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8/10/2019 Career Counselling Ppt
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Career Counseling Strategies and
Techniques for the 21st Century
Chapter 8
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Career Development
Interventions Career development interventions provide
the historical foundation for the counseling
profession (Dorn).
The counseling field emerged from three
distinct movements (Herr & Cramer):
vocational/career guidance
psychological measurement
personality development
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What Do We Know?
There is a positive relationship betweencounselor confidence in establishing a
therapeutic relationship and clientconfidence in coping with career transitions.
Career counseling clients devoteconsiderable attention to noncareerconcerns in sessions.
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What We Know
Career counselors tend to give information
and set limits more frequently during career
counseling than during general counseling.
Career counseling participants identify
aspects of self-exploration, support, andeducating as the most important and helpful
career counseling interventions.
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What We Know
There seems to be a close relationship
between the processes of psychotherapy and
career counseling.
Developing an effective working alliance is
critical to positive outcomes in careercounseling.
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Characteristics of This Approach
Counselor is in charge of the process.
Counselor is directive and authoritative.
Clients are passive recipients of a
predetermined test battery.
Career counseling becomes something that
is done toclients rather than something the
counselor and client participate in
collaboratively.
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Career Counseling and Mental
Health Counseling (Niles & Pate) Given the relationship between work and
mental health, it is perplexing that there has
been an artificial distinction between careercounseling and mental healthcounseling.
Career counseling and personal counseling
are often referred to as if they werecompletely separate entities.
In fact, there are few things more personal
than a career choice.
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Career Counseling in the 21st
Century (CACREP)
Career counseling is both a counseling
specialtyand
a core elementof the general practice of
counseling.
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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.
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Definition of Career Counseling
(Brown and Brooks)
Career counselingis an interpersonal
process designed to assist individuals with
career development problems.
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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 highwayworkerless factories
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Designing Career Counseling Strategies for
the 21st Century, continued
redefinition of social contract between
employers and employees
increase in the number of companies offeringdaycare and parental leave
increase in the number of families with dual
incomes
increase in the number of people working from
home
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Requirements of Todays
Workplace Using computer technology
Engaging in lifelong learning
Interacting effectively with diverse co-workers
Tolerating ambiguity in job security
Being vigilant about maintaining a highlevel of self and occupational awareness tomaintain marketability
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Classifying Forms of Client
Resistance
Response quantity resistance
Response content resistance
Response style resistance
Logistic management resistance
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Types of Support
Emotional support
Informational support
Assessment support
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Savickas Career Style
Assessment
Identify life themes (early experiences, role
models, books, movies, etc.).
Turn life themes into career goals.
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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
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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 counselingprocess
Results are clearly connected to client responses
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Strengths of Objective
Assessments Allow client to make comparisons with
others
Are outcome-oriented
Do not require as much counselor time as
subjective assessments
Provide a useful starting point for
subsequent consideration of career options
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Phases of the Career Counseling Process
(Gysbers, Heppner, & Johnston)
Opening phase
Phase of information-gathering
Working phase
Final phase
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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
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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 clients current
status
Relate current status to clients goals forcounseling
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Premature Closure in Career
Counseling (Brown & Brooks) Clients believe they have achieved their
goal.
The career counseling experience does notmeet the clients expectations.
Clients fear what might be uncovered in
career counseling.
Clients lack commitment to counseling.
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Questions to Ask About
Termination Did I
review the contentof what happened in
counseling?review the processof what happened in
counseling?
reemphasize the clients strengths that wereevident in counseling?
evaluate what went well and what went poorly?
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Career Counseling Groups
Group counselingoffers a mode of service
delivery that can be used instead of, or inaddition to, individual counseling.
Hansen and Cramer describe group
counseling as an intervention for 5-15members, with 5-8 members viewed as
optimal.
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Career Counseling Groups,
continued Structured career counseling groups address
a specific issue that is a common concern.
Structured career counseling groupstypically meet for 3-7 sessions.
Less structured career counseling groups
focus on the intrapersonal and interpersonalconcerns that clients have about career
development.
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Career Counseling Groups,
continued
Less structured career counseling groups
tend to be more affective-oriented thanstructured groups.
Less structured groups meet over a longer
period of time than structured groups.
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Stages in Group Career
Counseling (Pyle)
Opening stage
Investigation stage
Working stage
Decision/Operational stage
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Why Use Career Groups?
(Kivlighan) Members learn new information about
themselves and others.
Members receive social and emotionalsupport from other group members.
Members learn from peers who are in
similar situations.
Members can share resources and ideas.
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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.