Tag Archives: employment

Finding The Right Fit Into Work


Podcast Episode 65 It’s not only about finding work, it’s about matching the skills of the person with the job. This is the view of Derek Groves, from Employment Futures, who discusses the idea of vocational matching and the many benefits it brings to a young person with additional needs and to employers. He also talks about how employers still have some way to go in terms of being flexible in their employment practices, especially when it comes to the use of a traditional interviewing process which simply does not allow some young people to showcase their strengths.

Another issue that Derek addresses is positive disclosure, that is how much to disclose to an employer about an individual’s additional needs. Although, as he says, its a personal choice in many instances, it can help the employer match the person with a job role and ensure that reasonable adjustments are possible without being costly or disruptive to the workplace.

The work of organizations like Employment Futures is so important in breaking down the barriers into work and helping employers change their perceptions about employing young people with additional needs.

Show Full Transcript
Podcast Transcript
DEBRA: Welcome to Episode 65 of the Journey Skills podcast. No prizes but guessing the theme of this week’s podcast, yes it’s work, but to be honest I make no apology for that because I believe that this particular interview will add to our knowledge around work and that’s no bad thing.

I’m talking to Derek from the North East Autism Society about their Employment Futures program. And again, although it’s a UK-based organization, it’s a bit like the last episode when I spoke to the Able Coffee Roaster guys in Los Angeles, much of the information that’s shared is universal. Although the North East Autism Society is clearly focused on helping a particular group, what Derek says is very transferable for anyone looking at the employment issue.

Derek explains how the Employment Futures program works by being very person-centric and trying to find people jobs that fit their specific skills or Vocational Matching as Derek calls it. He also talks about the dreaded reasonable adjustments and again highlights the lack of understanding of this term. He also shares some of the challenges they see and provides I think some key advice, especially around positive disclosure.

You could say this is an all Australian final as you may have noticed that Derek is from my part of the world and it’s a final because the podcast will now take a short holiday break and we’ll be back again on September the 9th. However, I’ll be taking the opportunity to do a series of videos over the summer highlighting previous podcast episodes, not just about work but also, about daily living skills and relationships.

DEBRA: Today I’m talking to Derek Groves who’s the Employment Service Manager for Employment Futures which is the department of North East Autism Society which is based in the North East of England. Employment Futures is an organization which is focused on helping young people with additional needs access employment opportunities. Welcome, Derek!

DEREK: Hi, thank you very much, Debra, for the opportunity to talk today.

DEBRA: Can you tell me a little bit about first of all yourself and then also about what Employment Futures is all about?

DEREK: Yes, so, I’m a father of a son who’s on the spectrum and so I’m very keen to make some changes happen within the field of employment. From a personal level, to see that he can go on and get into a satisfactory job which he can contribute, add value and enjoy and also the work that I do now; working with individuals and seeing once they do find that right fit in an environment that’s good and productive. The joy that comes from that, it’s a very special feeling.

DEBRA: What does Employment Futures do? It’s part of a large organization, so how is it different than the rest of that organization?

DEREK: I guess we consider ourselves the baby of the organization. The North East Autism Society as a charity has been around for over 35 years. It is grown from a small collective of parents starting a school to now delivering education services, residential care services, family support, day programs. They didn’t have an employment service and it’s only 3 years ago that we identified really that there was that gap in provision, a need for that and demand out there and so along with the CEO and the support of the trustees, we launched Employment Futures as a department. It started up very small, just the 2 of us as a team working with a very small provision to support a handful of people. It’s grown over that 3 year period to now having 12 staff and last year, we reached 191 people. So, it’s growing and we believe that it’s having an impact. Certainly, the joy of seeing somebody in their first job and being productive and enjoying that is fantastic.

DEBRA: What kind of programs do you have within Employment Futures?

DEREK: So all of our programs and employment services start with quite a thorough assessment. We really believe in person-centered planning; putting the individual and their needs at the centre rather than trying to fit them into a standardized program or training course. So we need to start that by really understanding what’s going on for that individual in their world. That profiling we use a tool called Dua Profiler which really gives quite a holistic look in terms of financial position, what’s their situation with regard to benefits, mental health position, a sensory profile so understanding what environmental factors need to be considered in looking at workplace and putting all that information together really gives us the opportunity to develop that person-centered plan. And that’s how we start all our programs.

DEBRA: So once you find out information about them, what’s the next step after that?

