Clients As Change Agents: What Color Could My Parachute Be?

Morrill and Forrest (1970) advocate an approach to career counseling (Type 4) that helps clients (a) understand career choice as a developmental process, (b) learn decision-making skills, and (c) become active change agents in their own lives. Referring to the Morrill and Forrest article as a benchmark statement about career counseling, Remer and O'Neill present a decision-making model that encompasses the tenets of Type 4 counseling. The model has 13 sequential steps; the authors indicate the role of the counselor and the objectives for the client at each. The article discusses the potential impact of this self-directed, decision-making model on career counseling. Specific counseling outcomes are discussed along with anecdotal evidence that supports the power of the model to create these outcomes.     

Using the myers‐briggs type indicator® in career counseling

The Myers‐Briggs Type Indicator® (MBTI®; I. B. Myers & K. C. Briggs, 1943/1976) is a personality instrument with numerous applications. The focus of this article is on its utilization in the career counseling process. Although limitations of the instrument exist and ethical issues regarding its usage have been itemized, information gained from clients' MBTI® assessments have been proved to be useful to professionals in counseling and strategizing with clients about clients' psychological preferences, optimal career families, and potential employment opportunities.     

Innovative moments and change in Career Construction Counseling

This article presents an exploratory study of the process of change during Career Construction Counseling (CCC). The Innovative Moments Coding System (IMCS) and the Return to the Problem Coding System (RPCS) were used to an intensive analysis of a career counseling case — the case of Michael. Both systems are grounded in a narrative conception of the self which suggests that narrative change results from the elaboration and development of narrative exceptions to a client's core problematic self-narrative. The IMCS identifies and tracks the occurrence of five different types of narrative change and the RPCS tracks the ambivalence present in the clients discourse throughout the therapeutic process. This is the first attempt to use these methods with a career counseling case. The results suggest that the narrative elaboration progresses from the first to the third session. We discuss these results, emphasizing the process of change in career counseling with clients in which maladaptive repetition underlies career decision-making difficulties.     

Cognitive career counseling: A rationalemotive approach to career development

The application of cognitive techniques to the career counseling process has been minimal. Since the career and personal development of individuals is interwoven, practitioners from a variety of disciplines are faced with a wide range of complex presenting problems regardless of their specialty. Providing occupational information and assessing job skills are partial components of the career counseling process. This paper addresses the cognitive barriers which interfere with successful career development. Cognitive career counseling (CCC) is described as a methodology for helping clients modify their vocational irrational beliefs (VIBes) so that they may achieve their career and personal goals during realistically unstable changes in economic conditions.Diana R. Richman, Ph.D., Senior Supervisor, Staff Psychologist, and Graduate Fellow, Institute for Rational-Emotive Therapy, New York City, maintains a private practice in Queens and Manhattan. She is Director of Clinical Supervision at APPLE Continuing Treatment Program, and serves as an organizational consultant.     

Integrating Personal and Career Counseling: A Challenge for Counselors

In recent years career counseling has often been viewed as separate and distinct from personal counseling, ignoring a long tradition in the career development field that has consistently recognized the importance of personality factors in the process of choosing and maintaining a career. This paper argues for the use of an eclectic career counseling model that embraces both personality and career development theories. The model requires the counselor to be able to move back and forth between the active and directive role of the career counselor and the facilitative and exploratory role of the personal counselor. A case is presented to demonstrate its application and implications for counseling and training are discussed.     

Identifying process variables in career counseling: A research agenda

Remarkably little is known about what underlying processes and mechanisms lead to effective change in career counseling. This article examines potential reasons why career counseling process research has been infrequently conducted and provides 10 avenues from psychotherapy process research, and the limited pool of existing career counseling process research, that hold promise for advancing a productive process-research agenda in career counseling. These 10 avenues include: (a) examining the working alliance and five promising counselor techniques; (b) reconceptualizing career counseling as a process of learning, and investigating the processes that lead to effective learning; (c) investigating differences in career counseling process and outcome due to subtype membership, cultural perspectives, and other critical client attributes; (d) investigating differences in career counseling process and outcome based on counselors’ levels of self-efficacy, cultural perspectives, and other critical counselor attributes; (e) examining influential session events; (f) utilizing a common problem resolution metric for examining change across clients; (g) examining client change longitudinally to examine stability of change and functional practicality of assessed outcomes; (h) examining cognitive processes that may be mediating the career counseling process; (i) developing molecular and global taxonomies of counselor behaviors; and (j) utilizing advances in methodological approaches and statistical analyses.     

