Articles
Article: Program Design Goals Methods Philosophy Evaluation
For both the Career Planning Program (CPP) and the Strategic Job Search programs, (SJS) we reinforce the philosophy that "Career Development is the lifelong process of managing your learning (formal and informal) and work (paid and unpaid)."
The Canadian Career Development Foundation
The Canadian Career Development Foundation
Program Design
Landell uses carefully selected and designed program material, technology and software and provides time for participants to reflect, explore labour market and career reference material, and interact with the facilitators and group.
In designing and updating our CPP and SJS programs we keep in mind the skills, knowledge and attitude we want participants to acquire or enhance that will help them manage their lifelong career development tasks.
Competencies
The Blueprint for Life/Work Designs describes 11 competencies that will help individuals manage their lifelong career development tasks. For the Job Search the key competencies desired as an outcome would be 5, 6,7 and 8, and for the Career Exploration the key competencies would be 5, 8, 10 and 11. For both programs ideally our clients would address all 11 competencies at some level.
The 11 Competencies are:
Landell uses carefully selected and designed program material, technology and software and provides time for participants to reflect, explore labour market and career reference material, and interact with the facilitators and group.
In designing and updating our CPP and SJS programs we keep in mind the skills, knowledge and attitude we want participants to acquire or enhance that will help them manage their lifelong career development tasks.
Competencies
The Blueprint for Life/Work Designs describes 11 competencies that will help individuals manage their lifelong career development tasks. For the Job Search the key competencies desired as an outcome would be 5, 6,7 and 8, and for the Career Exploration the key competencies would be 5, 8, 10 and 11. For both programs ideally our clients would address all 11 competencies at some level.
The 11 Competencies are:
- Build and maintain a positive self-image
- Interact positively and effectively with others
- Change and grow throughout one's life
- Participate in life-long learning supportive of life / work goals
- Locate and effectively use life / work information
- Understand the relationship between work and society / economy
- Secure / create and maintain work
- Make life / work enhancing decisions
- Maintain balanced life and work roles
- Understand the changing nature of life / work roles
- Understand, engage in and manage one's own life / work building process.
Material from Blueprint for Life/Work Designs, authors/editors Lorraine Haché, Dave E. Redekopp and Phil S. Jarvis, January 2000. National Life/Work Centre, National Occupational Information Coordinating Committee (U.G.), Canada Career Information Partnership, Human Resources Development Canada
Methods
Our Facilitators / Career Development Practitioners, and our Program Administrative Assistants are all client and goal oriented, subscribing to the program models we use.
Because we all learn differently, the program Facilitators use a variety of presentation methods. Some participants learn best by seeing / reading (visual), others by doing activities (kinaesthetic), and others by listening (auditory). Activities and pacing are varied to try to match participants' experience and needs. A variety of equipment and presentation tools are used. The activities take place in a business setting with computers and phones. There is always a purposeful hum of activity and a lot of laughter.
In the course of a day participants may go from the classroom, to the computer lab, resource area, and video-review room for different activities. Career software and the Internet help participants focus. Computer skills are not required, apart from some familiarity with using a mouse and keyboard. We combine group work with one-to-one sessions as well. Our Administrative Assistants key in and format professional looking resumes for those in the SJS who require this service.
Our goal is to provide a safe, supportive, and positive environment with constant validation (positive reinforcement), encouragement and coaching. Everyone is given equal air time. Feedback given to participants is designed to be supportive while realistic. Participants work in pairs and teams, as well as with the whole group, inspiring and supporting each other. They learn to identify areas of strength and areas to improve. Building on each manageable, successful step the participants build life, career, job search and job keeping skills that will last a life time.
Our Facilitators / Career Development Practitioners, and our Program Administrative Assistants are all client and goal oriented, subscribing to the program models we use.
Because we all learn differently, the program Facilitators use a variety of presentation methods. Some participants learn best by seeing / reading (visual), others by doing activities (kinaesthetic), and others by listening (auditory). Activities and pacing are varied to try to match participants' experience and needs. A variety of equipment and presentation tools are used. The activities take place in a business setting with computers and phones. There is always a purposeful hum of activity and a lot of laughter.
In the course of a day participants may go from the classroom, to the computer lab, resource area, and video-review room for different activities. Career software and the Internet help participants focus. Computer skills are not required, apart from some familiarity with using a mouse and keyboard. We combine group work with one-to-one sessions as well. Our Administrative Assistants key in and format professional looking resumes for those in the SJS who require this service.
Our goal is to provide a safe, supportive, and positive environment with constant validation (positive reinforcement), encouragement and coaching. Everyone is given equal air time. Feedback given to participants is designed to be supportive while realistic. Participants work in pairs and teams, as well as with the whole group, inspiring and supporting each other. They learn to identify areas of strength and areas to improve. Building on each manageable, successful step the participants build life, career, job search and job keeping skills that will last a life time.
Some methods we draw on are:
- Job Club "Azrin" method
Dr. Nathan Azrin, a behavioural psychologist from Illinois, U.S.A., developed a hands-on job search method based on research he did on the most successful strategies for finding a job. He included these basic strategies in a step-by-step "Job Finding Club" program that emphasized positive reinforcement and sticking to the goal of finding work. He advocated that the Facilitators observe a "brief talk" rule that promoted having job seekers learn by doing and build on successes.
- Dr. Peavey's "Socio-Dynamic" Method
Dr. Vance Peavey from the University of Victoria, when speaking of "Socio-Dynamic" career counselling, opposed sticking a label on people and advocated that a vocabulary of sufficiency rather than deficiency be used. Clients are ultimately the experts on their own lives. He advocated that Counsellors reduce their own talking and increase the client's level of activity.
