How to Safely Land a How to Safely Land a Helicopter ParentHelicopter Parent
John Pritchett MS, LPC, GCDF
Waukesha County Technical CollegeCareer Development Services
Parent Concerns Parent Concerns for their Children for their Children
HappyHealthySafeSuccessfulSelf Supporting
HelicopterHelicopter Parents Parents
What is the difference between a concerned and helicopter parent?
What is a What is a “Helicopter Parent”?“Helicopter Parent”?
A person who pays extremely close attention to his/her child; termed due to “hovering” closely overhead, whether their children need them or not.
First reference to this term, by Cline and Fay in 1990 "Parenting with Love and Logic: Teaching Children Responsibility".
College administrators began using term in the early 2000’s as the Millennial Generation began reaching college age.
Hovering is increasing in the PreK-12 environment and among employers in the hiring process.
The Research:The Research:38% of students reported that parents had called or attended
meetings with academic advisors.
31% of students reported that their parents had called professors to complain about a grade.
Vanguard Group: 7 of 10 college recruits that are offered positions state "'Let me talk to my parents. I'll get back to you.“
According to the 2006 Recruiting Trends, 31% of employers reported receiving student resumes from parents.
Parents have highest influence on career choice for Generation X (31%) and Millennials (42%)
Helicopter Parents in Helicopter Parents in School and the School and the
WorkplaceWorkplacehttp://abcnews.go.com/Video/player?
ip=198.150.96.50&affil=&debug=&catId=&id=3699308
http://video.msn.com/?mkt=en-us&brand=msnbc&vid=47ed1607-9761-4334-b6bd-b66c9bc9a1c1
Parents as Partners in Parents as Partners in Career Planning - Career Planning -
WorkshopsWorkshops
Communication and Career Planning using the MBTI
Realizing the Dream
Post High School Options
Communication and Communication and Career Planning using Career Planning using
the MBTIthe MBTI
Personality types are used as a tool to aid in communication between parents and their children
MBTI results are used to explore careers based on type and temperament
Realizing The DreamRealizing The Dream• Designed for parents along with their
students in 7th through 8th grades.• Parents help students identify interests,
abilities, and work preferences.• Participants learn about current and
future trends in the labor market.• Students explore potential careers
based on the results of career exploration
activities.
Post High School Post High School OptionsOptions
AgendaAgendaWorkshop OverviewWelcome / Registrations / IntroductionsThe Career Planning Process• The Career ConstellationDecision MakingGoal Setting
Post High School Education and Training Options
Page 1
Post High School Post High School OptionsOptions
AgendaAgenda Labor Market TrendsCareer Assessments• IDEAS (Interest Assessment)• WISCareersHow Parents can Help• Informational Interviewing• Occupational Family TreeCareer Development Services – Web Links Page 2
The Career The Career ConstellationConstellation
“Most people consider their career to be a series of progressive and related jobs or occupations, but a career is what we do to make a life, not just earn a living.”
LeeAnn Bernier-Clarke, MEd, NCC, NCCC
Choosing a career is a Choosing a career is a big decisionbig decision
Planning for the future is not something you do once. It's an ongoing process. Career planning has three steps that your child will cycle through and repeat throughout his or her working life.
The Three Steps in the The Three Steps in the Career Planning Career Planning
ProcessProcessStep One: Know yourself
Evaluate yourself—your interests, abilities, skills, and work values.
Step Two: Explore options and choose a direction Gather information to consider regarding career options that
relate to what you know about yourself.
Step Three: Make plans and take action Consider issues that can affect your plans and take
appropriate actions to accomplish your goals.
Post-High School Post-High School Education and Training Education and Training
OptionsOptions
On-the-Job TrainingMilitaryApprenticeshipTrade SchoolTechnical CollegeCommunity College4-Year College
Reasons noted as “very Reasons noted as “very important” in deciding to go to important” in deciding to go to
collegecollege
To learn more about things that interest me 76.8 %
To be able to get a better job 70.4To get training for a specific career 69.2To be able to make more money 69.0To gain a general education and
appreciation of ideas 64.3To prepare myself for graduate or
professional school 57.7To make me a more cultured person 41.7%
Reasons noted as “very Reasons noted as “very important” in deciding to go to important” in deciding to go to
collegecollege
Parents wanted me to go 46.4%
Wanted to get away from home 21.1%
A mentor or role model encouraged me to go 17.2%
I could not find a job 5.6%
Nothing better to do 4.1%
College-Going DecisionsCollege-Going Decisions
46.4% cite “parents wanted me to go” as a very important reason
Reason for Attending College:"My Parents Wanted Me To Go"
0
10
20
30
40
50
60
70
1976 1979 1982 1985 1988 1991 1994 1997 2000 2003
Perc
ent
"very
im
port
ant"
College-Going DecisionsCollege-Going Decisions
Why go to any college? 21.1% – to get away from home 8.7% in 1978
Why pick your particular college?19.6% – Living near home was very important
reason in selecting college
College-Going DecisionsCollege-Going Decisions
Parental influence at both ends of the spectrumStudents go to college near homeStudents go to college to get away from home
Cooperative Institutional Research Program (CIRP)Higher Education Research Institute (HERI)
Graduate School of Education & Information StudiesUniversity of California, Los Angeles
http://www.gseis.ucla.edu/heri/heri.html
Source: Source:
The American Freshman:The American Freshman:National Norms for Fall National Norms for Fall 20062006 Sylvia Hurtado & John H. Pryor Sylvia Hurtado & John H. Pryor January 19, 2007January 19, 2007
Labor Market TrendsLabor Market TrendsCurrent RecessionTraining RequirementsAging WorkforceJob vs. Career SecurityDid You Know?
