Career Development:

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Career Development

• Organizational
• and
• Individual
• Approaches
• HR 5110

Online Format
Professor James P. Pappas, Ph.D.
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Career Coaching / Counseling Career
AssessmentUnit 4Module 1
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(No Transcript)
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Career Counseling Defined

• The earliest approaches to career counseling
  were based on trait and factor ideas. E.G.
  Williamson (1939, 1965) defined career counseling
  as a six-step process including (1) analysis, or
  collection of data about the individual (2)
  synthesis, or summarizing the data that have been
  gathered (3) diagnosis of the career problems
  (no choice uncertain choice unwise choice
  discrepancy between interests and aptitudes) (4)
  prognosis or forecasting how successful the
  person will be if he/she has established goals
  recycled.

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Career Counseling Defined (Contd)

• (5) counseling, which occurs if the person has
  not made a good choice and (6) follow-up,
  which entails determining if the course of action
  taken as a result of the process is a viable one.
  If the choice turns out to be nonviable, the
  entire career exploration process needs to be
  recycled.

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The Career Counseling Process

• In the most simplistic terms, the career
  counseling process consists of five stages (1)
  establishing a counselor-client relationship and
  structuring the relationship (2) diagnosing the
  problem (3) goals setting (4) intervention, and
  (5) evaluation.
• Isaacson and Brown

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The Career Counseling Contact

• Dealing effectively with reality
• Assessing attitudes, skills, knowledge,
  experience
• Better understanding of the world of work
• Develop rapport, support, mentoring
• Clarify information and impact
• Provide acceptance, positive regard, freedom to
  explore
• Identify issues, problems, concerns, goals
• Assign homework and self-help materials (e.g.,
  computer assisted guidance, bibliographies)

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Characteristics of Career Advisor

• Concerned
• Emotional investment
• Cognitive detachment
• Sensitivity
• Introspection
• Secure in self
• Authenticity
• Knowledgeable
• Motivated

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Characteristics of Career Advisee

• Anxious
• Seeks to be independent
• Seeks knowledge and understanding
• Seeks new perceptions
• Desires profit from interaction
• Derives new integration
• Wants to establish goals and
• action steps

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Interviewing Techniques

• Being a good listener
• Tolerating silence
• Asking appropriate questions
• Reiterating and reflecting
• Providing feedback, information
• Advising for direction
• Providing realistic feedback
• Referring when appropriate

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STEPS FOR LISTENING
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Possible barriers to listening

• (1) Mental errands
• (2) Making assumptions
• (3) Concern over what to say next
• (4) Distractions caused by a topic that
  struck a personal emotional chord
• (5) A confusing message
• (6) Difficulty in asking for clarification

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CLOSED QUESTIONS

• ADVANTAGES
• Usually easier for clients to answer
• Yield a lot of information quickly - intake
  interview
• Help bring closure to decisions and clarify
  commitments
• DISADVANTAGES
• Restrict client to brief answers
• Keep control in facilitators hands
• May cause client to feel interrogated
• May be disguised advice or criticism

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OPEN QUESTIONS

• ADVANTAGES
• Invite clients to explore thoughts and feelings
• Give more control to clients
• Demonstrate respect for clients
• Provide additional unexpected information
• DISADVANTAGES
• May allow clients to lose focus or avoid
  unpleasant topics
• May lead to a series of I dont knows

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Structuring the Interview

• Establish timing and tasks
• Set limits and expectations
• Develop positive interaction
• Clarify communications (verbal, non-verbal,
  written)
• Enhance security and self-esteem
• Test information and reality

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THE 4-S TRANSITION MODEL

• Characteristics of

• Situation
• Self
• Supports
• Strategies

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CHARACTERISTICS OF THE SITUATION

• Trigger
• What caused the situation?
• Whose choice was it?
• Timing
• Does event relate to social, developmental clock?
• Early retirement
• late employment
• untimely death
• Duration
• Permanent or temporary?
• Previous experience with similar transition
• Successfully weathered other transitions?
• Other situations led to ever-increasing
  hopelessness
• Other stresses
• Other problems
• Lack of support
• Blame
• Belief/attitude regarding the situation
• Positive, negative?

