The Changing Landscape of Career Development: Trends and Implications for Counselling

1. The Changing Landscape of Career Development:Trends and Implications for Counselling • Kris Magnusson • CCA 2009

2. A portion of territory that the eye can comprehend in a single view

3. Significance • Who am I? • Where do I belong?

8. Sun Dogs

9. Population: 15

11. Freeman’s StoryMemories of a Prairie Life • Career Planning - Are you kidding me?

12. Mozart

17. The Bennett Buggy

18. The Commute to Work

19. Imagine - being able to afford to go to school!

20. 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

21. Why the History Lesson? • Because to understand the person, you have to understand the “place” they have come from. • 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.

22. How well would our most common career counselling interventions have helped Freeman?

23. 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%

24. Changing landscapes mean we have to learn to see things from a different perspective.

25. Six Perspective Changes in Career Development

26. 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

27. Trend #2: From Simple to Complex • Simple • 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

28. 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

29. Trend #4: From Choice to Confidence • Choice • 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

30. Trend #5: From Busy-ness to Impact • Impact • Individual accountability based on measures of client change • Service accountability based on developmental or “milestone” outcomes (such as aggregate measures of client change) • Busy-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)

31. 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

32. 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.

33. Problem 1:Habituation • The tendency to form a pattern of perception and behaviour that then interferes with subsequent actions or perceptions.

34. Problem 2:Predictive Coding • The brain has an expectation of what it will see, then compares this template with information from the eyes.

36. 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)

38. The best way to help clients is to determine how they are seeing the world, and then help them to see other possibilities.

39. 4 Fundamental Career Development Challenges Facing Individuals

40. 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

41. 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

42. Individual Challenge #3 • How do I achieve a balance between my needs and all of the forces and influences around me? Career Context

43. 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

45. What can you do to help change that portion of the landscape that your clients can see?

46. Ay-Hay!Nitsiniiyi ‘taki!Merci!Thank You!

47. The Positive Change Cycle Commitment Hope Information Attitude Change Skilled Practice Confidence Planned Action New Goals