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

10. CAREER
THEORY

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 IG 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
Conventional

30. Activity

31. Well-Differentiated Profile

32. High, Flat Profile

33. Low, Flat Profile