This is all great insight. Thank you. I definitely don't want to single him out, and I'm not really looking to help him personally try to "fix" it. Maybe a better way of phrasing it is, what should I be aware of regarding the experience of living with a stutter? Maybe I can't "help", but I want to ensure the environment I foster in the team is not making things harder for him. >You will wait for me to finish speaking. Nothing more irritating than having someone fill in your words, unprompted. And stay focused on the person while they are speaking. This is helpful. When I've had one-on-one conversations with him, and with anyone else, I've waited for him to completely finish before responding. Too many times I've made the mistake of finishing someone's sentence for them, only to find out they were going to say something completely different. I've learned not to assume what someone is going to say. And the focus part is helpful. I get really focused on people when they are talking because I know my mind will wander if I don't make a deliberate effort to let them know I'm listening. But as we were talking, I started wondering if that focus was putting him on the spot, like he was under a microscope or something, which is the opposite of what I want. I would say he is greatly effective at work. I'm thankful every day to have him on my team. We really wouldn't be as successful without him. So I'm not concerned about his performance or anything, which probably means I'm overthinking things. >I've also had "I thought you were mentally challenged because of your stutter, but you are actually really smart" from my bosses Holy hell. That sounds awful. I'm sorry that's something people have said to you. I understand people have their blindspots. I know I do, and I think these comments are pointing some of those out, but I hope I'm never so daft as to think like that.