Discussion Thread: Career Counseling Skills and Interventions 450 words max Liberty COUC 512 Due 27 March

Discussion Thread: Career Counseling Skills and Interventions This discussion centers on the Watch: Career Counseling – Skills for Guided Discovery and Career Assessment. In addition to foundational counseling skills, this presentation demonstrates 5 common interventions used in career counseling including: ● ● ● ● ● Assessment of the client’s personal and professional background Assessment of the client’s decision-making skills Assessment of the client’s social roles and life experiences Use of career visualization activities Use of career assessment inventories Choose 1 question below to answer in this Discussion. ● What are some of the basic counseling skills that you learned in COUC 505 that you see applied in this video? (See video transcripts below) Give specific examples. ● How might understanding the client’s past decision making experiences inform your work as a career counselor? Why? ● What are some potential next directions that a counselor might consider when working with a client similar to Erika? What is the rationale for the direction you are considering? DISCUSSION ASSIGNMENT INSTRUCTIONS The student will post one thread of at least 400-450 words by 11:59 p.m. For each original thread, students must support their assertions with at least 2 scholarly citations in APA format and at least 1 biblical principle. Any scholarly sources cited must have been published within the last five years. Acceptable sources include course materials, scholarly peer-reviewed sources, and/or the Bible. Christian Approaches to Vocation Transcript for video Hi, today I’d like to talk to you a little bit about spiritual discernment in career. I think it’s really difficult to talk about career without talking about calling. Because if you think about what calling is, calling is really that point where we feel that god has given us direction. He has called us to do something. And oftentimes that’s really interchangeable with what it is that He’s called us to do. Which in some ways is another word for what courtesy call this to. An integral to calling is really how do we determine what it is that God’s called us to do? And one way we do that is really through spiritual discernment. And so Dennis Horton has written an article where he interviewed a bunch of students and found that there are really about three different types or approaches. The spiritual discernment that, that came out. And I want you to do is as you read that article, think about which of these fit me best and why. Now you may find that it might be a cross between the two or aspects of one might appeal to you more as opposed to others. The issue isn’t too diagnostically decide. Okay. I believe in the bulls eye approach. Well, we want to do is for you to become aware of the fact that you do have certain ways that you feel that God calls and how you discern the will of God in your life. Why is that important? It’s important because oftentimes what happens in counselling is that we have things that are very influential in the way we do things such as values, how we view spiritual discernment, our worldview, and they seriously impact our interactions with the client. And yet, if we’re not willing to really think about what we’re doing, we lack that intentionality because we don’t realize how much that does drive what it is that we’re doing. And so it’s really important, not that you come up with an answer, but that you’re able to look at all the different approaches and say, which one fits you the best or which blending fits you the best. The second thing you’re gonna do is you’re going to look at the decision-making factors that affect you. If you think about one of the things we do a lot and clear as we talk about decision-making. And so what do you feel goes into decisionmaking? And it’s really important again that you understand that because otherwise, you’re not going to understand how your view of decision-making may impact the client’s view of decisionmaking. The risk is, is that you will impose your view of decision-making on the client. And so again, we want you to develop this awareness of what that is. Now one of the things that I noticed when students talk about these factors and why they’re important to them. The tendency is, is to speak in the third person. And so I might say, I believe that God will honor His people when they’re obedient to Him. Do I believe that absolutely. However, what I need to write, how I would need to write that in the paper is, I believe that God honors me when I’m obedient. Because can you see how personalizing it makes it powerful? And when you don’t, sometimes it can end up being more of a preaching or I’m going to talk about me rather than this is who I am and this is what I believe. And so just take that moment when you’re done with that paper to go through and see other places where I’m talking about. I believe that we as Christians. Well, if you believe we as Christians Am, I want you to do is rewrite that. And I believe that I okay. Does that make sense? And I think that when you go back and read it, you’ll find that it really gives you some, it really makes a powerful because now what you’re doing is you’re declaring your belief and, and that’s important. That’s also something you want to do with the client. Think back to 5512 per group counseling. Remember those EIS statements? That’s exactly what you’re doing for yourself. The second thing you’re going to be doing is you’re gonna be looking at past, present influences. You know, one of the things that we don’t realize is that oftentimes the reason we believe what we believe today is through a series of experiences that we’ve had. And so we want to be aware again of what goes into the formation of our belief system. And we especially need to know that because we’re going to run into clients that may have a similar