Career counseling: applying the systems theory framework of career development

In recent years, career development and career counseling have increasingly been informed by concepts emanating from the constructivist worldview. For example, the Systems Theory Framework (STF; M. McMahon, 2002; M. McMahon & W. Patton, 1995; W. Patton & M. McMahon, 1997, 1999) of career development has been proposed as a metatheoretical account of career development. Furthermore, its theoretical constructs may be applied to career counseling. Thus, the STF provides a theoretical and practical consistency to career counseling and addresses concerns about a gulf between career theory and practice. This article discusses the practical application of the STF of career development as a guide to career counseling.     

the résumé's secret identity: a tool for narrative exploration in multicultural career counseling

The résumé can be a window into the life story of a client and help address barriers to work and life success. Using the résumé as a narrative tool, career counselors can address these barriers and increase clients' employment potential. The strength of this approach is its cultural relevance to clients who may not otherwise seek counseling and as a talking tool within counseling. This article explores the potential for the résumé development and refinement process to enhance the counseling process akin to narrative career counseling. A model and case example are provided to illustrate the application of this approach.     

Academia and career development: toward integration

Traditional career development theories typically stress those aspects of the environment that are directly related to occupational performance. In this article the authors expand the traditional concept of the environment so that it includes the institutional press in which the individual functions. They explore a specific dimension of the institutional press, that of the relationship between the academic departments of a university and the career development of its students. They develop and illustrate a counseling intervention aimed at modifying the press of a university's academic department to make its orientation more consonant with the career development needs of its students, and they define the function of a career development consultant in this process.     

Guiding the Talent and Career Development of the Gifted Individual

The authors highlight challenges that gifted individuals may encounter in their career development and propose a theory‐informed career counseling framework to help guide them through the process. Special consideration is given to issues that may be salient for gifted individuals in career counseling sessions. Uncontrollable factors that might influence their career decision making, including socioeconomic status, race, gender, and sexual orientation, are also addressed.     

Reason,Intuition, and Social Justice: Elaborating on Parsons's Career Decision‐Making Model

Nearly a century ago, Frank Parsons established the Vocation Bureau in Boston and spawned the development of the counseling profession. Elaborating on Parsons's socially responsible vision for counseling, the authors examine contemporary perspectives on career decision making that include both rational and alternative models and propose that these models be integrated. Returning to counseling's roots in early 20th century social and political reformation movements could ultimately lead the profession to a renewed vision that comprehends career decision making and counseling as a socially situated process entailing purposeful reasoning, prudent intuition, and sustained efforts at ameliorating social injustice.     

Career Counseling With Couples

As an outgrowth of the developmental and systemic trends characterizing career counseling in recent years, the role of the family has been highlighted. Nonetheless, inadequate attention has been given to incorporating family members in the career counseling setting with adult clients. This article explores a career counseling paradigm that takes into account the couple dynamics active in the adult's career choice process. Unique elements of the conjoint model, such as couple career assessment, along with directions for further study, are offered.     

Career Counseling and Vocational Psychology in Portugal: A Political Perspective

In this article, we present an overview of the political context of vocational psychology and career counseling in Portugal. The essence of our position is that career counseling needs to encompass all the major tasks of personal and social development, beyond the traditional focus on primarily vocational/occupational goals. Given the importance of social and political factors that are apparent in an analysis of the Portuguese climate within career development, we propose that vocational psychology must go beyond a conceptualization of vocational behavior and intervention based on a person–environment fit model and must try to enhance strategies for the development of persons in a broader sense. We further propose that we need to provide career counseling not only at critical decision points, but throughout the life-span, and should not focus merely on occupational details, but on all matters of the development of the person as a whole. Finally, we suggest a perspective on career counseling and vocational psychology that is more responsive to our cultural and historical context and which is sensitive to the reality of a new political era in Portugal.     

