Thoughts on Theories
and Models:
Emerging Approaches
Panel
Presentation
Norman Amundson, Kris Magnusson,
Dave Redekopp, and Roberta Neault
In the Beginning
...
Emerging
Thoughts . . .
Shaping the
Future . . .
Agenda
IN THE BEGINNING . . .
JEC Special Edition
Goals:
• Brief descriptions of theories in theorists’ own voices
• Legacy JEC issue
By the numbers:
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1 year process
13 articles
17 contributors
23 annotated references
Career
Contributors
Engagement
Roberta
Neault
Nancy
Coherent
Career
Schlossberg
Practice
Nancy Arthur
Jim Bright
Sandra
Collins
Frederick
Leong
Robert Pryor
Active
Engagement
Sunny Hansen
Mark Pope
John
Krumboltz
Mary
McMahon
Spencer Niles
Kris
Magnusson
Dave
Redekopp
Mark
Savickas
Norm
Amundson
Deirdre
Pickerell
Themes
Diversity
Change and Chance
Contextual Systemic Influences
Constructing Careers
Sustaining Engagement
Theoretical Foundations
of Career Development
Development
Matching
Responsiveness
Neault, 2014
10 Key Concepts in Career Theory
1. Beyond “test and tell”
2. Recycling through stages of development
3. Complexity of life roles
4. Culture counts
5. Expect the unexpected
6. Change is an event
7. Careers are constructed
8. Systems are dynamic
9. Career responsiveness
10. Employee engagement
CCPA
Calgary, 2012
NCDA
Boston, 2013
ACDC
Calgary, 2014
IAEVG
Quebec, 2014
On the Road Again . . .
ACTIVE ENGAGEMENT:
The Being and Doing of Career
Counselling
Dr. Norman Amundson
University of British Columbia, Canada
norman.amundson@ubc.ca
Clients often come forward with a
“crisis of imagination”. What is
needed is a counselling approach that
is consistent with the challenge that is
being presented.
Current Counselling Practice
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Problems are narrowly defined
Standard set periods of time for discussion
Over reliance on verbal counselling
methods
Space is unimaginative and cramped
Social and cultural contexts are not
considered
A More Actively Engaged
Counselling Approach
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Holistic orientation (physical, mental,
emotional, spiritual)
Redesigning counselling space
Flexible scheduling and reflective breaks
Affirming paradox and uncertainty
Increased attention to cultural sensitivity
MUSINGS ON CAREER PROCESS
AND THEORY
Kris Magnusson
Dean, Faulty of Education
Simon Fraser University
Dave Redekopp
President
Life Role Development Group
When you were a child, did you
imagine being a ...
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Nano-mechanic?
Old age wellness manager?
Memory augmentation surgeon?
Weather modification police?
Waste data handler?
Social networking worker?
Personal brander/communications
advisor?
Parallel programmer?
Career
The constellation of life-roles
an individual plays over his or
her lifetime.
It is one’s “life story”.
The Career Planning Model
Initiate
Context
Explore
Decide
Potential
Process
Prepare Implement
Knowledge Sustain
Meaning Demand
Direction Skills
Support
Barriers
Next
Step
Confidence
Hope
Pride
Opportunity
Attitudes
Action
Plan
Passion Purpose Performance Poise
Coherent Career Practice
4
4 Fundamental Career
Development Challenges
Facing Individuals
Individual
#1
CareerChallenge
Literacy
How do I acquire and then make
sense of all of the information
available to me so I can make
choices that will benefit me in the
future?
Career Gumption
Individual Challenge #2
How do I find hope? Once found,
how do I build and sustain the
enthusiasm, energy and just plain
will to be continuously adaptive?
Career
Context
Individual Challenge #3
Where do I fit in this world? What is
available to me? How do I achieve a
balance between my needs and all of the
forces and influences around me?
Career
Integrity
Individual Challenge #4
How do I make all of these decisions,
and take all of these actions, in a way
that allows me to maintain a sense of
who I am? How do I take pride in what I
do?
Putting it Together ...
Creativity and passion – the
gumption/integrity nexus – are
enabled and enacted on when we
foster career literacy and act in
our career context.
Thank you!
dave.redekopp@gmail.com
kris.magnusson@sfu.ca
CAREER ENGAGEMENT
Dr. Roberta Neault
President, Life Strategies Ltd.
Associate Dean, Faculty of Behavioural Sciences,
Yorkville University
Dr. Deirdre Pickerell
Vice President, Life Strategies Ltd.
Boosts
Productivity /
Contributions
Retains
Skilled
Workers
Why Does
Engagement
Matter?
Strengthens
Optimism /
Hope
Enhances
Work/Life
Satisfaction
Appreciation
Contribution
Employee
Engagement
Commitment
Alignment
Pickerell, 2009
Career Engagement
Career Engagement is
the current emotional
and cognitive connection
to one’s career.
It is a state in which one is
focused, energized,
and able to derive pleasure
from life’s activities.
It is realized through
the dynamic interaction
of challenge and capacity.
Measuring Career Engagement
Challenge (10 items)
• Motivating Work
• Meaningful Opportunities
Capacity (25 items)
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Work-Life Balance
Resources
Work Fit
Work-Life Boundaries
Supervisor Support
Alignment
Co-Worker Relationships
Optimism
Biggest predictor of career success / job satisfaction
Yet, 72% of BC respondents
not optimistic about career opportunities
10 WAYS TO
MAXIMIZE
ENGAGEMENT
1. PROVIDE
MOTIVATING WORK
2. OFFER MEANINGFUL
OPPORTUNITIES
3. RECOGNIZE THE
IMPORTANCE OF
“WORK FIT”
4. EQUIP SUPERVISORS
TO SUPPORT
EMPLOYEES’ CAREERS
5. STRENGTHEN
CO-WORKER RELATIONSHIPS
6. PROVIDE
RELEVANT RESOURCES
7. CONTINUOUSLY
MONITOR ALIGNMENT
8. FACILITATE
WORK-LIFE
BALANCE
Intellectual
Spiritual
Physical
Work
Social
Emotional
Leisure
9. RESPECT
WORK-LIFE
BOUNDARIES
10. ALIGN
CHALLENGE
AND CAPACITY
GUERRILLA TACTICS
Kris Magnusson
Dean, Faulty of Education
Simon Fraser University
SHAPING
THE FUTURE