Jobs for Dyslexics

Jobs for Dyslexics, USA ( was begun in 2013 by Laura Cianci, with the intention of guiding organizations to build an enabling atmosphere where its dyslexic workers could be made more productive, by education and training.

We believe in a nurturing work environment where each person contributes the best of their skills and lead happy, fulfilling and contented lives. It’s only when individuals are personally happy, and inspired that they put in their best efforts. It is our mission to remove any obstacles that come in the way of this, esp rendering assistance to dyslexic persons by helping them augment their skills to better cope with their differing abilities. We do this by educating their companies on different work ethics and guidelines to get the best of their employees, one and all.

Group Norms or Relationship Guidelines


Every team has two components that team members must pay attention to if the team is going to succeed. The team must pay attention to the content mission (or goals or outcomes) expected from the team.

This is the content  that the organization has asked the team to create or the mission that is the reason for the team existing in the first place.

The team must also carefully shape and monitor the team process it uses toaccomplish the goals.

Team members must get along, respect each other, and practice effective interpersonal relationship building.

Team process includes:

  • How the team members interact with and communicate with each other,
  • How the team members communicate with employees who are not on the team, and
  • How team members will be responsible and accountable for moving the project forward and accomplishing the goals.

Long cited statistics demonstrate clearly where the majority of teams experience their most significant problems. They attribute 80% of the problems they experience to the process side of this equation. Teams experience 20% of their problems on the content or mission part of the equation.

This explains why the development of team norms for the process side of the equation is so important. Norms will naturally become established as people work together on the project. Why not create norms that support the accomplishment of the team’s goals – sooner and with conscious consideration.

See the Sample Team Norms

These team norms or ground rules are established with all members of the team participating equally. The manager of the team or the team’s company sponsor or champion is included in the discussion and must agree to practice the relationship guidelines developed.

In prior articles, I discussed:

Here are sample process norms or guidelines that a team might use to effectively conduct its business. You may use them as a starting point, but each team needs to go through the process of generating and committing to its own team norms. The team must own the norms.

Sample Team Norms or Guidelines

  • Treat each other with dignity and respect.
  • Transparency: avoid hidden agendas.
  • Be genuine with each other about ideas, challenges, and feelings.
  • Trust each other. Have confidence that issues discussed will be kept in confidence.
  • Managers will open up a space in which people have information and are comfortable asking for what they need.
  • Team members will practice a consistent commitment to sharing all the information they have. Share the complete information that you have up front.
  • Listen first to understand, and don’t be dismissive of the input received when we listen.
  • Practice being open-minded.
  • Don’t be defensive with your colleagues.
  • Rather than searching for the guilty, give your colleagues the benefit of the doubt; have a clean slate process.
  • Support each other – don’t throw each other under the bus.
  • Avoid territoriality; think instead of the overall good for the company, our employees, and our customers.
  • The discussion of issues, ideas and direction will not become a personal attack or return to haunt you in the future.
  • Managers are open, communicative, and authentic with each other and their teams.
  • It’s okay to not know the right answer and to admit it. The team can find the answer.
  • Problems are presented in a way that promotes mutual discussion and resolution.
  • It is safe to be wrong as a manager. Thoughtful decision-making is expected.
  • Own the whole implementation of the product, not just your little piece; recognize that you are part of something larger than yourself. Be responsible to own the whole picture.
  • Practice and experience humility – each of us may not have all the answers.
  • If you commit to doing something – do it. Be accountable and responsible for the team.
  • It is okay to be the messenger with bad news. You can expect a problem-solving approach, not recrimination.
  • Promise to come prepared to your meetings and projects so that you demonstrate value and respect for the time and convenience of others.
  • Strive to continuously improve and achieve the team’s strategic goals. Don’t let ineffective relationships and interactions sabotage the team’s work.

Teams need to expend the effort to practice all of these norms and to care enough about the team and its work to confront each other, with care, compassion, and purpose, when a team member fails to practice these norms.

Sinchana Foundation

Sinchana Foundation, established in July 2014, is a centre for individuals / children with special needs. It is located in one of the prime areas of Bangalore. The foundation is aimed towards working with the physically and the mentally challenged individuals who may be under the umbrella of Autism Spectrum Disorder, Cerebral Palsy, Learning Disability, Dyslexia, mental retardation, Down’s Syndrome, Slow learners etc

Sinchana Foundation was formulated with a vision to create opportunities for individuals with special needs, to provide them a platform to tap their innate potentials.

We have more than a dozen children currently and conduct one-on-one, therapy classes. We have recently started occupational therapy sessions for those children with the need.

We are committed to work with these children, and provide them ample support using the latest technology and various updated educational inputs. We hope to make a difference, and bring them into mainstream, though in a small way, in the child’s life.

Future Plans:
​We would like to start a school curriculum (10 am to 3 pm) for these children, especially who would not get admission in any of the other normal schools, using the Montessori methodology. This would be only the third and a one of a kind institute in Bangalore.

Trika 2016

Dear Patrons,

Greetings from CHILD & Blink Research and Services!

Learning Disability (Dyslexia) is often termed as a hidden handicap, though to affect around 10-12% of the population. Some dyslexic adults have literacy problems and their problems exists or continues to tag along with them like erratic spelling, difficulty in comprehending written material, difficulty to scan or skim text etc. The positive side is their ‘hidden potential’- of that there is a range of skills which include big picture thinking, problem solving skills, lateral thinking, originality, creativity and an instinctive understanding of how things work etc. Famous individuals with Learning Disabilities include Albert Einstein, Agatha Christie, Tom Cruise, artists, architects, engineers, entrepreneurs, and sportsmen. Not all with dyslexia will have outstanding talents but all will have comparative strengths and a determination to achieve.

Blink Research and Services (BRS) is a start-up attempting to promote child development strategies and practices that will help reach out to all children, not leaving behind any. Thus its interest in attending to children with learning difficulties. In order to complement the focus on these children, BRS has partnered with a reputed institution – CHILD (Centre for Holistic Integrated Learning and Development). CHILD was established to aid the lives of such children with a mission ‘No child is left behind’. It is in this context, CHILD along with Blink Research and Services (BRS) is conducting Trika’16, an International Conference, first time in India, on the theme –“Empowering to Empower” – Empowering Adults with Dyslexia towards Sustainable Development. The focus is on the topics that will help students take the transition from college to employment smoothly. The conference is scheduled on Saturday, 17th December 2016 in Loyola College, from 8:30 am to 5 pm.

We would like to invite you to become a sponsor for this noble cause, as the generosity of individuals like you makes events like these successful. A high level of experts in this field will share their expertise to the delegates. We are expecting a delegate registration of 300 people. We are also bringing out a souvenir that will be distributed to the participants at the conference. We invite you to be a partner with us in this event. In this document are options designed to assist you in finding the right level for your budget and your time. Please review and let us know.

Thank you in advance for your valuable time.

Jayashree Ashok,
Founder, CHILD
+91 98408 15265

Arun Fernandez,
Managing Director, BRS