DEREK: So we develop with them an individual action plan from all of the things I’ve identified. It might be really poor sleep routines and poor sleep habits and trying to withdraw and address that before putting them into all a situation of a workplace. We develop that action plan in agreement with them around what are the priorities, what do we really need to focus on. And some of them are real health and well-being stuff so, you know, sleep patterns is a big issue for many of the participants we work with. Then the action plan goes through usually one to one, working with a job coach to support them through those activities to move them forward.

And then we can engage in the actual process of linking them with an employer. So there’s a second person from my team called an Employer Engagement Officer, which is a full-time role, out there educating employers out there representing the individuals we work with and selling the skills and abilities and the talents that they’ve got to employers. And their role is really pivotal but it’s the combination of the two. One we can work with participant and overcome some of the barriers that they might currently have but you’ve also got to work with the employers and educate them and talk to them about reasonable adjustments. So that’s the two working together.

DEBRA: When you said before you put together a personal plan, sometimes do you find that people will come and they need to upskill before they can even get to the employer?

DEREK: Yes, certainly, for many people progression to structured training may be part of their pathway to employment. So, we try and work by matching people to both their skills and their interests. If you can find a job that you’re good at and you enjoy, you’re streets ahead; you’re a long way there to making it work for the long-term. So, we start with that mentality, but in many cases, there will be some skills that they need in order to get into a career in that field. So, we do work with training providers and access different provisions that will get them that next step along the way.

DEBRA: Let’s say they find a role for a young person that you’re helping; is there an interview process that they go through with the employer?

DEREK: Yes, we deliver our training with the employer. So, often our employers will have some or limited knowledge about autism but because the employer engagement officer also knows the individual and how autism specifically affects them, they’re able to deliver meaningful training, able to give training to a line manager or a supervisor so that they can understand how to best support this person in the workplace.

We’re also disability confident lead, leader organization, so we promote and advocate for disability confident, reasonable adjustments in the workplace. We also, with some employers are doing what’s known as a workplace assessment so if they feel that the circumstances, the environment, the factors that were mentioned before regarding a sensory profile may contribute to a person’s anxiety or distress, we can go into the workplace with the support of the employer and understand the environment the person’s going to be working in, make some reasonable adjustment recommendations for them as well. So really, in order to make it sustainable and working for both the employer and the employee, you got to be talking about that full picture and reasonable adjustments.

DEBRA: What kind of employers have you been able to work with so far?

DEREK: They’re really quite a broad range. It’s necessary because the variety of personal interests that people who come with, you need to work across a broad range of industries and sectors. There is definitely the IT community whether it’s from their ability to make reasonable adjustments; I’m seeing larger employers across the region who are quite flexible in a way that they can support individuals. It’s also an area where there is a skills shortage and skills in demand for that sector. So it seems more amicable to taking people in and making those kinds of adjustments in order to make it work. But we work across a really broad range of sectors.

DEBRA: Can you give me some examples of reasonable adjustments? What have employers done?

DEREK: Yes, they can be quite simple things. So, one of the misconceptions that we overcome with the employers is that it’s going to be expensive, that they’re going to have to change a lot of things in order to make it work. And in many cases, the adjustments are really quite simple. The young man who’s working in an open-plan office, for example, is wearing headphones and playing his own music to tune out all of the peripheral noises that would be otherwise be quite distractive for him, would build up and cause him some sense of sensory overload but being to wear headphones and letting the employer know that this is part of his strategy. It works for both the employer and for the employee.

DEBRA: Can you give me some examples of challenges that you’ve found with the reasonable adjustments where I guess organizations have maybe struggled? Have there been examples of that?

DEREK: Yes, one of the things that I think we would like to see more progress in is around standardized recruitment. Many of the larger organizations struggle with adjusting the interview application process to suit people that might have challenges with social communication. It’s, to some level, somewhat frustrating because we know that the evidence is that interviewing people for 20 minutes doesn’t necessarily get you the best person for the job. And we’re strong advocator of working interviews, we try and encourage employers where they’re able to adapt to providing a working interview situation where the person can go in and practically demonstrate what they can do rather than trying to sit and talk about it for 20 minutes.

DEBRA: The young people that come to you? Do they come through the North East Autism Society or did they come from external?

DEREK: Mostly, they’re external referrals. Some through self-referral, they’ll identify from the website or our Facebook presence that actually we’ve got some services they might want to access. Others will come from a Job Centre referral, so they are registered with an unemployment service. I think the specialism that we have and the differences that we have any provision make us attractive for job center to refer them to us as well.