Job Losses in Recent Recessions - Wisconsin - # of Months Since Recession Declaration
-8.0%
-7.0%
-6.0%
-5.0%
-4.0%
-3.0%
-2.0%
-1.0%
0.0%
1.0%
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61
Source: DWD, OEA, X12 adjustment of not seasonally adjusted CES via U.S. BLS
Job
Loss
es R
elati
ve to
Pea
k M
onth
1981 Recession 1990 Recession
2001 Recession Current Recession
U.S. Unemployment Rate x Educational Attainment, Ages 25+
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
16.0%
18.0%
Jan 2
007
Feb 20
07
Mar 200
7
Apr 2
007
May 200
7
Jun 2
007
Jul 2
007
Aug 20
07
Sep 20
07
Oct 20
07
Nov 200
7
Dec 2
007
Jan 2
008
Feb 20
08
Mar 200
8
Apr 2
008
May 200
8
Jun 2
008
Jul 2
008
Aug 20
08
Sep 20
08
Oct 20
08
Nov 200
8
Dec 2
008
Jan 2
009
Feb 20
09
Mar 200
9
Apr 2
009
May 200
9
Jun 2
009
Jul 2
009
Aug 20
09
Sep 20
09
Oct 20
09
Nov 200
9
Dec 2
009
Jan 2
010
Feb 20
10
Mar 201
0
Apr 2
010
May 201
0
Jun 2
010
Source: U.S BLS, seasonally adjusted
Less than a high schooldiploma
High school graduates, nocollege
Less than a bachelor's degree
College graduates
start of recession
Educational/ Training Requirements of Job Base, 2008 and 2018
35.9%
7.9%
14.9%
2.0%
5.8%
8.5%
7.3%
17.7%
7.9%
15.6%
2.1%
5.9%
8.4%
7.2%
17.2%
35.7%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Short-term OJT Moderate-termOJT
Long-term OJT WorkExperience in
RelatedOccupation
PostsecondaryVocationalTraining
AssociateDegree
Bachelor'sDegree
BA +Experience, MA,
Ph.D,Professional
degree
Source: DWD, OEA, Long-term occupational Projections, 2008-2018
2008 2018
U.S. jobs most in U.S. jobs most in demand, 2010demand, 2010
1. Skilled trades (mechanics, electricians, welders)
2. Sales representatives3. Nurses4. Technicians5. Drivers
U.S. jobs most in U.S. jobs most in demand, 2010demand, 2010
6. Restaurants, hotel staff7. Management/executives8. Engineers9. Doctors10. Customer support and serviceSource: Manpower Inc.
New and Emerging New and Emerging IndustriesIndustries
Water Supply SystemsScience and technology R&DClean energy and power plantsTransportation systemsAgricultural technologies and solutionsPromoting sustainable living Source: The Futurist may-June 2010
0
100,000
200,000
300,000
400,000
500,000
600,000
700,000
800,000
900,000
ages 15 - 24 ages 60 - 69
Projected Labor Force Entrants and Exiters, Wisconsin, 2005-2035
When Gray is Golden When Gray is Golden Business in an Aging AmericaBusiness in an Aging America
Health CareHome ProductsRecreation and Leisure ServicesFinancial Services and ProductsEducational ServicesBusiness ConsultingWellness and Youth-Enhancing ProductsSource: The Futurist July-August 1992
Job SecurityJob Security ”is the probability that an individual
will keep his or her job; a job with a high level of job security is such that a person with the job would have a small chance of becoming unemployed.”
Source-Wikipedia
Rockwell Automation Rockwell Automation (Allen-Bradley)(Allen-Bradley)
“The developments at Rockwell Automation are hardly unique to Milwaukee - or to America. Globalization has transformed our economy at its core, and no amount of coaxing will put the genie back into the bottle.”
Source: One Union’s Demise by John Gurda
Career SecurityCareer Security“It’s the ability to stay employed in jobs of
our choosing, regardless of the economic situation in any country or the financial condition of any one employer.”
“Career security is something we create for ourselves, so we control what happens to us in the workplace. We become the master of our career, rather than its victim.”
Source: Weddles.com
Informational Informational InterviewingInterviewing
One of the best sources for gathering information about what’s happening in an occupation or an industry is to talk to people working in the field. This process is called Informational Interviewing.
Occupational Family Occupational Family TreeTree
Families play a major role in shaping their children’s educational and career decisions.
An Occupational family Tree can help explore family values, traditions and expectations
Web ResourcesWeb ResourcesWaukesha County Technical College
http://www.wctc.edu
WCTC Career Development Services-Youth Services
http://www.wctc.edu/web/career/careerdev/youth.php
WISCareers http://wiscareers.wisc.edu
For More Information For More Information or Questionsor Questions
John Pritchett, MS, LPC, GCDF
Waukesha County Technical College
(262) 695-7847