workshop presenter(s) abstract summary social justice in ... symposium abstract short summaries 2018...

Draft document August 2018

Concurrent Workshop Presenter(s) Abstract Summary

Session 1

Tues, 2.30pm

AM102

Leading Practice

Education

Transition

Vocational Rehabilitation

Organisational Development

Private Practice

Sarah Bond

Employ Me Now

SOCIAL JUSTICE IN RECRUITMENT How to manage sticky questions? In recruitment, understanding why a question is inappropriate is only part of the solution. Choosing how you respond to the situation and manage it after an interview is also crucial. By the end of the session practitioners will a number of tools that they can teach their clients. These will focus on what their options are and how they can manage inappropriate questions during and after an interview. Sarah Bond is an experienced Human Resources and Careers Guidance professional. She has made hiring decisions for national level roles

and successfully helped people at all stages of their working life achieve their career goals. She launched her consulting career in 2011 after

identifying the need for professional HR/HSE coaching packages for small enterprise owners and job seekers. Her pragmatic approach has

allowed people at all stages of their career path to redefine their career goals and seek out optimal employment opportunities. Her clients

describe her as facilitative; however, she can be direct and hold people accountable when necessary. Along with a sense of humour, she has

an innate ability to find the root cause of a problem, and guide her clients to develop a solution that is written in their own language.

Formal Qualifications: BA - Political Science, LLB majoring in family and employment law 1999, Grad Dip Bus Admin (HSE) majoring in operational health and safety 2005, Dip Career Guidance (Distinction) March 2014


Session1

Tues, 2.30pm

AM103

Leading Practice

Education

Transition



Private Practice

Lee Brodie

Career Dynamic

SOCIAL JUSTICE AND THE FUTURE OF WORK This presentation will initially provide an overview the drivers of change, discuss the impacts of change on workers and society and the risk of having glittering economies and shabby societies, predict the shape and speed of this disruption into the future and optimistically and positively highlight the industries and skills that will be in demand in the future The presenter will then discuss the positive roles that career specialists can play in preparing their clients for inevitable change, the value of expanding their reach of influence to the advantaged and disadvantaged, and suggest a range of ideas, tools and strategies that they could use with diverse client groups Lee Brodie is the founding Director of Career Dynamic based in Auckland with a background in teaching, general management, learning and development and HR consulting and has been in private career practice for over 20 years. She holds a Commerce Degree in Human Resource Management and is an experienced and qualified teacher and trainer. She has held the position of President of CDANZ, has taught at tertiary level in career development and is a frequent speaker at industry conferences. Lee has developed a range of career decision making tools that are sold globally and she runs related workshops across New Zealand and Australia. She also works with professional and high performance athletes across all sporting codes and supports private and employer referred clients from the professions and business.

Session 1

Tues, 2.30pm

AM104

Research

Education/

Transition



Private Practice

Lila Pulsford

Lila Pulsford Career Counselling

WHY KINDNESS? Philosopher Jean-Jacques Rousseau once asked: what wisdom can you find that is greater than kindness? This workshop will explore whether career practitioners might need to ask themselves the same rhetorical question in relation to career practice. Career development consultations that explicitly aim to focus on offering kindness might be a welcome change for practitioners well versed in extolling the oft-cited career competencies of developing resilience and remaining open to opportunities. This workshop will begin with a short presentation and will then ask practitioners to consider, discuss and debate what kindness is and practical interventions that we, as career practitioners can utilise with our clients. Lila Pulsford holds a Master of Career Development and has been working in the career industry since 2010. She has managed a tertiary career centre, worked in a private consultancy in the creative sector, and she is currently employed as a Career Practitioner at Epsom Girls Grammar School while also running her own private career practice. Lila co-chaired the Auckland branch CDANZ committee from 2014-2016 and has recently had her research on kindness published in the Australian Journal of Career Development.