path and we may want to impose our values on them. Or are we just may not be aware of the impact of our past and all those influences and what they’ve had on our lives. And so it’s really important that you just take that moment and think. I have all these things that I believe in. What is it in my past? What is it and my experiences that brought me to the place where this is. Now what I believe. Again, there’s no right, there’s no wrong. It’s really more about self-awareness. And then finally, with the practical application, one of the things that’s really easy to do when you have a scenario, such as the one that you’re going to be confronted with witches. A client comes to you for counseling. She’s a Christian, and she’s afraid that may not be God’s will that we want to pull out pastoral counseling interventions. Have you prayed about it? Do you believe that God has goodness for you? A lot of things that we want to do. I think in our in our heart for ministry and career counseling is a place that would be really easy to fall into more pastoral interventions. However, what we want to think about is this person is now come to counselling. And so what that means is that most likely as a Christian, she’s heard a lot of the different scriptures. She’s been exposed to a lot of different pieces of advice and for some reason it’s not working for. And so one of the things that you wanted to begin to orient yourself as a counselor is I need to look deeper. And so one of the things that I would be wondering is, I’m afraid that it might not be God’s will. What does it mean to be afraid? Is she afraid that God’s not gonna lover? When she’s done, think about someone who has been raised in a really rejecting home, where a mistake can really cost them a lot. Is she afraid that if she makes a mistake and misses it, that God’s not gonna lover, we don’t know what’s going on. And so the first thing you really want to do is find, find that out. But in reality, what we really want you to do in this assignment isn’t to try to fix the client’s problem and tell me three different things that you can do for her that will cause her to not be afraid anymore. But I want you to see how my first thought is right there on how I would deal with it. What you’re going to find is your view of spiritual discernment is really going to come into play here. Because the issue is, is how is she discerning the will of God? And so what we want to do is we really want to be careful that we don’t then try to put our form into sermon on her. The second pieces is we’re not using the spiritual discernment approach as something we’ll just give it will give her the spiritual discernment test. And and we hope that maybe if she understands performance spiritual discernment, they’ll give her the answer. What you’re going to use a spiritual discernment test for is as a tool for you to help understand how she’s approaching this so that you can better understand enjoying her world. Not so that you can have as an end result of itself. She understands or spiritual discernment approach. I understand my approach and that will take care of everything. So I hope you can see the difference that really what it is is this is more about, here’s what she may be thinking. This is how I approach. How can I use myself awareness here to make sure that I don’t push against her like this, cause her to try to basically pushed into what I believe the way that you should do spiritual discernment. I think if you if you, if you, if you follow that approach, then you’ll, you’ll really get what the purpose of this paper is, which is really, we want you to have a self-awareness of how you view spiritual discernment and how that is going to impact your interactions with the client. Thank you. Trait-and-Factor and Developmental Theories of Counseling Transcript for Video This week we’re going to look at the historic theories of career counseling. Now there can be a perception that because the word historic is there, that they were great and pass, but they don’t have relevance for you as a career counselor in the present. And that couldn’t be more untrue. What we find is that if you were to look at all of the interest inventories that you’ll be taking, such as the strong HHS or the o net interest inventory, or perhaps the focus to what you’ll find is all of the results come back in the form of how encode. And so I want to talk to you a little bit today about how do we use heroin codes in practice. The first thing I want to point out is although it seems very clean and neat, they are not diagnostic. And so I won’t even allow a client to use the term IMA. I’ll say no. Curling code is because you are not a how encode are you and your HON code provides a snapshot and it’s really a vehicle for exploration. The second piece right off the bat is you want to look at the fact that the hurling code names have common usage. And so for example, it is not unusual when I do incur counselling to have a client that has an a in there holland code. And first thing they say is, but I don’t draw and I don’t like music. And so what you want to remember is a artistic doesn’t mean you’re an artist. And if you don’t have an S in your how encode, that doesn’t mean that you’re not sociable. And so we want to help differentiate for the client. What does that really mean? And so typically what I do is I just start out and ask them, what do these words mean to you? And then we’ll talk a little bit about what they mean in terms of the assessment. The other piece is that the codes themselves can really help give you some insight into the client. For example, are they and are they in an occupation that’s consistent with their traits? And so I know my holland code is an IRC and I would not be wellsuited for a holland code, for a, for a position that relied heavily on enterprising traits. Okay. And so sometimes what happens is the clients will come into career counseling simply because