the changing landscape of career development: trends and implications for counselling kris magnusson...
TRANSCRIPT
The Changing Landscape of Career
Development:Trends and Implications for
Counselling
Kris MagnussonCCA 2009
Two Features of Work in
Saskatchewan in the 1930’S
•Work - any work - was preferable to no work
•Work character was more important than work content
Why the History Lesson?
1.Because to understand the person, you have to understand the “place” they have come from.
2.Because we need to examine our current practices; if they cannot help deal with the issues of the past, they have no hope for dealing with the issues of the future.
Saskatchewan NowFinancial Post, April 16, 2009
•The only province expected to post economic growth this year
•Predicted to be the first to emerge from “economic doldrums”
•Outperformed GDP national average since 2004, and predicted to exceed it by 10%
Changing landscapes mean
Changing landscapes mean
we have to learn to see
we have to learn to see
things from a different
things from a different
perspective.
perspective.
Trend #1: From Static to Dynamic Systems
Static•Work stays the same
•Decide on occupational destination
•Predict, Plan and Control
Dynamic•Work Changes•In content, pace and form
•Decide on process
•Manage
Trend #2: From Simple to ComplexSimple
•Career = Occupation or job
•One size fits all•Opportunities the same•Process the same•There is a “right” path
•Individual focus
Complex•Career = Roles over the life span
•Career paths vary•Structure of opportunity varies•Process varies•Paths are idiosyncratic
•System focus
Trend #3: From Linear to Cyclical Planning
Linear•Sequence of steps that are followed
•Definite start and end points
•Highly prescriptive
Cyclical•Grouping of inter-related processes
•No predictable sequence or starting points
•Highly creative
Trend #4: From Choice to ConfidenceChoice
•More information + better decision skills = good occupational choices
•Success highly correlated with self-esteem
Confidence•More opportunity to experience + higher confidence = Better occupational plans
•Success highly correlated with self-efficacy
Trend #5: From Busy-ness to ImpactBusy-ness
•Individual accountability based on how many clients served and kinds of services offered
•Service accountability based on end-point outcomes (such as job placements)
Impact
•Individual accountability based on measures of client change
•Service accountability based on developmental or “milestone” outcomes (such as aggregate measures of client change)
Trend #6: From Head to Heart
Head•Career planning as a cognitive activity
•Emphasis on information and rationality
•Goal = “right” occupational match
Heart•Career planning as a passionate activity
•Emphasis on discovery and opportunity
•Goal = career integrity
If career planning is mostly a rational activity, then the best
way to help a client is to start by gathering information about the client’s skills, interests, abilities,
etc.
Problem 1:Habituation
•The tendency to form a pattern of perception and behaviour that then interferes with subsequent actions or perceptions.
Problem 2:Predictive Coding
•The brain has an expectation of what it will see, then compares this template with information from the eyes.
Problem 3:Emotional Filters
•We cannot feel good about an imaginary future when we are busy feeling bad about an actual present.
• (Daniel Glibert, Stumbling on Happiness)
The best way to help clients is to determine
how they are seeing the world, and then help them to see other possibilities.
Individual Challenge #1
•How do I find hope? Once found, how do I build and sustain the enthusiasm, energy and just plain will to be continuously adaptive?
Career Gumption
Individual Challenge #2
•How do I acquire and then make sense of all of the information available to me so I can make choices that will benefit me in the future?
Career Literacy
Individual Challenge #3
•How do I achieve a balance between my needs and all of the forces and influences around me?
Career Context
Individual Challenge #4
•How do I make all of these decisions, and take all of these actions, in a way that allows me to maintain a sense of who I am?
Career Integrity
The Positive Change Cycle
Commitment Hope
Information Attitude Change
Skilled Practice Confidence
Planned Action New Goals