- Dr. Norm Amundson's "Active Engagement" Method
Dr. Norm Amundson from the University of British Columbia has developed a method of career counselling called "Active Engagement". While acknowledging that traditional career development methods which are logical, ordered, controlled and sequential have their place, he also maintains that these must be supplemented by approaches that emphasize creativity, innovation, and flexibility. He sees the job of the Career Counsellor as being to "reignite the flame" and "creativity" of the individual.
Our Philosophy
It is obvious that our career counselling philosophy uses a "composite" approach, drawing from different models / theories and respecting the various developmental areas of your life. Note that we also recognize the wisdom with the process approach to career counselling which views occupational choice as a sequence of inter-related processes that span a lifetime.
We try to avoid labelling and when we use testing (structural approach using psychometric instruments such as interest inventories and, aptitude tests trying to match a person's characteristics to the most suitable work environment) we use the testing to assist participants in understanding their real "whole" self, not to create what Dr. Vance Peavy describes as a "file self based on data and tests." Each person is a unique individual.
Besides having a future, everyone has a past and a personality that is unique to them. The areas of health, work and learning, relationships and spirituality are interactive systems which together comprise the whole individual. We regard each person as a "whole" being. For this reason we try to follow Dr. Peavey's advice to avoid labelling. When we use testing and assessments we do so to help clients understand their real selves. The results of the inventories and tests are not "prescriptive". They provide options and suggestions for the individual to consider. The results of career planning assessments are a starting point to help people expand their options, make informed choices and focus.
In terms of the MBTI® psychological type assessment which we use in the Career Planning Program, as the forward to Looking at Type and Careers advises, "Remember that you are the expert on who you are and what your type preferences are, and you are the one who will decide how you will express your type in whatever career you choose." Our stance in having participants self-identify their best-fit type through a variety of exercises is one of, "Is this true for you?" rather than "This is you!"
Myers and Kirby advise in Introduction to Type and Type Development that "Although psychological type is a valuable tool for understanding and promoting human development, it is important to remember that it is just one factor in personality and human functioning. Others include motivation, life experiences, the degree of vulnerability, physical health and personal ethics." MBTI® can help you answer the question, "Am I in a place where I can use my gifts?"
The Personality Dimensions material which we use in the Strategic Job Search Program reminds us that the temperament type "colours" model is only a tool, that everyone is a blend of the four character types, each person usually prefers one (or more) type(s), and all four types (inquiring green, organized gold, resourceful orange, or authentic blue) are equally good. Individuals identify the strengths, challenges, preferences and values of their colour that ring true, gaining greater understanding of themselves and others. This tool will help with job finding as well as with job maintenance.
Program Evaluations
We ask that all participants complete Evaluation Forms at the end of the program or workshop to help us assess and fine-tune what we are doing. There is a quick daily feedback time as well. We value the comments and insights of participants.
Conclusion
We trust that the Landell Career Planning Program and Strategic Job Search Program will be a place where participants can identify, appreciate and focus their gifts as they continue along their career development path towards meaningful work and healthy work / life balance.
It is obvious that our career counselling philosophy uses a "composite" approach, drawing from different models / theories and respecting the various developmental areas of your life. Note that we also recognize the wisdom with the process approach to career counselling which views occupational choice as a sequence of inter-related processes that span a lifetime.
We try to avoid labelling and when we use testing (structural approach using psychometric instruments such as interest inventories and, aptitude tests trying to match a person's characteristics to the most suitable work environment) we use the testing to assist participants in understanding their real "whole" self, not to create what Dr. Vance Peavy describes as a "file self based on data and tests." Each person is a unique individual.
Besides having a future, everyone has a past and a personality that is unique to them. The areas of health, work and learning, relationships and spirituality are interactive systems which together comprise the whole individual. We regard each person as a "whole" being. For this reason we try to follow Dr. Peavey's advice to avoid labelling. When we use testing and assessments we do so to help clients understand their real selves. The results of the inventories and tests are not "prescriptive". They provide options and suggestions for the individual to consider. The results of career planning assessments are a starting point to help people expand their options, make informed choices and focus.
In terms of the MBTI® psychological type assessment which we use in the Career Planning Program, as the forward to Looking at Type and Careers advises, "Remember that you are the expert on who you are and what your type preferences are, and you are the one who will decide how you will express your type in whatever career you choose." Our stance in having participants self-identify their best-fit type through a variety of exercises is one of, "Is this true for you?" rather than "This is you!"
Myers and Kirby advise in Introduction to Type and Type Development that "Although psychological type is a valuable tool for understanding and promoting human development, it is important to remember that it is just one factor in personality and human functioning. Others include motivation, life experiences, the degree of vulnerability, physical health and personal ethics." MBTI® can help you answer the question, "Am I in a place where I can use my gifts?"
The Personality Dimensions material which we use in the Strategic Job Search Program reminds us that the temperament type "colours" model is only a tool, that everyone is a blend of the four character types, each person usually prefers one (or more) type(s), and all four types (inquiring green, organized gold, resourceful orange, or authentic blue) are equally good. Individuals identify the strengths, challenges, preferences and values of their colour that ring true, gaining greater understanding of themselves and others. This tool will help with job finding as well as with job maintenance.
Program Evaluations
We ask that all participants complete Evaluation Forms at the end of the program or workshop to help us assess and fine-tune what we are doing. There is a quick daily feedback time as well. We value the comments and insights of participants.
Conclusion
We trust that the Landell Career Planning Program and Strategic Job Search Program will be a place where participants can identify, appreciate and focus their gifts as they continue along their career development path towards meaningful work and healthy work / life balance.
