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Chapter 8 Career Counseling Strategies and Techniques for the 21 st Century

Publisher to insert cover image here. Chapter 8 Career Counseling Strategies and Techniques for the 21 st Century. Developed by: Jennifer Del Corso. Expanding the Limited View of Career Counseling.

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Chapter 8 Career Counseling Strategies and Techniques for the 21 st Century

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  1. Publisher to insert cover image here Chapter 8 Career Counseling Strategies and Techniques for the 21st Century Developed by: Jennifer Del Corso

  2. Expanding the Limited View of Career Counseling Career counseling has traditionally emphasized helping individuals find the “best occupational fit”, however there is a substantial body of evidence that suggested this limited view has “less than desirable outcomes” A limited view of career counseling has led individuals to overemphasize testing Counselors in the 21st century recognize that one’s life and career are not separate; and that mental health and work are interwoven

  3. Career Counseling is Counseling The 2016 Standards for CACREP continue to identify career development as a core area of counseling competence; thus, career counselors are professional counselors or psychologists with specialized training in the delivery of career development interventions Career counseling can be classified within the general category of counseling because of the overlap in skills required to conduct general and career counseling

  4. Career Counseling and Mental Health Counseling Niles and Anderson (1995) examined the content of more than 250 career counseling sessions and found no pattern for the presentation of career and non-career concerns in career counseling Important to view career counseling as a type of psychological intervention that, at times throughout the course of career counseling, may require the counselor and client to focus on non-career concerns.

  5. Crites’ View The need for career counseling is greater than the need for psychotherapy. Career counseling can be therapeutic. should follow psychotherapy. is more effective than psychotherapy. is more difficult than psychotherapy.

  6. Definition of Career Counseling (Brown and Brooks) Career counseling is an interpersonal process designed to assist individuals with career development problems.

  7. Designing Career Counseling Strategies for the 21st Century Career counselors must respond to: global unemployment corporate downsizing jobless economy global competition of small companies via information highway workerless factories

  8. Designing Career Counseling Strategies for the 21st Century (cont.) redefinition of social contract between employers and employees increase in the number of companies offering daycare and parental leave increase in the number of families with dual incomes increase in the number of people working from home

  9. Designing Career Counseling Strategies Career counseling issues “must keep pace with our society’s movement to the postmodern era” (Savickas, 1993, p. 205). Hierarchical organizational pyramids have been flattened in corporations- therefore, career success is no longer defined by moving up the “corporate ladder” Career patterns now resemble roller coasters rather than gradual inclines

  10. Providing Counseling-Based Career Assistance Counseling-Based career assistance seeks to empower clients to articulate their experiences, clarify their self-concepts, and construct their own lives Counselors are not seen as possessing the solution, rather they work collaboratively with the client to address their needs Counselors must express multicultural sensitivity and be aware of how contextual factors impact clients’ careers

  11. Providing Counseling-Based Career Assistance (cont.) Counseling based assistance involves basic counseling skills Counseling based assistance addresses resistance on behalf of the client Counselors must join with their clients and demonstrate that they are working with and for their clients

  12. Providing Support in Career Counseling Career counseling involves facilitating “hope, confidence, and purpose” within clients Counseling addresses hopelessness, anxiety, confusion, and/or depression related to career concerns

  13. Providing Support Helping individuals cope with unemployment, Helping highly self-conscious clients who are having trouble making career decisions, Educating clients who have limited experience in coping with barriers they encounter Helping clients cope with challenges they encounter as they manage their career development

  14. Types of Support Emotional support Informational support Assessment support

  15. Emotional Support in Career Counseling Providing emotional support to clients helps them feel as though they matter Counselors can use the acronym PLEASE as an aid for expressing mattering to their clients: Protecting Listening Enquiring Acknowledging Supporting Exchanging

  16. Informational Support in Career Counseling Informational support empowers clients to help themselves Involves teaching clients strategies for job searches and career decision making Helps provide reading materials that are relevant to client’s career concern Most important in the early phase of career counseling

  17. Assessment Support in Career Counseling Provides clients with information about oneself Standardized assessments alone do not empower people to manage their careers effectively

  18. Life Designing (Savickas) Life-designing involves helping clients construct their careers by identifying what matters to them (life themes- a thread that is woven through the client’s career story). Use of subjective assessments such as Career Construction Interview to identify life themes

  19. Life Designing (Savickas)- cont. Savickas’s life-design interventions are structured to: (a) construct career through small stories, (b) deconstruct these stories and reconstruct them into an identity narrative or life portrait, (c) co-construct intentions that lead to the next action episode in the real world.