Session 1

Tues, 2.30pm

AM106

Leading Practice

Education

EXPANDING LEARNING OPPORTUNITIES Valuing and validating difference The Independent Learning Pathway (ILP) approach is for professionally experienced adults who are often poorly served by traditional taught approaches to achieving degree qualifications. These learners already have considerable degree-relevant knowledge and skill, often enriched with cultural knowledge and understanding, yet this usually does not count as part of a taught degree. These learners usually do not enrol in such degree programmes because they do not have the time or resources to study within the typical delivery framework. Many do not see themselves as part of this tertiary world. The ILP approach provides equity of access for this group and is a significantly different learning process which challenges traditional conceptions of degree level learning and in turn is challenged as a valid approach by academics and regulatory agencies. For many learners this is a transformational process. This workshop offers a quick study of the process, including the skill of the facilitator, examples of learner success and an opportunity to discuss how might serve your clients. "This achievement has become


Transition


Private Practice

Dr Glenys Ker

Otago Polytechnic

Dr Heather Carpenter

a foundation to a world I never once dreamed I'd belong and now I walk among many ..." Dr Glenys Ker is the Programme Leader of the undergrad qualifications on offer through Capable NZ, a School in Otago Polytechnic specializing in work-based learning and professional practice qualifications. She works as a facilitator of learning, supporting learners to articulate their skills, knowledge and attitudes gained from their work-based learning experiences, as well as undertaking new learning to gain a degree qualification through Capable NZ’s independent learning pathways. Glenys brings to her facilitation a background in career practice, a teacher in secondary school, polytechnic and university level, and roles in senior management and leadership. Her doctoral studies was a case study of practice on the ILP (independent learning pathways) to acquiring degrees in tertiary education. Glenys has particular interests in adult learning, management and leadership, elite sports performance, career development and in the recognition of prior experiential learning. Dr Heather Carpenter is a facilitator, academic mentor and assessor for Capable NZ. She is Programme Co-ordinator for the graduate Diploma in Professional Practice and the Graduate Diploma in Professional Practice (OHS), working mainly in these programmes as well as the Master in Professional Practice. She has significant tertiary experience in teaching, staff development and management at senior levels. Heather is also a career consultant, in her career practice she is involved in the provision of decision-making programmes for young career-makers, training career practitioners and advisers, and developing and consulting on tertiary education programmes and carreers resources. Her current research interests are in professional identity and work-based earning, and the impact of work-based learning and professional practice on career development. Heather is the author of two books: The Career Maze – guiding your children towards a successful future (New Holland Publishing, 2008) and Your 21

st Century Career – nw paths to personal success (New Holland Publishing, 2010).

Session 1

Tues, 2.30pm

AM106

Education Transition

Anthony Naganathan

NZQA

THE RISE OF MICROCREDENTIALS

Session 2

Tues, 3.20pm

AM102

Leading practice

Education/

Transition



Private Practice

Kathryn Jackson

RESILIENCE AT WORK: A CRITICAL FACTOR FOR ALL NEW ZEALANDERS A practical framework for consideration Workplaces can be filled with sources of potential stress at the best of times; negative office culture, workload fatigue, red tape and bureaucracy, overwhelming deadlines, unclear policies, unreasonable clients, office moves, industry uncertainty. Throw in two of New Zealand’s most destructive earthquakes (complete with hundreds of thousands of aftershocks), almost 8,000 homes declared no longer habitable (but the owners still had to work in the city) and a global financial crisis occurring simultaneously, and you’ve got the potential ingredients for a perfect storm of stress in Christchurch, New Zealand. Author and leadership coach, Kathryn Jackson used this personal experience as a catalyst to better understand how to not only survive but thrive in seemingly impossible circumstances. Working in collaboration with a team of academic and peer reviewers from Christchurch and around the world she researched, designed and explored practical strategies for career success in a world that won’t stop changing. Kathryn Jackson is based in Christchurch and is a Learning & Development Coach with over 20 years of HR consulting and coaching experience. Formerly responsible for designing, delivering and leading initiatives including performance management, succession planning and employee engagement in the UK, her coaching practice, careerbalance has been providing Coaching, Facilitation, Leadership Development and Career Transition services to NZ businesses for over 10yrs. A Fellow with the CIPD (UK), she has a first-class Hons/Masters exploring motivation at work, trained with the Oxford School of Coaching and Career Analysts, and was awarded Senior


careerbalance ltd Practitioner with the EMCC in 2017. She is excited to be supporting the launch of the New Zealand Institute of Wellbeing and Resilience in 2018, and as a result has built solid credentials in exploring Resilience at Work to achieve this.