The role of problem-solving appraisal in the process and outcome of career counseling

Because problem-solving appraisal has been demonstrated to be a critical variable in psychological adjustment, this study examined its potential role as both a static and dynamic client attribute influencing the process and outcome of career counseling. Participants were 151 adults who received an average of five sessions of naturally occurring career counseling; data were collected before, during, and after counseling. The results indicated that: (a) in line with a static attribute model, clients' pre-counseling problem-solving appraisal scores predicted post-counseling career and psychological outcomes as well as career decidedness even after partialling out clients' pre-decidedness scores; (b) in line with a dynamic attribute model, clients who experienced positive changes in problem-solving appraisal in counseling were more likely to have more positive career resources to use in their career transitions as well greater goal directedness; (c) participation in career counseling related to positive change in problem-solving appraisal scores at a level similar to problem-solving training workshops; and (d) clients' changes in problem-solving appraisal related to changes in the working alliance over time.     

Planned Happenstance: Constructing Unexpected Career Opportunities

Chance plays an important role in everyone's career, but career counseling is still perceived as a process designed to eliminate chance from career decision making. Traditional career counseling interventions are no longer sufficient to prepare clients to respond to career uncertainties. Work world shifts challenge career counselors to adopt a counseling intervention that views unplanned events as both inevitable and desirable. Counselors need to teach clients to engage in exploratory activities to increase the probability that the clients will discover unexpected career opportunities. Unplanned events can become opportunities for learning.     

The Individual Career Counseling Needs and Experiences of Female Survivors of Partner Violence

The impact of partner violence on women's employment and career development is profound. Career counselors may contribute substantially to these women's rehabilitation. This study examined employment and career counseling needs, barriers experienced, and counseling satisfaction of female survivors of partner violence (N = 71). The women participated in community‐ and research‐based individual career counseling services designed to promote their short‐ and long‐term career development. The authors conducted correlational, t‐test, and logistic regression analyses and found that barriers differed by race/ethnicity, age, number of children, and career service needs. Results provide important information about survivors' career counseling service access and needs.     

Career Counseling for Families (and Other Multi-Age Groups)

This article presents a model for career counseling of families. Parents need to have skills to help their children and young adults make good career decisions. Children can also help their parents clarify their goals for either reentering the labor market or making career changes. The model can also be adapted for other groups whose members' ages differ widely. The differing ages representing people in different stages of career development provide a dynamic element, which can increase effectiveness. Laramore provides a summary of counseling sessions to assist the counselor in working with groups of this type.     

Career Counseling Specialty: History,Development, and Prospect

This article contains an overview of the historical development of the specialized practice, preparation standards, and credentialing of career counseling. Discussion also focuses on commonalities of career counseling, general counseling, and other specialized forms of counseling, with attention to questions and implications for the future of career counseling practice and standards.     

Applying the Cognitive Information Processing Approach to Career Problem Solving and Decision Making to Women's Career Development

An expanded framework of the Cognitive Information Processing (CIP) approach to career problem solving and decision making is outlined for career counseling with women. The modified framework addresses structural and individual barriers in women's career development and provides practical suggestions for applying and evaluating the CIP approach in career counseling.     

A型人格与“80后”大学生员工职业锚的关系研究

个性与人们职业选择和职业发展存在着密切关系,选择与人格相匹配的职业锚,不仅有助于个体合理规划自身的职业生涯,而且组织也可以人员优化组合,从而提高组织绩效。本文以A型人格作为人格测量指标,选取“80后”大学生员工为研究对象,通过问卷调查深入探讨了A型人格与职业锚之间的关系,结果发现：A型人格与“80后”大学生员工自主型、创业型、技术型与挑战型的职业锚存在正相关,与挑战型和自主型职业锚有因果关系,其中时间紧迫感（CH）维度对挑战型职业锚有预测作用,竞争不耐烦（TH）维度对自主型职业锚有预测作用。具有A型人格的“80后”大学生员工非常适合创业和自主型的工作。B型较适合选择管理型与安全型的职业锚以发展自身的职业道路。本文对相关数据进行分析并提出建议和对策,帮助“80后”大学生员工设计符合自身个性的职业生涯规划。