DEBRA: I guess as a parent of a young person who’s getting to work age and you want to look for roles for them, what kind of tips would you have for parents to help them I guess make the transition into work and make it easier for their young person?

DEREK: So vocational matching. The idea of trying to match the job and the role to the skills and abilities of the person. There is a bit of a science to it but if you can start with what their key interests are, what things really they get enthusiastic about and what things are their strengths, what are their good characteristics and traits. And everybody has a combination of those. If you can work with those, identify those and then look at how do I match those particular employers that value those skills and abilities. It’s the strongest way to go forward by vocational matching.

DEBRA: You mentioned about the job coach, what’s their role with the young person?

DEREK: Yes, so they’ll be working with them on the individual aspects that they’ve identified. For many individuals, it will be about things like managing their anxiety and teaching them some self-regulation techniques where they might be able to identify when they’re getting anxious and identify some strategies that work for them, that they can use and implement to kind of self-manage that to some degree. It could be around practical things like CVs and then preparing for a combination of talking with employers.

One of the things that I do think still differentiates us is we talk about positive disclosure: How do you talk to an employer? When do you talk to the employer and what do you say if you’re going to disclose that you’ve got autism? It’s an area that I don’t think there is enough conversation about. I think that it’s a very important conversation to have. And I think that people often walk into it unprepared. So, preparing an individual for that conversation in the workplace is an important part of what we do as well.

DEBRA: Do you think that transparency is an essential part at the very beginning?

DEREK: It is a personal choice and we always advocate it’s not a legal requirement that they have to disclose and many will have reservations about doing so because of a past experience that they’ve had but we do encourage that. Particularly a disability confident employer, if you’re able to disclose and do so when it’s framed in a positive manner, the employer usually has a desire to help and support so if they’re not informed, don’t know about the needs, they’re not able to do all they could in order to support an individual.

DEBRA: Have you noticed that employers changing then in their perception of employing young people with additional needs? You’ve been going for about 3 years you said, so have you noticed changes?

DEREK: Yes, I think so. I think that there’s more public awareness of it and that drives employers change, behavior changes. I think that we’re starting to get more publicity around those good case scenarios and that also drives some competitive nature among businesses when they see that actually, somebody else in the same sector is doing a great initiative at working. Other employers are more likely to onboard and do their own programs and initiatives. So I think that’s a new trend that we’re seeing.

DEBRA: Do you also think there’s a better understanding that employers need support as much as the young people?

DEREK: Yes, I think that there are support mechanisms out there but I don’t think they’re widely understood. I mentioned disability confident and I know that that campaign is still growing and employers are coming on board to that initiative. There’s also access to work and many employers either are not aware or unfamiliar with just how flexible it is in terms of supporting non-physical disabled individuals. There’s a vast amount that can be done through an access to work grant.

DEBRA: In terms of the future then for I guess two parts of the future really; the future of what you’re doing at Employment Futures but what do you also think the future of young people working in a more wide range of industries will be?

DEREK: I think it’s great, potentially. I think they’ve got a lot to contribute. We know individuals who’ve been very successful in work and I think the more that that’s public and the employers are aware of that, the greater the acceptance and the greater the level that they’re prepared to, to take people on and make those reasonable adjustments in the first place. I do see it trending in the right way. I do think we’re still a long way to go. There are still organizations that are very traditionally based in their recruitment and not inclined to make those adjustments so I’d like to see that trend continue.

DEBRA: Key takeaway? The idea of vocational matching and how important that can be in terms of finding a young person a role that they really want to be in and that really takes advantage of their skills.

Resources
Employment Futures
Employment Futures on Facebook

Please subscribe to this podcast and if you have a story you would like to share I would love to hear from you just email debra@journeyskills.com

Please Review Us On iTunes

If you liked this podcast and would like to help us, please do the 1, 2, 3:
(1) Click Review on iTunes (2) Click ‘View in Itunes’; and (3) Click on ‘Ratings and Reviews’ (just to the right of ‘Details’) and leave a review.

Creating Job Options


The world of work has changed, in part because of new technology but also in expectations of us as employees. Jobs have become more generalized. Retailers, in particular, want flexible employees who can perform multiple tasks. Why is this? Well, as my guest on the latest podcast Yes She Can Inc, Marjorie Madfis said, businesses aren’t in the business of employment, they want as few employees as possible.

