Delegation and dyslexic success for the class of 2024!

Richard Branson really has it sorted: he’s a very successful entrepreneur, he’s a huge advocate for neurodivergent people, and he’s literally been to space . He’s also a great source of knowledge about business— one of his most famous quotes you’ve likely seen floating around LinkedIn is…

“You can build one of the biggest companies in the world being dyslexic as long as you delegate. I would never have achieved what I did without learning the art of delegation.”

And he’s right . Being able to delegate is a hugely important tool for folks with dyslexia. A trusted team that works to everyone’s strengths and supports each other is key. But what if you’re just starting out on the road to success, you work for others, or you haven’t got that kind of network or clearance yet?

Starting at the beginning

It’s August, and there’s a whole new wave of dyslexic education leavers with their results in their hand, aiming for the job market.

These recent graduates are mostly headed for entry-level roles— starter positions that focus on day-to-day output. They’re a great place to grow skills and develop a better understanding of working with dyslexia, but very few have any leadership or delegation power, and just deliver a core of KPIs.

So you can’t apply a delegation mindset to an entry-level role?

If you’re on joint projects with your co-workers, delegation isn’t so tricky: if you take on X-responsibilities then I’ll take on Y-responsibilities is a valid conversation to have, especially if you’ve disclosed your dyslexia. It’ll likely involve a little give and take, meaning you trade things you’re not confident in for something that helps out your co-worker, too.?

But if you work in a more isolated way, it’s a conversation that usually has to include your direct manager. Again, this is a totally valid thing to do: if you need someone to take on proofreading responsibilities for your reports, or check your stock sheets, then that’s something you need to discuss with your direct command chain, so that you can find a solution that blends ensuring deliverables with your ability to focus on what matters.?

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Reasonable adjustments are delegation, in a way?

But let’s face it: we’ve all been scared to say that we need help. Especially if you’re new in a role, you don’t know if your employer is one of the good guys or the small minority who are dismissive or discriminatory of dyslexia. And we’re living in an era of redundancies and business contraction: who wants to draw attention to additional needs that could be seen as shortcomings?

That’s where reasonable adjustments legislation comes in. Reasonable adjustments (RAs) are changes an employer makes to remove or reduce a disadvantage related to somebody’s disability, and changing or switching responsibilities can be a part of this. They can also help you access tech support like reading pens or speech-to-text systems too, which in some cases removes the need to delegate (or you can even think of it as delegating to a machine, if you’re committed to the bit).

RAs are a right in the UK, and if your needs aren’t addressed in a reasonable, solutions-focused way, that’s likely your employer not following discrimination law .?

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The core thesis of delegation…

…is right. It’s easier to excel at what you do if you’re not being weighed down by the parts that you struggle with. But when you’re starting out in an entry-level role, that’s not always possible, so we have to rely on our managers, the law, and technology to effect the same kind of changes.

That’s why it’s so important that business have a supportive attitude to neurodiversity, so that employees feel able to come to them for help, especially if they’re new, young, and don’t have a lot of business experience.