1. Career Development and
Counselling Process
Employment Counselling Services
Department of Post-Secondary
Education, Training and Labour
COURSE 121
NEW BRUNSWICK

2. Training Program
COURSE TITLE PREREQUISITE
Course 111: Career Development and Counselling
Theories
None
Course 121: Career Development and
Counselling Process
Course 111
Course 131: Career Development and Counselling
Challenges
Course 121
Course 141: Using Labour Market Information in
Employment Counselling
None
Course 151: Facilitating Client Learning None
Course 211: Assessment Instruments Course 111
Course 311: Work Search None
COURSE 121 – Career Development and Counselling Process – December 2010 2

3. Icebreaker Activity
 Give your full name and describe the place
where you were born
 Share your personal motto – and its meaning
to you
 State your expectations for this course
COURSE 121 – Career Development and Counselling Process – December 2010 3

4. Learning Objectives and Competencies
 Establish and maintain a collaborative relationship
(S3.2.2)
 Have knowledge of how change and transition affect
clients moving through the career process (C3.1.3)
 Incorporate your personal approach to service into
the Employment Services Delivery Model in order to
achieve client objectives (S3.2.4)
 Deal with reluctant clients (C2.3.2)
 Monitor clients’ progress (S3.2.5)
COURSE 121 – Career Development and Counselling Process – December 2010 4

5. Stages of Skill Acquisition
COURSE 121 – Career Development and Counselling Process – December 2010
u i
c i
c c
u c
ui: Unconscious incompetence
ci: Conscious incompetence
cc: Conscious competence
uc: Unconscious competence
What happens when we learn …
5

6. Definition: Process
 Method employed to obtain a certain
result
 Particular form which frames the
unfolding of a process
COURSE 121 – Career Development and Counselling Process – December 2010 6

7. Definition: Career Development
Career Development is the lifelong process of
managing learning, work, leisure, and
transitions in order to move forward a
personally determined and evolving
preferred future.
Canadian Standards and Guidelines
For Career Development Practitioners
COURSE 121 – Career Development and Counselling Process – December 2010 7

8. Definition of Counselling
Counselling is a way of entering into a relationship
based on established principles and special
knowledge in order to facilitate self-knowledge,
acceptance and emotional growth and optimal
development of personal resources. The final
objective is to give the individual the opportunity
to evolve toward a more satisfying way of life by
increasing his or her own resources.
British Association for Counselling
COURSE 121 – Career Development and Counselling Process – December 2010 8

9. Career Counselling
 The process in which a counsellor
works collaboratively to help clients
clarify, specify, implement, and adjust
to work-related decisions. Career
counselling addresses the interaction
of work with other life roles.
“Essential Elements of Career Counseling”,
Amundson, Harris-Bowlsbey & Niles (2005, p.6)
COURSE 121 – Career Development and Counselling Process – December 2010 9

10. Definition: Employment Counselling
Employment counselling refers to a problem-
solving process addressing one or more of the
following domains: career/occupational decision-
making, skills enhancement, job search and
employment maintenance. The purpose of
Employment Counselling is to help clients improve
their employability and self-sufficiency in the
labour market
Canadian Standards and Guidelines
For Career Development Practitioners
COURSE 121 – Career Development and Counselling Process – December 2010 10

11. Employment Counselling
COURSE 121 – Career Development and Counselling Process – December 2010 11
Client
Counsellor
Working Alliance
Spheres Process
Identification of
Employability Need
Clarification of
Employability Concern
Development of
Employment Action Plan
Implementation of
Employment Action
Plan & Follow Up

12. Research shows that …
 The quality of the working relationship and
alliance is fundamental.
 The interview is a process of interpersonal
influence based on the counsellor’s
competence as perceived by the client.
 Recognition of the client’s subjective
experience is a determining factor.
 The counsellor’s personal characteristics
are 8 time more important than technique.
COURSE 121 – Career Development and Counselling Process – December 2010 12

13. Importance of Variables in Change
COURSE 121 – Career Development and Counselling Process – December 2010 13
Counsellor
25%
Tech.
10%
Client
65%
Counsellor,
25%
Tech, 10%
Client, 65%
Lambert, Shapiro and Bergin, 1986
Source: Savard, R. (2006). Course Notes – OIS 715,
Université de Sherbrooke