The impact this trend has on young people with additional needs formed part of the discussion with Marjorie. She explained that around 80% of adults with autism in the U.S are unemployed and, as the parent of a young woman with autism, she decided to take things into her own hands and create a reselling business called Girl Again. This reflects her own daughters’ interest in American girl dolls. This decision was also driven by her observation that the programs that were supposed to be developing her daughter’s employability skills were not training her in the skills she really needed in the workplace. These included understanding the priorities of others (managers and customers), shifting from one task to another, and dealing with uncertainty and incomplete information.

These types of skills that are harder for our young people with additional needs to develop. In my own daughter’s case, she likes to know “the plan” and changes to that plan do upset her. So I can only imagine what the result might be in a workplace if she was asked to move from one task to another, or something unexpected happened.

One of the keys to the success of what Marjorie is doing seems to be in her actual choice of business type. Girl Again is a reselling business. They receive donations of American Girl Dolls and then sort, clean and prepare them for resale. The dolls are then sold in their retail store as well as online. This process enables the development of a variety of skills because, as Marjorie says, if the dolls were brand new the number of steps in the process would be small. The great thing about a reselling business is it can be in anything that a young person is interested in… I wonder if there is a market for second-hand Harry Potter merchandise!

But, and its quite a big but, it is often the case that even with all the employability training in the world some young people with additional needs will still find it hard to develop the transferable job skills talked about above. They may have an excellent set of narrow skills which may not fit into today’s job market. The answer to this dilemma, according to Marjorie, is to look at smaller businesses where specialization can add value to that business. She uses the example of the real estate company who have sales staff doing data entry rather than out selling houses. The right person with the right skills could free up their time. The key here, as with a lot of what so many people I talk to on the podcast are doing, is making people see that someone with additional needs can be as productive in the workplace as anyone else.

 

Working Together

We all have a group of people we feel most similar to, who we identify with. For many of us, it is a group of other parents on a similar journey to our own.  My daughter’s group at the moment are her friends at her specialist school. Her friends are in her own word “just like her” and that makes her feel secure. Nothing wrong with that I hear you say and I totally agree. However, there is one problem and that is that this doesn’t reflect the real world of work that she will one day go out into.

So, when one of the ideas discussed in my latest podcast was around an integrated workforce it made me think about the kind of workplaces young people with additional needs really might want to be part of. The main topic of the podcast Enterprising Ideas at Acceptable Enterprises was around creating sustainable economically viable businesses in order to then meet social objectives. But a key part of their model was the idea of 1/3  +  1/3  +  1/3, which is where they try to employ in each of their businesses 1/3 people with additional needs, 1/3 people who have faced challenges in their lives, such as mental health issues, and 1/3 people from the local community.

David, the CEO of Acceptable Enterprises, argues this is much more reflective of the real world. It also creates more opportunity to change perceptions and increase understanding on all sides. Breaking down negative perceptions seems to the first job to be done to enable people with additional needs to be considered on an equal playing field when it comes to employment. So, by bringing people together in this way this must help change perceptions. Work also helps to tackle another major issue, that of social isolation and creates a community both inside the workplace and then outside in wider society.

David also discussed a “perception” that if a company employs people with additional needs, it will impact on the quality of the product or service. The online reviews Acceptable Enterprises receive strongly refute this idea. However, as he suggested the prospect of making reasonable adjustments when hiring employees with additional needs can be quite daunting. However, if you listen to the podcast you will hear how Acceptable has very successfully made these reasonable adjustments.

The most successful employment opportunities, I have discovered, have involved organizations being part of the community right from the start, such as REDinc and Ignition who both strive to become part of their local community and, by doing so, change the ideas people might have about people with additional needs.

Now I’m starting to wonder if we need to take this a step further and be working towards an integrated workforce, not just projects that help young people with additional needs but projects where the focus is also about encouraging everyone to start working together. Surely this would help change perceptions quicker and combat social isolation at the same time.

Off To Work


Our job, our role, our purpose for our day is so linked to our identity. I’m a… My job is… or I work at… however we introduce ourselves is what people recognise us as.

But what happens when we don’t have that? How do we feel then? How do people categorise us? Do they feel sorry as we flounder with I’m just …’ We’ve all heard stories about people who retire and say they lost their identity on the day they stopped work.

Debra and I once had a hard time getting a job when we returned to Australia. We’d always been in work, and the difficulty came as a bit of a shock. And when you say you haven’t got a job, people do look at you a little different. And you feel a little different.

But for the most part I’ve been lucky. I’ve always had a tag to put to my identity, although I must admit it’s not always been the title I would want to put to myself. Published novelist I am not, but I’ve always had a purpose to get out of bed of each morning.

