1. Writing personal-experience stories to document accomplishments.
2. Identifying key success factors that bubble up from stories of accomplishment.
3. Defining the personal skills and attributes which underlie those key success factors.
4. Showing how managing a disability helped to develop those skills and attributes.
5. Branding those disability-honed skills and attributes as workplace advantages.
For employers, hiring a qualified, motivated individual with a disability can be a work-team and corporate-wide benefit because he or she is probably ready to:
1. Apply unusually high levels of perseverance to a workplace setting.
2. Deal effectively with the ambiguity of today’s business climate.
3. Foster a team’s problem-solving abilities through a long-term focus.
4. Build a work team’s ability to be agile and innovative when faced with challenge.
5. Add to a work team’s strength, talent, resiliency and duration.For more detail about how I approach disability employment as a career development facilitator, see my two books and my forum.
Put Disability to Work as Your Competitive Edge
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