Passion, meaning and purpose is a fundamental driving force in our work and we want our clients to accomplish that stance in their careers.
Self-discovery is an essential commitment
Multi generational client base
Lifespan career coaching consideration
Individualised and customised
Developing personal Brand can be a goal and an unintended result
Developing Personal Business Models is a potential outcome
Lifespan Career Coaching
One of the challenges for individuals pursuing a career throughout their life span is how to maintain a high level of professional competence. As the composition of the workforce changes, and new technologies are developed, workers are faced with changing job demands and pressures. A major issue for this decade is how long a worker's skills will remain current. With rapid technological changes, workers may find it necessary to update continually their knowledge, skills, and abilities or risk becoming obsolete. Factors such as individuals' motivation and attitudes and organisational climate can contribute to choices regarding career development. Current research on the factors that contribute to career development activities is reviewed, along with the impact of multiple career transitions throughout the life span. Interventions such as retraining and outplacement, which allow individuals in later life to continue work, change jobs, and further develop their careers, are also discussed.
to think on from Steven's model
It is inevitable that, as time passes, researchers or practitioners in career and worklife counselling evolve new theories and models or refine those already well known. The Stevens’ Model of Career Development is one of them. I devised an early version of the model in 1981 and since that date, considerable refinements and extensions have been made.The model is a formula for taking people through the whole journey of self–exploration and evaluation of their career options and on through to the successful implementation of their choice, given their employment environment or labour market opportunities and restrictions.This model has an essentially practical approach which incorporates most of the aspects of a person’s work and way of life in their career and transition making.The Stevens’ Model illustrated in Figure 1 shows the sequence in which a person should proceed to resolve worklife direction problems. The model has six stages and within each stage there are specified activities. The activities the individual undertakes can be with or without the support of a career counsellor, coach or mentor. It is necessary to proceed through each of these discrete stages in the sequence described. To change this sequence could jeopardise the validity, sustainability and qualitative success of the outcomes
.The Stevens’ Model of Career Development is essentially a client development concept leading to career self–resiliency, not a matching process. Users are not led to a list of occupations on which to base their career action decisions. They are led to initiate career exploration (Opportunity Awareness) using the conclusions from their self–assessment phase and then apply detective, communication and research skills to identify appropriate job role(s). The Model requires the user to be self–sufficient, but does not preclude the need for—in fact, encourages—talking to and being helped by others during the self–search problem–solving and decision–making journey.Career assessment instruments for self–assessment by the client and structured self–search designs have been developed for each stage of the model.The use of the model proceeds more comfortably by using a structured framework into which lots of data can be fitted by the client and viewed from different perspectives by both the client and the skilled helper—the career counsellor, coach or mentor.The Stevens’ Model helps each person to find the answer at each stage to the profound questions illustrated in Figure 2.
The Stevens’ Model is now widely used to assist adults in personal review situations across Australia and New Zealand. It is also the foundation for pathfinding help to people in Nordic countries, Ireland, Singapore and South Africa. Career counsellors are using it for people in such diverse needs as: orders of religious women (nuns); military to civilian career changers; redundant personnel (outplacement); work injured (rehabilitation); women returning to the workforce; ‘hard–core’ unemployed; athletes terminating their sporting careers; those who have to or want to redeploy where they work; employers wanting a career self–reliant workforce; migrants needing new directions; the midlife confused; third–age transition makers; academe in their training of career counsellors; post–retirement personal fulfilment seekers.The journey to career self–reliance the client traverses can be described as a crescendo effect—in the early stages they grapple with the myriad of factors which affect their decision making, then break through to enhanced self–understanding to arrive at a point of firm resolution and commitment to thoroughly considered action (see Figure 3). The self–knowledge and information gained from the process guided by the six stages within the Model increase the client’s self–confidence. This serves as a motivating force for overcoming constraints or previously perceived barriers and implementing resolutions.Figure 3 — The Crescendo Effect