And so this is one of my big fears for my daughter. To not have a purpose to her day.

She would like to get up in the morning, make breakfast very early, and then go on her tablet/computer/Xbox and stay there all day. But what she doesn’t know yet is that is not purpose.

At the moment she goes to school, and as Debra says, teachers are like an annoying boss who tells you what to do. But when that isn’t there, and her workmates – her class friends – have all gone, what then? Who will she interact with?

I don’t know about you, but most of my days aren’t spent with friends. They are with work mates, and then family. If I didn’t work, I still wouldn’t spend all day with friends because they’d be off doing whatever they do to earn their livings. And so if my daughter didn’t have work, or a key purpose to her day, I think it unlikely she would spend all day with friends.

And that could be the problem. Without a purpose she would regress into her own company too far. She would lose the ability to deal with people, even if they are annoying teachers and classmates who don’t always see everything her way.

I know I’m preaching to the converted when I say we need to find a purpose for our children after they finish school. And I know many of you are in the same position as me with children whose special abilities aren’t particularly job friendly. With the best will in the world I don’t imagine my daughter ever being over-qualified for any job. But I do think she would be diligent to the point where it could be written as a strength on her CV and as Sam, in this week’s podcast, talks about making sure her CV showcases her strengths.

So the ultimate goal for us all is paid work for our children – that goes without saying. Supermarket chains in the UK are well known for making extra effort when it comes to employing people with additional needs. But no matter where we are in the world we need to look for opportunities for our young people, because opportunities won’t just come looking for us.

Through my own day job I know a mother who has a son with additional needs, who made his way across London, negotiated two buses to get to his college course. He was so happy that he had a purpose to his day. Then, as any college course does, it came to an end. Suddenly he had nowhere to go, nowhere to be. He felt that acutely. He sat at home, not quite knowing what to do with himself.

To cut a long story short, she arranged an interview with a local supermarket. What she didn’t tell her son was that it was a voluntary position, not a paid role. So now he goes to work one day a week and she puts a £20 note in a brown envelope which she gives to him at home as payment. He has purpose. Obviously this is not a long term solution and has its own issues but it gets him out of the house and he  is learning new skills which one day may help him get a proper paid role, maybe even with the same employer.

The real point is, though, she’s carved out a purpose for him. That’s admirable. But it was her that went that extra mile to get him something, and I think it’s what many of us will have to do to get something for our children. I can’t imagine my daughter being able to imagine all the possibilities for her to find where work is, and so I will have to help. I will have to ask my friends, and anyone else I know.

But if we can’t find paid work for our children we will have to do the next best thing, and that’s give them a purpose to their day. Whether that be with a £20 in an envelope or in a voluntary capacity. It may even be in an activity centre. Regardless, I know my daughter and her online world need to be parted for the best part of the day. They need to so when someone asks in conversation what do you do, or where to you go in the day, she can answer. She can say ‘I’m a…’ or ‘I go …’

Thus far in this blog we’ve talked about identity. But then there’s money to consider too. I’m not going to stray too far into money here, but I want her to have a place to go more than I want her wage to sustain her. In the money blogs we talk about strategies and tactics, but if I’m honest I don’t think she will earn the wage that will give her everything she wants unless she is incredibly lucky. We have to help plan for that. Maybe that is knowing the entitlements she’s allowed. Or maybe that’s us thinking we should cover the big expenses, like accommodation, and let her pay for the rest from her own earnings.

I think I’m saying for me it’s not the wage that’s important so much as the benefits a purpose adds to my daughter’s mental health. A purpose allows her to say ‘I’m a…’ and have pride in her identity. Going somewhere, working for the boss, is a bit of a bind, but at the end of the day it can also be sanity too. I don’t want my daughter to wander through life from 20 to 70 not quite knowing what label she can apply for herself so that she feels comfortable having an identity.

I do think there are plenty of opportunities out there, we just have to work hard to make them come our way. But then we’re used to working hard for our children, right?, because that’s what we’ve always done. Neither we nor them have expected the challenges our lives have thrust at us, but we deal with them. We’ve battled for them since the day they were born. And this is another battle. But it’s an important battle because it can easily be overlooked – I don’t want to ever think that because my daughter is quiet inside her online world she is fulfilled. Fulfilment comes with activity.

For us at Journey Skills purpose is one of the three main areas we focus on. Every parent looks out for their child’s education. But we also need to think about relationships and daily living skills, as well as purpose. A purpose, a point to the day, is a big part of why we are alive. We just need to be pro-active in finding a purpose for our children.