Session 2

Tues, 3.20pm

AM103

Leading Practice

Education/

Transition



Private Practice

Robyn Bailey

AUT & Career EQ

HELP! A ROBOT TOOK MY JOB

Technological unemployment and social justice The world of work is impacted by ongoing technological developments and by artificial intelligence and robotics augmenting or replacing jobs. These changes will not affect us all equally. Whose jobs are at risk and how can we help our clients manage these risks? This workshop will help us consider how real this threat is, whose job is at risk and what can be done to future-proof ourselves and our clients.

Robyn Bailey has worked in the career development field for the past thirty years with varied client groups as an educator and consultant. She has had a significant role over the past twenty years in training career practitioners at undergraduate and postgraduate levels and in setting up career centres in tertiary education institutions. Her consultancy ranges across career counselling for individuals and groups, professional supervision of career practitioners, designing and facilitating training groups in career development and supervision.

Session 2

Tues, 3.20pm

AM104

Leading Practice


Jenny Bean

NZDF

NZDF LEADING SOCIAL EQUITY THROUGH CAREER DEVELOPMENT The New Zealand Defence Force (NZDF) has consistently recognised the duty of care the organisation has in contributing to NZ Inc., recruiting New Zealanders from diverse sectors of society, developing high calibre people and contributing both personnel and resources to youth development programmes. NZDF’s focus on growing people has made a significant difference to New Zealand society. In order to ensure career and talent management is best supporting an integrated Defence Force, the NZDF has invested in changing its career and talent management operating model, encompassing professionalising career manager roles. Developed for 75 NZDF Career Managers, the four elements of the professionalisation framework will be discussed – Training, Practice Development, Professional Standards, and Policy and Technical Processes. To measure the impact of the system wide change, the discussion will highlight the use of Kirkpatrick’s evaluation methodology in a longitudinal study of transformation. The potential role that NZDF could perform in leading social equity through career development will be discussed in this short presentation.

Jenny Bean is the Assistant Director of Career and Talent Management Development, New Zealand Defence Force reviewing the service delivery model for NZDF Career Managers and developing and implementing a new strategic framework to transform practice with 12,000 personnel. Her life's work has been in career practice, helping to support changes to people's thinking, behaviour and the results they get in their lives. She has a passion for learning (Master of International Security (Distinction), Massey University, Bachelor of Arts Degree, Sociology Major, Diploma in Career Guidance, and a National Certificate in First Line Management Level 4; and loves the things career practice has taught her about her life.


Session 2

Tues, 3.20pm

AM106

Research

Education/

Transition

Heather Lowery-Kappes

CAREER SUCCESS. WHO DECIDES?

People often present with strongly held ideas of career advancement and progression, while also struggling to reconcile them with their own personal vision. Historically ideas of career success are based on male professions with expectations of hierarchal progression, status and wealth obtainment. The drive to have a ‘successful career’ has become central to many peoples’ vocational aims even in the face of today’s changing ideas of what a career is and should be. My research examined what ‘career success’ looks like through the lens of NZ media. It explores challenges and opportunities for best practice as career development professionals. Dominant social discourses are identified and examined as the influencers of the media, journalist career practitioners and the public. You will be invited to look into the approaches you are using to help people from varied backgrounds make ‘personally’ successful career decisions while navigating social norms.

A recipient of the CDANZ Research Recognition Fund, Heather Lowery-Kappes research was part of her Master of Counselling. She is currently Acting Manager /Career Development Advisor at the University of Waikato and also works in private practice. Heather is Vice President of the Career Development Association of New Zealand (CDANZ). Her educational and vocational background is in human resources, training for employment, development, and supported employment.

Session 3

Wed, 11am

AM102

Research


Dr Suzette Dyer

University of Waikato

SOCIAL JUSTICE AND WOMEN”S CAREERS In terms of women’s careers, there have been some exciting trends worth celebrating. However, women remain concentrated in a narrow range of industries and occupations, rarely make leadership positions, and are paid significantly less than men. These differences in women’s career outcomes continue to be shaped by family responsibility, gendered organisational policies and practices, and poor government policy initiatives. If we are to have social justice in the career outcomes of women, then these gendered processes in the family and organisations and in government policy must be addressed. Suzette Dyer teaches at the Waikato Management School, University of Waikato. Suzette has a keen interest in women’s careers and has been teaching and researching in this area for nearly two decades. She has always embedded social justice in her teaching and research.

