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One-on-one Counseling

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Presentation on theme: "One-on-one Counseling"— Presentation transcript:

1 One-on-one Counseling
SOLER Reflection Questions

2 Performance Objective
At the end of this lesson you will be able to: list and describe the foundational principles of one-on-one facilitation. define and describe advantages and disadvantages of open- and closed-ended questions. define and describe the skills of reflection and questioning in an interview.

3 Basic Principles of Facilitation
Genuineness Understanding Acceptance Empathy Respect Trust

4 One-on-One facilitation
S - Square up to client to display undivided attention O – Open posture L – Lean in E – Eye contact R - Relax

5 Reflection Mirrors both the content and feeling

6 Closed-Ended Questions
Advantages Easy for job seeker to answer Yield or clarify information quickly Disadvantages Restrict job seekers to brief answers Keep the questioner in control May provide less information May feel like an interrogation Heard as advice or criticism

7 Open-Ended Questions Advantages Disadvantages
Invite job seekers to explore thoughts/feeling Gives some control Convey interest and respect Provide unexpected information Disadvantages Allows job seekers to wander from topic and lose focus or avoid topics Leads to a series of “I don’t know” answers

8 Initial Interviews Common Themes
Mixture of feelings: suspicion, fear, tentativeness, resentment Concern about fairness Concern about expectations

9 Using 1-on-1 counseling Skills
Initial Interviews Using 1-on-1 counseling Skills Convey interest and respect Use open-ended questions to explore Use closed-ended questions to clarify Use reflection to demonstrate listening and understanding


11 Performance Objective
At the end of this lesson you will be able to: determine the difference between formal and informal assessments. define and describe advantages and disadvantages of open- and closed-ended questions. Develop a structured interview template using the Wheel. Experience two examples of career theory-based informal assessment tools.

12 Assessment Informal Developed w/o scientific rigor
Has no known reliability & validity Administered informally Interpreted in a non-standardized way Formal Developed with scientific rigor Has known reliability & validity Administered in a standard, specific way Interpreted in a standardized way

13 Informal Assessment Strengths Low cost
Can be administered w/o ordering materials Can offer greater opportunity to learn about person taking assessment Strengths

14 Informal Assessment Weaknesses Interpretation may be subjective
Facilitators may interpret the same results differently Activities have not been subjected to scientific study Weaknesses

15 Informal Assessment Types Forced-Choice Activities Card Sorts
Checklists Structured Interviews Simulations (games)

16 Structured Interview One-on-one conversation in which the facilitator’s part of dialogue is preplanned

17 Whole Person Concept E D U C A T I O N I N T E R E S T S & T R A I N I
G P O T E N T I A L T R A N S F E R A B L E Whole Person Concept S K I L L S S K I L L S S O C I A L & L E I S U R E T I M E E C O N O M I C A C T I V I T I E S F A C T O R S P E R S O N A L P H Y S I C A L T R A I T S C A P A C I T I E S

18 Checklist Choosing items from a list that indicates preferences or personal characteristics

19 Interests & Skills Checklist
Complete questionnaire about interests and work experiences One completed, tally scores for all six categories Draw profile Join in group discussion

20 Performance Objective
At the end of this lesson you will be able to: describe the differences between Structural and Developmental Career theories. determine your own Holland Code and explain what it means. identify the primary elements RIASEC define the term vocational self concept

21 Formal Assessment Strengths
Has been normed for validity and reliabilty Produces standardized results Can be compared to others taking the same instrument Strengths

22 Formal Assessment Weaknesses Can be expensive to administer
Individuals should be trained to administer and interpret Individuals taking the test may feel it is not a true picture of who they feel they are Weaknesses

23 Structural Career Theories
Individual Traits Job Traits Job Success

24 Developmental Career Theories
Career Patterns Socioeconomic Factors Life Expectancies Mental/Physical Abilities Personal Characteristics

25 Definition of Career A combination of activities in all life roles at a specific point in time (life-span)

26 John L. Holland Concept 1: People can be described as a combination of six personality types Realistic Investigative Artistic Social Enterprising Conventional

27 John L. Holland Concept 2: A Holland code can be used to identify
Occupations Jobs Schools Majors Leisure Activities

28 John L. Holland Concepts 3 & 4:
People of a given type are drawn to an environment of the same type. When person and environment types are matched, people are likely to be satisfied and productive.

29 John L. Holland Realistic Investigative Artistic Social Enterprising

30 Activity

31 Well-Differentiated Profile

32 High, Flat Profile

33 Low, Flat Profile

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