they’re not suited for their environment and they don’t know exactly why. But there’s just this dissatisfaction. And so sometimes part of your role as a career counselors to help them understand a little bit more who they are and then where can they work? That would allow them to do that, to express that. The second thing we look at is how strongly the differences. If you notice there’s six Holland codes all together. And when you take the o net, you’ll see that you will get an individual score for each of this X, how encodes. Typically two or three rise to the top, and then you have a couple at the bottom and you might have one or two in the middle. What’s called differentiation. Now it’s pretty clear when you have a client coming in and they’re very highly differentiated because that would suggest that they have pretty defined interests. However, what do you do if a client has a pretty flat or undifferentiated how encode? Well, that can indicate a lot of things. One thing right off the top is, are they do they haven’t haven’t interests across a broad range of topics. In cases like that, sometimes you have to work with the client to help them really begin to pull forward. What are the areas that are really interested in? And are there some areas that really are stronger than others? But the other one has to do with mental health. And if you think about the criteria for someone who is depressed, one of the criteria is, is they lose interest in things that they formally enjoyed. Now you’re taken an interest inventory, and oftentimes what we find is that individuals that are presenting is depressed have very flat Hamlin codes. And so one of the things that you’ll be doing as a as a mental health counselor who’s attending to the current needs of your client, is that when you see that flat, you’re going to want to look and explore that a bit because it may be an indication that your client has some other mental health issues going on. And the last piece is, where are they located on the Holland hexagon. One of the things we want to look at is for its consistency. And so if, if you 32 or three tap our codes right next to each other, what that’s saying is that there’s enough overlap being traits. That finding positions that will match those traits is going to be a little easier. Where it gets a little trickier is when you have holland code strong, how in codes that are across from each other. For example. One of the most interesting form of it is if you have someone who was both, has both conventional and artistic how encodes. Because oftentimes what happens is that, that conventional part of them says, I can’t engage in the artistic part because I have to do first things first. I actually had a client that was in that situation and he loved gardening. And when I asked him, why don’t you, you know, would you like to engage in that more? His response was, well, I gotta take care of the important things first. And so sometimes one of the things you’re going to do for your client is to help them to feed that portion of themselves. And so what I encourage this kind to do was Enjoy your gardening because this is as much of a part of you as your conventional traits. And as long as those are missing, then, then there’s going to be a piece of you that’s not going to be fully reflected. Now the challenges is that it’s very difficult to find an occupation where you can both engage in a conventional the form of activity, in an artistic form of activity. And so this is where the role of a vocational activities or perhaps Hobbes come in. Because our clients cannot always find a job that meets all aspects of their personality. But because his career counselors, we deal with all aspects of their lives than we can encourage them to do other activities outside of work that will help caused them to to be able to feed that portion of themselves. The second set of theories that we’re going to be talking about, the developmental theories. And what the developmental theory says, they brought in a lot more information that we couldn’t really get when looking at the trait and factor theories. Because what it does is it recognizes the fact that as humans we go through a series of developmental stages. And that as we are forming an identity, that, that identity is formed and takes different shapes and forms as we go through development. For example, if you, if you think about the students that come to intensive, you typically find about two major age groups. One is about that 25-30. These are individuals that have most likely just graduated from their bachelor’s programmer entering the Masters program. And then if you look, you’ll find a bunch of individuals who are in their forties, fifties and sixties. Well, if you think back to your Erikson’s psychosocial stages, these individuals are going through generativity. And in generativity, they begin to be less interested in building and maintaining a career and more interested in giving back. And so it’s not unusual to find individuals at that age coming in and just saying, you know what? I always loved that job, but for some reason it just isn’t satisfying me anymore. And so one of the things that you’ll be able to do is explain how developmentally they’re in a different place and their values have changed and their goals have changed. And so this is what developmental theories bring us is it helps to provide the context for our career counseling. Basic Career Counseling Interventions Transcripts for Video Today I’d like to talk to you a little bit about basic interventions in for counseling. The most important thing that you will do with your client is to build the therapeutic relationship. Until that therapeutic relationship is built, something is going to be missing. And how do you build a therapeutic relationship? Will think back to your techniques class. You’re going to be summarizing, paraphrasing and reflecting feeling and even reflecting meaning. But