Session 3

Wed, 11am

AM103

Leading practice

Private Practice

FEES DILEMMA This presentation is about the issues and solutions in charging for services - which may create barriers/equality issues in access to services. How do we figure out pricing of careers and coaching services, why do we charge what we do, and what are some of the issues involved in this dilemma? If we assume that price is a barrier to access and potentially a contributor to inequality, then what could we, as individuals and private practitioners do about this? There are many factors to consider including practical, business and mind-set/psychological issues. I present a range of potential ideas to improve access to services, many of which I currently use and will facilitate a group discussion around these ideas. Joanne Ostler is a Career, Executive and Life Coach Joanne is a professionally credentialed coach (PCC) with the International Coaching Federation (ICF) and has been providing career and personal development coaching services since 2002. Joanne’s central life-work purpose is all about empowerment. Everything she does is navigated with the aim of empowering others in creating clarity, inspiration and momentum in their direction and career work and life choices.


Joanne Ostler

worklifecareer

Session 3

Wed, 11am

AM104

Leading Practice

Education/

Transition



Jessica King

NZ Red Cross

TAPPING INTO RESILIENCE

A strengths-based approach to support people from refugee backgrounds

People don’t choose to be a refugee and being a refugee does not define the person, but rather the journey and experience they have had. New Zealand Red Cross’ Pathways to Employment programme, is a national initiative supported by the Ministry of Social Development to connect motivated and work-ready former refugees into suitable and sustainable employment opportunities. Their work is guided by their seven Fundamental Principles of humanity, impartiality, neutrality, independence, voluntary service, unity and universality. By following these core principles, it provides fair opportunities for clients, while reducing inequality and unconscious bias. This programme spans across eight cities around New Zealand, where Red Cross support clients to define and achieve their educational and employment goals. Clients come from diverse backgrounds, with a range of educational and professional experience and are highly motivated and eager to contribute to New Zealand society.

Jessica King, who is originally from the United States, has been working as an Employment Assessor/Advisor for the past four years with New Zealand Red Cross in Hamilton. She is also an IELTS Speaking Examiner at The University of Waikato. Throughout her career, she has accumulated many years of experience working with a diverse clientele, including international students, migrants and former refugees. She holds a Bachelor degree in Marketing and Management, a TESOL Certificate and CELTA Certificate and has taken extensive professional development in career counselling. On top of balancing her two jobs, she is also a wife and mother of two young, active kids.

Session 3

Wed, 11am

AM106

Research


NB. Val and Amanda are presenting in the same workshop

Dr Val O’Reilly

Life-Story

SHINING A SOCIAL JUSTICE LENS ON THE PROFESSIONAL IDENTITY OF SCHOOL CAREER PRACTITIONERS Career development services contribute to education, training, employment, and social inclusion public policy goals (OECD, 2004, 2014; Watts & Sultana, 2004). However, the career development field is still largely unregulated. Schools are one of the main locations of career development services (Patton & McMahon, 2014). To provide career-specific support for students to manage their lives, learning and work, school career practitioners need specialised as well as broad-based knowledge and skills. This presentation will discuss findings from my PhD study, which explored the professional context and professional identity of career practitioners in schools in Australia and NZ. The research showed that professional identity construction is challenging for school career practitioners because career development in schools is marginalised. Greater understanding is needed by policy makers about the professional identity of school career practitioners and what is needed for school career development services to contribute effectively to social inclusion public policy goals. Dr Val O’Reilly (PMCDANZ, CATE Member, Honorary Member CDAA) has served on CDANZ Executive, including as National President, and is actively involved in the CDANZ Professionalism project. She has a teaching background and longstanding experience as a career practitioner in NZ secondary schools. Her work history includes career consultancy in a leading NZ university, programme development for a degree-level career development qualification, and as Owner/Director of Life-Story for Life Design, a private practice using a narrative approach to support the career development of clients across life stages. Val’s life story includes recent completion of a PhD that investigated the professional context and professional identity of career practitioners in schools in Australia and NZ NURTURING ‘POSSIBLE SELVES’ The young person’s “idea of what they might become [expected-self], what they would like to become [hoped-for-self], and what they are afraid of becoming [feared-self] … provides a powerful link between cognition and motivation” (Markus and Nurius 1986, p. 1). By focusing positively on possible selves, learning takes on personal relevance. When knowing the purpose or point of learning, students are intrinsically motivated to learn (and moreover, have a desire to continue to learn), set goals (and a drive to achieve them), and tackle challenging (and


