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|a ED427181 Microfiche
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|a Stevens, Paul.
|0 http://id.loc.gov/authorities/names/n85142519
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| 245 |
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|a Why Career Planning Can't Be Hurried /
|c Paul Stevens.
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| 260 |
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|a [Place of publication not identified] :
|b Distributed by ERIC Clearinghouse,
|c 1999.
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|a The apprehension and insecurity generated by the shattering of expectations of long-term work are causing many individuals to develop self-limiting beliefs and behaviors and resist taking responsibility for their own career futures. Consequently, endeavoring to facilitate a client's career decision making in one meeting has become unprofessional. The first objective should be to determine where clients are in the career review process. Helpers (career counselors) need a structured process to help them and their clients navigate through the nonlinear career-planning journey. Stevens' model of career development, which emphasizes integration of clients' work-related and personal strengths by encouraging a review of the whole person, postulates six stages of career development: self-assessment, interpreting data, opportunity awareness, decision learning, transition training, and transition accomplished. Career planning workbooks and career assessments that can be self-administered under a counselor's supervision are useful tools for career planning because they help clients develop responsibility and accountability for their career development and work satisfaction. Regardless of the tools available to them, many people get stuck in the decision-making phase. Gelatt's Positive Uncertainty Approach is valuable because it helps clients learn to live with uncertainty and not always expect definite answers and precise outcomes in their career planning. (MN)
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|a Centre for Worklife Counselling, Sydney (Australia)
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