presented by: dr. roberta neault, life strategies ltd

Presented by: Dr. Roberta Neault, Life Strategies

Ltd.www.lifestrategies.ca

Agenda A Pan-Canadian perspective 10 tips for integrating assessments into

career conversations

A Pan-Canadian Perspective

Funder FLMM Career Development Services Working

Group Purpose

To identify and understand: Current uses and limitations of assessment processes,

models, and tools Benefits associated with existing tools Gaps and areas where new work may be needed

Methods Literature review, key informant interviews,

survey

Results Little overlap between

What key informants taught What survey respondents used

Some evidence of a “one size fits all” approach Rich mixture of informal and standardized

assessments Caution to not over-rely on assessment instruments Many specific assessments used with diverse

populations For career decision-making

Interest assessments widely used

Popular Assessment Tools

GROP

Considerations for Effective Use Use a systematic, holistic framework

e.g., the Wheel, developed by Amundson Learn about a wide range of

assessments Research appropriate use of

assessment tools for diverse client groups

10 TIPS FOR INTEGRATING 10 TIPS FOR INTEGRATING ASSESSMENTS WITH CAREER ASSESSMENTS WITH CAREER

CONVERSATIONSCONVERSATIONS

1. CHOOSE WISELY

Purpose of Assessment Career decision-making Employee screening and selection Career and leadership

development Team strengthening Succession planning

Types of Assessments Informal

Checklists Games Fantasies Forced-choice

activities Card sorts Structured

interviews

Formal Needs Interests Skills Aptitude/

Achievement Work Values Personal Style

Qualification Levels A – unrestricted access B – university training in

tests/measurements C – advanced training and supervision

10 Tips for Selecting Assessments1. Clarify goals2. Consider the implications of testing (or not)3. Decide to test or not to test4. Determine budget5. Identify special considerations6. Avoid a “one size fits all” approach7. Research options8. Find the right tool(s) for your purpose9. Determine logistics10. Confirm qualification levels of assessment

specialists

2. PREPARE

Allow Sufficient Time Read and highlight

Manuals Reports Client files Referral requests

Conduct additional research if needed

How Many Buds Are in the Image?

What Did You Miss?

Be Aware of... Confirmatory bias Self-fulfilling prophecy Too narrow or too broad of a focus

3. INTEGRATE

Look at the Big Picture Consider assessment goals Integrate contextual information Dig deeper

Question unusual or contradictory results Check for missing information Cross-check with other information sources Explore flat profiles or random responses

Don’t get bogged down with irrelevant details

The Wheel

Reproduced with permission from Career

Pathways 2nd Ed. (Amundson & Poehnell, 2008)

The top half of the Wheel includes external factors (e.g. opportunities, experiences).__________________________

The bottom half of the Wheel includes personal characteristics (e.g. skills, interests).

4. REFLECT

Points to Ponder Potential impact of assessment results How best to communicate them

Charts? Graphs? Reports? Case examples? Role play? Metaphors?

5. FOCUS THE 5. FOCUS THE CONVERSATIONCONVERSATION

Career Conversations vs. Performance Conversations Career conversations

Express career aspirations and concerns Explore opportunities Identify goals and next steps May mention performance

Performance conversations Focus on a review of performance Provide an opportunity to benchmark May identify gaps in need of development

If Performance is an Issue... Ensure performance is “solid” in current job Offer clear benchmarking and gap analysis Identify specific strategies to build

competency Provide access to supports

Coaching, self-study, course, external training Collaborate on action planning Agree on change/growth plan and timeline

6. DON’T OVERINTERPRET6. DON’T OVERINTERPRET

Explore Contradictions

7. DON’T “TEST AND TELL”

Beyond “Test and Tell”

“[Some] practitioners…conceptualize career counselling

as a process of administering tests and providing occupational information.

Such views freeze career counselling at the turn of the last century.”

~Niles & Harris-Bowlsbey (2002)Career Counseling Strategies and Techniques for the 21st

Century

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8. ESTABLISH “SMART” 8. ESTABLISH “SMART” GOALSGOALS

SMART GOALSMAJOR TASK 2MAJOR TASK 1

MAJOR TASK 3 MAJOR TASK 4

GOAL

Specific Measurable Achievable Relevant Time-Limited

9. IDENTIFY ACTION STEPS

Vision without action is merely a dream.

Action without vision just passes the time.

Vision with action can change the world.

~Joel Barker

10. FACILITATE SHARING

Appropriate Sharing Get “informed consent” up front

Who owns the results? How will they be used?

Be strategic How can the results be helpful? How can they best be communicated?

10 Tips for Integrating Assessments with Career Conversations

1. Choose wisely2. Prepare3. Integrate4. Reflect5. Focus the conversation6. Don’t overinterpret7. Don’t test and tell8. Establish SMART goals9. Identify action steps10. Facilitate appropriate sharing