Introducing the Journey Skills Podcast

Listen to the first episode of the Journey Skills Podcast – the podcast for parents of young people with additional needs. Each week we interview someone who is helping young people develop their independence skills.

Full Show Notes

As this is the introduction episode of the Podcast I’ve simply included a transcript below (maybe not word for word but pretty close).  In future episodes the show notes will include key points as well as links to any resources mentioned.

I would also consider it a personal favour if you would rate and review the podcast.  This is critical in the early life of a podcast in helping spread the word and get noticed.

TRANSCRIPT
Hi, everyone.  Thank you for joining me on this the first ever journey skills podcast.  So as it’s the beginning of my podcasting journey (pun totally intended) I wanted to take 10 minutes to share my motivation and vision for this podcast and hopefully to give you a reason for coming back for episode one next week.

To cut a long story short I have a daughter with additional needs so really she’s the motivation. As she’s got older I’ve started to wonder where she’ll end up after she finishes full time education.  How will she spend her days (her nights) where will she live, who will she talk to everyday?  Right now all that’s fairly easy as school covers most of it and we (mum dad big sister) manage the rest.

And we’re incredibly lucky because our daughter goes to a school which has started to help her develop her life skills so she’s already getting guidance on things like independent travel, cooking and managing friendships.  And let’s face it school is kind of like a job arrive by a certain time stay until a certain time and sometimes deal with an annoying boss (aka as a teacher).  But she only has a few years left of this.  What happens when she leaves education?  Her older sister will leave school and will have options a job, go college university, a place of her own.  This won’t be the same for our youngest and this is a problem that won’t go away and a constant worry

So the challenge then is to work out what she needs to be able to do after she finishes school which will enable her to live as independently as she is capable of.  How will she manage money, cook without causing the fire department to be on speed dial?  What will she do all day when the routine of school is gone.  I already have visions of endless days spent on unnamed computer games or inane YouTube channels.  But actually more than that I want her to have a life that she enjoys, feels safe in, and has a sense of achievement from just being herself.

So the solution is that I need to teach her as many skills as possible to make her as able as she can be to do things for herself.  I’m not unrealistic of course there will be some things she may never master, maybe she will always be a bit vulnerable but I’m going to give her every tool and strategy I can find to make sure she is able to cope with everything life throws at her.  In short I want to equip her for a life past her additional needs I want to equip her for life.

Anyway having decided all this I did what most people do to find the resources and answers I googled it.  And in fact there’s heaps of information out there in hundreds of different places.  So from that came the vision of bringing together all the information, support ideas resources etc etc into one place

After much discussion among family, friend’s others facing the same challenge we decided that the focus should be three areas that would most help her on her journey to independence,

So the big 3 to us are daily living skills, so things liking budgeting, shopping, cooking, washing, cleaning the house,  purpose by that I mean a job or volunteering, basically something to do each day, and relationships, developing friendships and possibly even one day finding and living with a partner.

So from this then grew the bigger project which my husband I called Journey Skills.  We will be providing a resource hub where parents and young people can come to for help with everything from money skills to cooking to learning to ride a bicycle.  The everyday stuff which we all need to know to just live our lives.  There’s also a section there on money would really appreciate it you had a look at what we’re building at www.journeyskills.com.  Feedback most welcome ideas readily accepted

So why add a podcast to this mix.  Well like a lot of parents of children with additional needs I’m constantly looking for ways to help my daughter.  I will talk to anyone and everyone for the tiniest snippet of information or a contact that can help her in any way.  From this I know there’s lots of people out there who have faced the same challenges I’m facing and they’ve found solutions.  So this is a solutions podcast focused on what can be done to help a young person on their journey to an independent life.  Basically making that road as smooth as possible.  Each week I will talk to a someone who has something to share in 1 of the 3 areas I mentioned earlier daily living skills, purpose and relationships, which will help you guide your son or daughter on their own individual journey towards greater independence.  Topics for the future include supported living and starting up a small business.

Until then, thank you for listening to the JourneySkills Podcast.  Please subscribe to this podcast and let me know what you think at www.journeyskills.com/podcast.  If you have a journey to share I would love to hear from you just email me debra@journeyskills.com

Review on iTunes

If you liked this podcast and would like to help us, please do the 1, 2, 3:
(1) Click the Orange Button; (2) Click ‘View in Itunes’; and (3) Click on ‘Ratings and Reviews’ (just to the right of ‘Details’) and leave a review.
Thank you