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One-on-one Counseling SOLER Reflection Questions.

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Presentation on theme: "One-on-one Counseling SOLER Reflection Questions."— 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 Genuineness Understanding Acceptance Empathy Respect Trust Basic Principles of Facilitation

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

5 Reflection Mirrors both the content and feeling

6 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 Closed-Ended Questions

7 Advantages 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 Open-Ended Questions

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

9 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

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

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

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

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

17 SOCIAL & ECONOMIC FACTORS INTERESTS POTENTIAL SKILLS LEISURE TIME ACTIVITIES PHYSICAL CAPACITIES PERSONAL TRAITS TRANSFERABLE SKILLS EDUCATION & TRAINING Whole Person Concept

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

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

20 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 Performance Objective

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

22 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 Formal Assessment Weaknesses

23 Individual Traits Job Traits Job Success Structural Career Theories

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

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

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

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

28 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. John L. Holland

29 Realistic Investigative Artistic Social Enterprising Conventional

30 Activity

31 Well-Differentiated Profile

32 High, Flat Profile

33 Low, Flat Profile


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