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Thoughts on Theories and Models: Emerging Approaches Norman Amundson, Kris Magnusson, Dave Redekopp, and Roberta Neault Panel Presentation.

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Presentation on theme: "Thoughts on Theories and Models: Emerging Approaches Norman Amundson, Kris Magnusson, Dave Redekopp, and Roberta Neault Panel Presentation."— Presentation transcript:

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2 Thoughts on Theories and Models: Emerging Approaches Norman Amundson, Kris Magnusson, Dave Redekopp, and Roberta Neault Panel Presentation

3 Agenda In the Beginning... Emerging Thoughts... Shaping the Future...

4 IN THE BEGINNING...

5 JEC Special Edition Brief descriptions of theories in theorists’ own voices Legacy JEC issue Goals: 1 year process 13 articles 17 contributors 23 annotated references By the numbers:

6 Contributors Roberta Neault Nancy Arthur Sandra Collins Frederick Leong Mark Pope John Krumboltz Nancy Schlossberg Jim Bright Robert Pryor Sunny Hansen Mary McMahon Spencer Niles Kris Magnusson Dave Redekopp Mark Savickas Norm Amundson Deirdre Pickerell Active Engagement Career Engagement Coherent Career Practice

7 Themes Diversity Change and Chance Contextual Systemic Influences Constructing Careers Sustaining Engagement

8 Theoretical Foundations of Career Development MatchingDevelopmentResponsiveness Neault, 2014

9 10 Key Concepts in Career Theory 1. Beyond “test and tell” 2. Recycling through stages of development 3. Complexity of life roles 4. Culture counts 5. Expect the unexpected 6. Change is an event 7. Careers are constructed 8. Systems are dynamic 9. Career responsiveness 10. Employee engagement

10 On the Road Again... ACDC Calgary, 2014 IAEVG Quebec, 2014 NCDA Boston, 2013 CCPA Calgary, 2012

11 ACTIVE ENGAGEMENT: The Being and Doing of Career Counselling Dr. Norman Amundson University of British Columbia, Canada

12 Clients often come forward with a “crisis of imagination”. What is needed is a counselling approach that is consistent with the challenge that is being presented.

13 Current Counselling Practice  Problems are narrowly defined  Standard set periods of time for discussion  Over reliance on verbal counselling methods  Space is unimaginative and cramped  Social and cultural contexts are not considered  Problems are narrowly defined  Standard set periods of time for discussion  Over reliance on verbal counselling methods  Space is unimaginative and cramped  Social and cultural contexts are not considered

14 A More Actively Engaged Counselling Approach  Holistic orientation (physical, mental, emotional, spiritual)  Redesigning counselling space  Flexible scheduling and reflective breaks  Affirming paradox and uncertainty  Increased attention to cultural sensitivity  Holistic orientation (physical, mental, emotional, spiritual)  Redesigning counselling space  Flexible scheduling and reflective breaks  Affirming paradox and uncertainty  Increased attention to cultural sensitivity

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16 Kris Magnusson Dean, Faulty of Education Simon Fraser University Dave Redekopp President Life Role Development Group MUSINGS ON CAREER PROCESS AND THEORY

17 When you were a child, did you imagine being a... Nano-mechanic? Old age wellness manager? Memory augmentation surgeon? Weather modification police? Waste data handler? Social networking worker? Personal brander/communications advisor? Parallel programmer?

18 Career The constellation of life-roles an individual plays over his or her lifetime. It is one’s “life story”.

19 The Career Planning Model Initiate Explore Decide Prepare Implement Context Meaning Barriers Hope Potential Demand Opportunity Process Direction Next Step Knowledge Skills Attitudes Action Plan Sustain Support Confidence PridePassion Purpose Performance Poise

20 4 4 Fundamental Career Development Challenges Facing Individuals Coherent Career Practice

21 Individual Challenge #1 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

22 Individual Challenge #2 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

23 Individual Challenge #3 Where do I fit in this world? What is available to me? How do I achieve a balance between my needs and all of the forces and influences around me? Career Context

24 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? How do I take pride in what I do? Career Integrity

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26 Putting it Together... Creativity and passion – the gumption/integrity nexus – are enabled and enacted on when we foster career literacy and act in our career context.

27 Thank you!

28 Dr. Roberta Neault President, Life Strategies Ltd. Associate Dean, Faculty of Behavioural Sciences, Yorkville University Dr. Deirdre Pickerell Vice President, Life Strategies Ltd. CAREER ENGAGEMENT

29 Why Does Engagement Matter? Retains Skilled Workers Boosts Productivity / Contributions Enhances Work/Life Satisfaction Strengthens Optimism / Hope

30 Employee Engagement Appreciation Commitment Alignment Contribution Pickerell, 2009

31 Career Engagement Career Engagement is the current emotional and cognitive connection to one’s career. It is a state in which one is focused, energized, and able to derive pleasure from life’s activities. It is realized through the dynamic interaction of challenge and capacity.

32 Measuring Career Engagement Challenge (10 items) Motivating Work Meaningful Opportunities Capacity (25 items) Work-Life Balance Resources Work Fit Work-Life Boundaries Supervisor Support Alignment Co-Worker Relationships

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34 Optimism Biggest predictor of career success / job satisfaction Yet, 72% of BC respondents not optimistic about career opportunities

35 10 WAYS TO MAXIMIZE ENGAGEMENT

36 1. PROVIDE MOTIVATING WORK

37 2. OFFER MEANINGFUL OPPORTUNITIES

38 3. RECOGNIZE THE IMPORTANCE OF “WORK FIT”

39 4. EQUIP SUPERVISORS TO SUPPORT EMPLOYEES’ CAREERS

40 5. STRENGTHEN CO-WORKER RELATIONSHIPS

41 6. PROVIDE RELEVANT RESOURCES

42 7. CONTINUOUSLY MONITOR ALIGNMENT

43 Physical Work Emotional Leisure Social Spiritual Intellectual 8. FACILITATE WORK-LIFE BALANCE

44 9. RESPECT WORK-LIFE BOUNDARIES

45 10. ALIGN CHALLENGE AND CAPACITY

46 Kris Magnusson Dean, Faulty of Education Simon Fraser University GUERRILLA TACTICS

47 SHAPING THE FUTURE


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