as you do this, you’re not only gathering good information, but the client is feeling heard. And the more the client feels heard, the more effective your interventions will be. Research clearly shows that up to 85% of the benefit that clients get out a counseling is directly attributable to the therapeutic relationship. And so while curr counseling has a a reputation for being test and tell, in reality, what we have to do is we have to be careful that we do anything but test and tell. And so one of the ways that I’d like you to think in terms of assessment, is there not a way of telling the client who they are or what they liked to do. But in reality, there’s simply a tool of exploration. There are two pieces of information that an individual needs to make a sound career decision. One, they need to have analogy themselves. And the second they need to have a knowledge of the world of work. And part of your special job is as a career counselor, is that you’re going to help them gain a greater knowledge of self. And so I want to give you a few tips. And how as I’ve gone through career counseling over the years, what’s really worked? Number one, always ask your client about the process of taking any assessments where they nervous. Were there areas where they were interrupted? Were there areas that they thought? I don’t even know how to answer this. That’s very important information because it tells us something about the client. Sometimes you’ll find that there are very much aware of the answers and what that answer might mean. And they have a hard time being honest, but they’ll tell you that. And so then you can explore it. Another thing that you can do is there’ll be times where there’ll be pass triggers that will will go off, you know, just taking an assessment, the thought of taking something that feels very evaluative to them may bring back a lot of bad experiences that they had perhaps growing up. And so it’s very, very important to just first discuss the context in which they took the test. Then when I begin to give the assessment, the first thing you really want to know is these words mean to you. I’m not going to assume that the words mean to them the same thing that the, that the maker of the tests means them to be. And oftentimes that’s the case because we have common usage and we have clinical usage. And that assessment is based on clinical usage, but the client’s going to interpret it through common usage. And so rather than telling the client this is what it means, I want to know from the client what does it mean to you? And then we can work on that. The other thing is I like to, especially when they giving traits as I’d like to ask them to read it. So for example, if they’re getting a, an interest inventory back, one thing that I’ll do is I’ll say look at your top Holland codes. As you look in there, what, what aspects of that you really agree with. And then either some areas that you don’t fit. And one of the things that’s beneficial with that is it takes that diagnostic feeling out of it. And what I’m saying is I’m not gonna let this testifying you bungle, let you define you. And it’s not unusual that one or two attributes that are given to a holland code, the person just says they don’t fit. What I find very interesting is to go down to their low ones. And oftentimes clients will find there’s one or two things there that really do fit them. And so do you see what’s happening is that they’re beginning to know more and more about themselves and they’re beginning to verbalize more and more about themselves. And what I’m doing is I’m empowering them to be the experts of them. One of the things that you want to do also is look for patterns across assessments. You’re giving. Typically in career counseling, you tend to give a series of assessments and what you want to do is either similarities, what’s common, what isn’t in part of your job as a counselor is to help them to begin to see the patterns. Because over time little emerge as a more complete picture of the client. I may ask about what areas are missing. Sometimes we assume that everybody comes in with the same set of experiences or the same skills. But that’s not always the case. And so I want to know, are there areas that the client perhaps it hasn’t been exposed to? Because this might be the foundation for some of some of the interventions. I want to know what are the roles of socialization on the client. And as I begin to get to know them more and more, I’m going to get more of a sense of what experiences in their life actually shape their their current career decision-making. Another thing that seems very counterintuitive is that you have clients coming in and they’re saying, help me know what it is that I’m supposed to do. And so the tendency is to want to bring the focus right down to one job. In reality, the first thing you want to do is expand everything. Because we don’t want to make the assumption that perhaps because they weren’t exposed to something that they’re not interested. Think back to your undergraduate days. Was there a class that you were forced to take? And after you took that, all of a sudden you realize, you know, I really like that. I would say that there’s probably almost a third of every student in my residential career class has the same story, and that is never even considered a career in counseling psychology until I took my first psychology class and I found I loved it. And so we want to make sure that our clients have had a broad range of experiences and that they consider a lot before they begin to focus down. And then last, avoid using absolutes. It is really easy to say you are, this is what the test tells us about. You. Instead, make sure you’re working like seems appear suggest indicates not only in your writing but in your communications with the client, but overall, make sure that your clients voices heard.

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