Amanda Smidt

Context Consulting Ltd

sometimes mundane) tasks. In this presentation Amanda will share insights from her recently completed Master of Professional Practice, with a focus on how career practitioners, teachers and curriculum might nurture and facilitate meaningful learning to enable young people to develop their hopes and ideas of possible selves. Amanda Smidt has enjoyed many years in the school context as a career practitioner, teacher, HOD and Dean; and, in industry training and tertiary education sectors facilitating workshops and developing qualifications, programmes, curriculum and resources. Her approach firmly places the student and their aspirations at the heart of her work, and this is evident in her recently completed Masters which investigated strategies for career education in New Zealand schools to foster 21st century career development. She is a member of the Nelson Marlborough Institute of Technology Advisory Board for Career Development qualifications; and is also part of the CDANZ Professionalism Project.

Session 4

Wed, 11.50am

AM102

Leading Practice

Education/

Transition


Private Practice

Raewyn Laurenson

NMIT

Dr Sarah Proctor Thomson

POWER DYNAMICS AND REFLECTIVE PRACTICE IN CAREER DEVELOPMENT This workshop focuses on career practitioners’ understanding of their own power and how to use it wisely in their client relationships as well as assisting employees to negotiate power issues in the workplace. Power plays an important part in all relationships. This workshop argues that without an appreciation of power dynamics, power can be misused, and the potential for inequality and injustice can occur. Many workplaces are inherently hierarchical and competitive, providing opportunities for power imbalance or misuse. Public agencies, social and educational institutions and other organisations often reflect the dominant culture and worldviews of those who run them and alternative worldviews are not acknowledged, leaving minority groups or individuals without a voice. The reflective career practitioner who understands and acknowledges power dynamics, has an opportunity to hear multiple worldviews and co-create collaborative learning partnerships with their clients. This workshop will discuss the skills needed in reflective practice to address power in practitioner client relationships and explore some of the skills and strategies career practitioners can use with clients to navigate the complexities at work and promote social justice. Raewyn Laurenson, Principal Academic Staff Member NMIT Qualifications: Phd student,M.Ed (Couns/Hons), BA (Hons) Dip Teach Professional Member CDANZ and NZAC Raewyn teaches across three programmes which include Careers, counselling and supervision. Prior to teaching at NMIT she was in private practice as a workplace coach, counsellor and supervisor drawing on her background in executive search and recruitment in Australia and New Zealand. She worked in many different organisational environments before she became an academic staff member in 2012. Dr Sarah Proctor-Thomson PhD in Women’s Studies and Management, BA/BSC (Hons) Psychology Nelson Marlborough Institute of Technology (NMIT) Sarah teaches on and coordinates the new Bachelor of Career Development Degree at NMIT. Sarah has taught and researched in the areas of work, organisations, leadership and careers for more than 15 years in Aotearoa New Zealand and the United Kingdom. She has presented and published her research widely including in numerous book chapters, working papers and research articles.


