Medicine, 2009) whose discovery of the telomerase enzyme has led to extraordinary advances in the study of aging and cancer. It all started when Carole started investigating a research area which was so far off the beaten track that it was almost off topic.

“One of the things I was thinking about today is that as a kid I had dyslexia. I had a lot of trouble in school and was put into remedial classes. I thought that I was stupid.” – Carole Greider

8. They cannot be creative and they are bound to fail.

This is the greatest myth of all because dyslexics have a lot going for them. Not only are they intuitive and creative but they can be brilliant at hands-on learning and solving three-dimensional problems. These are all abilities which require a lot more than verbal skills, yet our society has always placed a premium on reading speed. What a pity that dyslexics’ talents are not appreciated more.

9. They can take meds for dyslexia.

No, there are no pills to take! There is no cure or medical treatment for dyslexia. Either you manage to use coping mechanisms or you may drop out. Using memory a lot more and substituting acronyms and nonsense words to represent words are ways that children can cope with their reading and spelling difficulties at school.

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10. They need more support and encouragement.

If your loved one has dyslexia and missed out at school where it was never even recognized, you may want to offer help and support now. They may still have problems remembering a name or a fact. Help them get assessed if necessary and then encourage them to get coaching where they can learn more coping strategies. They may need specific help with time management, planning and passing on phone messages, for example.

11. They may need help to discover how they learn best.

Supporting a loved one with dyslexia will involve examining what their learning style is. They may benefit from getting instructions through the auditory channel. Max Brooks, the Hollywood screenwriter, who is dyslexic was helped by his mother when she recorded all the material he needed for learning on audiocassettes!

12. They often hide their problems at work.

Between 10% and 15% of the US population are thought to have dyslexia. In spite of that, dyslexia is often a closely guarded secret as individuals are afraid that disclosure may damage their career. A lot depends on the employer’s attitude to the problem. If they are committed to helping their workers reach their full potential, they will provide screening and support. The problem is that many employers do not.

13. They may have problems at college.

Dyslexic students find that using audio recordings are a great way to fast track their studies because reading is, inevitably, slow. If you need to download recordings of a vast array of literature and textbooks together with magazines, you may find the Learning Ally site is useful. Voice recognition software is a great help too in writing essays and assignments.

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14. They use a different part of their brain to read.

When a neuroscientist discovered that her son was dyslexic she wept because she realized how many obstacles he would face in life. She has written a book on this which has the fascinating title, Proust and the Squid: The Story and Science of the Reading Brain. She explains how the dyslexic brain has to learn to juggle letters, sounds and words in the phonological part of the brain, on the right hand side. The non dyslexic person uses other areas and the result is faster reading and writing. The dyslexic’s brain is wired differently to everybody else’s and it takes more time. Reading aloud to a child from an early age may give them an advantage.

15. They are at a disadvantage if they are English speakers.

Part of the problem is that the letters in the English language can have many different sounds. Think of the letter “a”. It can have five different sounds as in safe, apple, alive, acorn and wash. Now in Spanish, the letter “a” always has the same sound so that is why there is not nearly as much dyslexia among Spanish speakers or other languages where there are regular phonetic rules.

The best way of all to encourage a loved one is to push them to get assessment, training, coaching or other support at school and at work and remind them that failure is often the way to success.

“I have not failed. I’ve just found 10000 ways that won’t work.” – Thomas Edison

Featured photo credit: Reading together /San José Library via flickr.com

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Robert Locke

Author of Ziger the Tiger Stories, a health enthusiast specializing in relationships, life improvement and mental health.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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