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CHARACTERISTICS OF THE SELF

• Importance of work
• Work content or just a paycheck?
• Identity tied to work?
• Balance of work and other demands
• Resilience or adaptability to change
• Self-efficacy beliefs
• Can clients believe they can make a difference?
• Do clients have the self-confidence to tackle
  challenges?
• Meaning-making
• Do clients find meaning in their lives?
• Do they have a mission? Do they want their work
  to be part of that mission?

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CHARACTERISTICS OF SUPPORTS

• Referrals
• are provided by those who know of help for
  laid-off or unemployed people
• Door-Openers
• are people who are willing to make contacts
• Practical Help
• baby-sitting
• loaning money
• providing transportation
• typing a resume or letter

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CHARACTERISTICS OF SUPPORTS (Contd)

• Feeling positive about self
• people who like you and know what you can do
• Encouragement
• people who expect you to succeed, can give
  positive direction, have an optimistic outlook
• Information
• People, books, materials that provide career
  planning and job search knowledge

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CHARACTERISTICS OF STRATEGIES

• Responses that modify the situation, provide
  sense of control
• career planning
• training
• job hunting
• Responses that change meaning of problem
• re-framing thinking about a problem, seeing
  it as an opportunity
• Responses that help to manage stress
• exercise
• nutrition
• coping strategies

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THE DECIDES MODEL

• 1. DEFINE THE PROBLEM What is the decision to
  be made?
• 2. ESTABLISH AN ACTION PLAN How will I make
  this decision?
• 3. CLARIFY VALUES What is most important to
  me?
• 4. IDENTIFY ALTERNATIVES What are my choices?
• 5. DISCOVER PROBABLE OUTCOMES What is likely
  to be the result of following each alternative?
• 6. ELIMINATE ALTERNATIVES SYSTEMATICALLY Which
  alternatives wont fit my values and situation?
  Which have the least probability of success?
• 7. START ACTION What do I need to do to make
  my plans a reality?

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R.U.M.B.A.S. GOAL SETTING

• REALISTIC
• UNDERSTANDABLE
• MEASUREABLE
• BEHAVIORAL
• AGREED UPON
• SPECIFIC

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The Career Balance Sheet
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Key Trends in Career Information

• Greater need than ever before
• More focus on adult and mid-career (vs. youth
  and entry)
• Interactive, computerized, net-based systems will
  be utilized
• Career facilitators will not be
• source of information
• Need more research on effective use of
  information

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• The United States, unlike some other countries,
  does not have a singe job training system,
  although Congress and other interested parties
  are proposing reform of the current system.
  Presently, however, America has a diverse set of
  local, state and national education and training
  institutions and programs in the public and
  private sectors.
• National Assoc. of Private Industry Councils

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• One Stop Career Centers are the wave of
  the future. They bring together under one
  roof an array of employment and training
  programs and turn them into an integrated
  service delivery system for its customers--job
  seekers and employers. The ultimate goal is to
  meet the needs of all customers by providing a
  common core of information and services which are
  standard and universal at any entry point.
• Eleanor Mower
• National Alliance of Business

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Connectivity Map For A One Stop Career Center
System
Libraries and Recreation Centers
Family/Children Community-Based Organizations
Libraries and Recreation Centers
Employers, Shopping Malls and Hotels
Employment and Training Providers
Network Hub
Educational Institutions
Senior Citizen Organizations
Veterans
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Current Computer-based Guidance Programs

• Software provides assessment, occupational match
• Primarily self-directed
• Expensive (provider based)
• Examples
• Discover (ACT)
• Choices (CareerWare)
• Sigi Plus (ETS)

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Emerging Database Systems

• Department of Labor Information
• Americas Job Bank
• Americas Talent Bank
• OneNet - Transferable Skills
• Free computerized guidance

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Key Trends in Career Counseling

• (1) Recognized and licensed as counseling
  specialty
• (2) Increased business opportunities (with
  employment agencies)
• (3) Greater convergence of career theories
• (4) Dramatic increase in use of agencies
• (5) More frauds, charlatans, poor self-help
• (6) Government growth in one stop centers