14. My Personal Style
COURSE 121 – Career Development and Counselling Process – December 2010 14
ME !!!!

15. Alonzo’s Philosophy
COURSE 121 – Career Development and Counselling Process – December 2010 15
Pearl of the day …

16. Working Alliance
 The working alliance between a
counsellor and a client implies:
• Agreement on the goals to be achieved.
• Agreement on the tasks to be performed to
reach those goals.
• Establishment of an emotional bond involving
respect and trust.
COURSE 121 – Career Development and Counselling Process – December 2010 16

17. Please
 PROTECTING …
 LISTENING …
 ENQUIRING …
 ACKNOWLEDGING …
 SUPPORTING …
 EXCHANGING …
COURSE 121 – Career Development and Counselling Process – December 2010 17

18. Employability Dimensions
 Career decision-making
 Skills enhancement
 Job search
 Employment maintenance
COURSE 121 – Career Development and Counselling Process – December 2010 18

19. Employment Service Delivery Process
 Phase 1: Determination of employability
need
 Phase 2: Clarification of employability
concern
 Phase 3: Development of the employment
action plan
 Phase 4: Implementation of the
employment action plan and follow up
COURSE 121 – Career Development and Counselling Process – December 2010 19

20. William Bridges
Process of transition
Current state Desired state
Loss Renewal
Disengagement
Disidentification
Disenchantment
Disorientation
Neutrality Action
Introspective
reflection
Anxiety
Confusion
(NEW BALANCE)(IMBALANCE)
RENEWALNEUTRALLOSSES
RENEWAL
COURSE 121 – Career Development and Counselling Process – December 2010 20

21. James Prochaska
Stages of change
COURSE 121 – Career Development and Counselling Process – December 2010 21
Contemplation
Ending
Precontemplation
Preparation
ActionMaintenance

22. Lifelong career development
COURSE 121 – Career Development and Counselling Process – December 2010 22
The career rainbow

23. Ethics
 A system of values
 Rules/Standards governing the conduct
of members of our profession
COURSE 121 – Career Development and Counselling Process – December 2010 23

24. Ethical Practice
 Personal Values
 Judgements
 Knowledge of Obligations
COURSE 121 – Career Development and Counselling Process – December 2010 24

25. 5-Step Ethical Decision-Making Process
1. Recognize that an ethical dilemma exists.
2. Identify the relevant ethical issues, all of the
parties involved and the corresponding pertinent
ethical principles from the Code of Ethics.
3. Examine the risks and benefits of each alternative
action.
4. Choose a solution, take action and evaluate the
results.
5. Learn from the situation.
COURSE 121 – Career Development and Counselling Process – December 2010 25

26. Ethical Fitness
… is the capacity to recognize the nature
of a challenge and respond with a
robust understanding of the dilemma
especially when several options have
ethical foundations.
COURSE 121 – Career Development and Counselling Process – December 2010 26

27. Theory Capsule: Research shows that
effective counsellors …
 Identify objectives and develop a work plan collaboratively
with their clients.
 Perform relevant tasks in a concerted fashion.
 Ensure a reliable connection that promotes emotional
engagement.
 Establish, re-establish, and maintain a working alliance.
 Are emotionally available and accepting of their client’s
experience.
 Know how to provide clients with the unique experience of
being validated, understood, and supported in their thinking
and decision-making process.
Source: Savard, R. (2007). Course notes – OIS Counselling de carrière,
Winter, Université de Sherbrooke
COURSE 121 – Career Development and Counselling Process – December 2010 27

28. Theory Capsule: Research shows that
effective counsellors … (contd.)
 Are understanding and supportive during the destabilizing
process of change, talking the client’s characteristics into
account.
 Offer optimum interventions, based on the context.
 Regulate their own mental and emotional health.
 Are always available to learn and change their practice and to
broaden their knowledge and know-how.
 Are able to recognize people’s complexity, changeability, and
uniqueness.
 Are constantly developing their introspective consciousness of
self in action.
Source: Savard, R. (2007). Course notes – OIS Counselling de carrière,
Winter, Université de Sherbrooke
COURSE 121 – Career Development and Counselling Process – December 2010 28

29. Theory Capsule: Research shows that
effective counsellors … (contd.)
And additionally …
 The more counsellors limit themselves to rational aspects and
the client’s cognitions, the fewer positive results they will
obtain (it is important to consider all aspects of a client’s
situation).
 The more counsellors adhere strictly to a specific model or
approach, the more compromised the alliance and the client’s
progress will be (models are flexible tools in the service of the
counselling process).
Source: Savard, R. (2007). Course notes – OIS Counselling de carrière,
Winter, Université de Sherbrooke
COURSE 121 – Career Development and Counselling Process – December 2010 29