Session 4

Wed, 11.50am

AM103

Leading Practice

Education/

Transition

Private Practice

Frances Harre

Forte Career & Business Designs

Max Harre

Forte Career & Business Designs

VALUING THE WORTH OF PEOPLE Towards Social Justice (one client at a time) While social justice is a population-level concept, an abstract idea in political economy, it shows up in the concrete, gritty reality of individual working lives. We focus on explaining a framework (the ‘5 Goods of Work’) we have developed to enable individuals – through coaching and training – to see a great future and take action: building on strengths, standing against ‘bad news’, adapting to changes. Case examples are used. Given the level of alarm about how damaging work can be to well-being (we will refer to recent research) anything that can help turn this around is valuable. Themes we cover in this framework include Work/Life Harmony, Emergent Leadership, Self-management, Purpose and Meaning, Collaborative Cultures/Mind Sets. These ‘5 Goods’ promise high levels of personal engagement, fulfilment, satisfaction and meaning from work. We use these to operationalise a vision for working. It's about VALUING THE WORTH OF PEOPLE as a foundation for social justice. Frances Harre is a career change and development specialist working full time in private practice in Forte Career & Business Designs Ltd. She is qualified and experienced in facilitating people to find and build the work future they really want. She and Max run training programmes for a range of businesses and organisations focussing on soft skills, performance effectiveness and well-being at work. B.A. Social Science - Double Major in Psychology and Sociology, Post Graduate Certificate in Adult Education Specialising in Career Development, Co-author of “Work Passion Power: Strategies for a working life you will love” published September 2017. Max Harre has held management and research positions in several organisations. He works full time with Frances in their consultancy. His focus is seminar development, research into the future of work, executive coaching, seminar design, management practice. MSc (Hons) Resource Management, MA (Hons) Philosophy, Dip Teaching, BSc Physics, Co-author of “Work Passion Power: Strategies for a working life you will love” published September 2017.


Session 4 Wed, 11.50am AM104 Leading Practice

Jean Ottley & others tbc TEC

IS NEW ZEALAND’S JOB MARKET BIASED AGAINST NEW MIGRANTS? A workshop to examine how programmes like Work Connect help address actual and perceived barriers to work for our migrant clients. Work Connect is a tailored career programme that supports eligible skilled migrants and international students to be work ready for the New Zealand job market. The programme forms part of the New Zealand Migrant Settlement and Integration Strategy focusing on the economic contribution of migration to New Zealand while fostering inclusion, and health and wellbeing for all, and equitable access to employment opportunities. Our clients are highly engaged, notable for their curiosity and enthusiasm, and for their willingness to learn the often ambiguous and unwritten rules of engagement in New Zealand workplaces. Some clients have engaged in the Work Connect programme after facing significant and unanticipated challenges in their job search. Others are keen to learn as much as they can early on, in order to transition smoothly into work. In the workshop Work Connect practitioners present case studies of clients who have faced challenges and overcome them. Participants are invited to hear the migrant voice and each of us examine our social conscience as we discuss the social justice issues that migrants may face and the practices that career workers need in order to provide relevant and effective support, skills training, and advocacy. Speakers and bios tbc

Session 4

Wed, 11.50am

AM106

Research

Education/

Transition

Sam Young

NMIT

STUDENT VIEWS ON EMPLOYERS AND CYBERVETTING Student perceptions of online professional and personal media platform pre-employment screening practices by Nelson/Tasman employers Internationally, companies are increasingly using online and digital media searches for recruiting and cybervetting potential employees. Our research project, based in Nelson/Tasman, set out to discover how much online, professional and personal media platform searches are being used for cybervetting specifically from a broader New Zealand pool of businesses, and internationally. We first sought information from employers and recruiters. We have now gathered information from local students on what they have been asked by employers or recruiters during the recruitment process, and what their impressions are about what potential employers want to see on professional or personal digital media platforms. This research is of importance to those who are preparing students for post-study employment, those who are supporting young people through employment transitions, and those who teach, so we can collectively give job seekers an equal chance of gaining decent work. Sam Young’s passions are individual and organisational development, delivered through private consultancy, lecturing and directing. Current research projects include: employer and student views on cybervetting; long-term injury claimants and digital competence; and her PhD focusing on mental models in not-for-profit New Zealand boards. Sam is a CDANZ Fellow, and currently Co-chair of the Nelson/Marlborough branch. She also holds memberships to the US Academy of Management, the International Leadership Association, the NZ Institute of Directors, and the Nelson Tasman Chamber of Commerce.