  20. Types of Clients Who Benefit from Subjective Interventions Indecisive clients “Difficult cases” or clients who have received but not profited from counseling Mid-career changers Culturally diverse clients

  21. Strengths of Subjective Assessments Help clients understand themselves at a deep level Help clients consider the relevance of their life experiences to their career development Help clients attach a sense of purpose to their activities Are inexpensive to use Actively engage clients in the counseling process Results are clearly connected to client responses

  22. A Framework for Career Counseling Getting started Helping clients deal with change Helping clients engage in self-assessment activities Helping clients learn more about the world of work Helping clients expand or narrow choices Helping clients make plans

  23. Phases of the Career Counseling Process (Gysbers et. al, 2014) Opening phase Phase of information-gathering Working phase Final phase

  24. Phases of the Career Counseling Process (Niles & Harris-Bowlsbey) Beginning or Initial Phase establish effective relationship begin to gather information about the client define preliminary goals for counseling Middle or Working Phase explore concerns and goals in depth develop and implement a specific plan of action

  25. Phases of the Career Counseling Process (Niles & Harris-Bowlsbey) continued Ending or Termination Phase Connect the work done in the beginning and middle phases by assessing client’s current status Relate current status to client’s goals for counseling

  26. Premature Closure in Career Counseling (Brown & Brooks) Clients believe they have achieved their goal. The career counseling experience does not meet the client’s expectations. Clients fear what might be uncovered in career counseling. Clients lack commitment to counseling.

  27. Questions to Ask About Termination Did I review the content of what happened in counseling? review the process of what happened in counseling? reemphasize the client’s strengths that were evident in counseling? evaluate what went well and what went poorly?

  28. Questions to Ask About Termination continued Did I explore things unsaid in counseling? discuss feelings related to the ending of the counseling relationship? provide clear and direct structure for the client’s next steps?

  29. Career Counseling Groups Group counseling offers a mode of service delivery that can be used instead of, or in addition to, individual counseling. Hansen and Cramer describe group counseling as an intervention for 5-15 members, with 5-8 members viewed as optimal.

  30. Career Counseling Groupscontinued Structured career counseling groups address a specific issue that is a common concern. Structured career counseling groups typically meet for 3-7 sessions. Less structured career counseling groups focus on the intrapersonal and interpersonal concerns that clients have about career development.

  31. Career Counseling Groupscontinued Less structured career counseling groups tend to be more affective-oriented than structured groups. Less structured groups meet over a longer period of time than structured groups.

  32. Stages in Group Career Counseling (Pyle) Opening stage Investigation stage Working stage Decision/Operational stage

  33. Why Use Career Groups?(Kivlighan) Members learn new information about themselves and others. Members receive social and emotional support from other group members. Members learn from peers who are in similar situations. Members can share resources and ideas.

  34. Criteria for Successful Groups Members are in open communication with each other. share a common goal. set norms that direct and guide their activities. develop a set of roles to play within the group. develop a network of interpersonal attraction. work toward satisfaction of individual needs.

  35. Career Counseling Professional Designations and Related Service Providers Career service providers (such as career centers or career coaches) differ substantially in their training and areas of expertise

  36. Career Coaches Career coaches can range from persons with professional counseling degrees and expertise in career development interventions to persons who are essentially paraprofessionals with very little professional training Career coaches seek to help clients identify strategies for accomplishing their goals in their work lives

  37. Career Counselors Career counseling, however, often leads to a deeper exploration of one’s problems/issues which requires professional training as a counselor and/or psychologist who is held accountable to the ethical guidelines put forth by a specific body such as licensing board . Career counselors in many states must be licensed professional counselors (LPC)

  38. Career Development Facilitators Career Development Facilitator is a person who has completed the Career Development Facilitator Training Program and works in a career development setting or who incorporates career development information or skills in his or her work CDF’s must have 120 class/instructional hours provided by a nationally trained and qualified instructor (ncda.org)

  39. Master Career Counselors The NCDA offers a Master Career Counselor (MCC) designation to recognize counselors and psychologists who are licensed and have received supervised career counseling training

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