15min Session

Wed, 12.40pm

AM102

Dr Richard Norman

School of Management, Victoria University of Wellington

IT TAKES A CITY TO RAISE A GRADUATE Creating authentic learning which can benefit employers and students This session draws on fieldwork over four years by more than 300 stage three students of Human Resource Management who interviewed at more 140 Wellington organisations. Skills and attributes such as collaboration, negotiation, problem solving, managing relationships, communication and teamwork are as valued as ever in an era of technical specialisation. Findings are available at https://www.victoria.ac.nz/som/research/working-capital Comments by employers in the booklet ‘It takes a city to raise a graduate’, which is on this website, challenge the use of essays and examinations for assessment. The presenter, who worked as a journalist and in training roles before becoming a university lecturer, will lead a discussion about assignments through which students can contribute to the debate about the future of work. How can educators and careers advisers best assist learners for a future when long term ‘employment’ is increasingly being replaced by the need to have ‘employability’ skills for multiple careers? Dr Richard Norman teaches human resources management, and training and development, at Victoria University of Wellington’s School of Management. He is researching digital change and work, focused on the Wellington region. Previous research on performance management challenges of the decentralised model adopted by the New Zealand public management model in the late 1980s-1990s included completion of a PhD and book entitled Obedient Servants? Management freedoms and accountabilities in the New Zealand public sector (Victoria University Press, 2003).

15min Session

Wed, 12.40pm

AM103

Leading Practice

Education/

Transition


Private Practice

Heather Lowery-Kappes

University of Waikato

CDANZ

WHEN THE BILL PAYER ISN’T IN THE ROOM Third party funding What are the practice concerns and implications when the person you are seeing as a client is not the person who is paying the bill? My intention is to invite reflection on the ethical issues that may arise from working with Third Party Funding and what values and core beliefs that you might draw on in reflection and in conjunction with Career Development Association of New Zealand professional ethics to help you make decisions. Davies noted ‘The effects of being positioned differently within new discourses can bring about observable dramatic personal changes” (1991, p.50). I also hope to invite practitioners into a space where they might reflect on the positions you are called into taking up (Davies, 1991, Drewery, 2005), as we are invited into different funding models or as the models we know change.

A recipient of the CDANZ Research Recognition Fund, Heather Lowery-Kappes research was part of her Master of Counselling. She is currently Acting Manager /Career Development Advisor at the University of Waikato and also works in private practice. Heather is Vice President of the Career Development Association of New Zealand (CDANZ). Her educational and vocational background is in human resources, training for employment, development, and supported employment.


15min Session

Wed, 12.40pm

AM104

Leading Practice


Brid White

NZ Veterans’ Affairs

THE VETERANS’ REHABILITATION STRATEGY

The unique requirements to support veterans to have the opportunity to be the best they can in their communities

An overview of Veterans' Affairs and how the rehabilitation philosophy has developed from an understanding of what it means to serve. A summary of possible impacts of having been on operational service and the transition into civilian life. This is a starting point of working with providers to develop services that prevent social injustice for veterans. We have established that Te Whare Tapa Wha underpins an assessment that looks at all aspects of life and develops a veteran centric plan that incorporates both social and vocational rehabilitation. Having completed pilot projects we want to identify how best to engage providers in understanding the process and how we establish preferred providers

Bríd White is a New Zealand Registered Occupational Therapist and Vocational Rehabilitation Advisor at Veterans’ Affairs New Zealand. Bríd is experienced in working across health and vocational rehabilitation in New Zealand and Australia. Bríd is passionate about supporting New Zealand Veterans at home and abroad, working in collaboration with service providers. Bríd provides advice for promoting, developing, restoration and maintenance of abilities needed for our veterans to cope with activities of daily living and maximise function.

15min Session

Wed, 12.40pm

AM106

Leading practice



Andrew Tui

St Peter’s College

COFFEE AND A CAREER CHAT Coffee and a Career Chat is a web-based blog Andrew started in January 2016. With a strong interest in social media and writing, blogging became a seamless and natural way for him to develop and enhance his skills and interests as a careers practitioner. To date Andrew has published over 110 posts. What he has noticed is that a portion of his posts focus on groups that are underrepresented, or at times misrepresented in the New Zealand media including Pasifika people and the LGBTI ‘Rainbow’ Community. In this presentation, Andrew will share insights into how blogging became a key part of his career practice. He will also share how blogging enables issues around social justice to be heard and promoted in a positive light. Andrew Tui is the Head of Careers at St Peter's College in Auckland. With a passion for social media, he presented his research paper “Do you Tweet, Like, Share or Pin?” at the 2014 Career Research Symposium, followed by the collaborative presentation "Don't get Left Behind!" with Grant Verhoeven in 2015. He holds Commerce and Arts degrees from the University of Auckland and the Graduate Diploma of Career Development from AUT. Andrew is of Samoan-Chinese descent and currently leads the Maori and Pasifika Career Practitioners Network.

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