When people think of getting career advice they often consider two options. The first being getting the advice of someone in their circle of family, friends and colleagues. The gravitation towards an individual in this group is predicated on visible signs of success exhibited (even if it is relative). Advice obtained in such scenarios are often subjective but is nonetheless influential, due to existing relationship bonds. Those seeking a more objective assessment often fall back on personal research into the industry, roles and requirements from available information online and/or through industry forums such as events, conferences and seminars.
Somewhere in the back of people’s minds are also thoughts of career counselling sessions they experienced in high school or college. Rarely will they avail themselves of this option once they are already in the workforce, either because of the expense involved or due to the perceived lack of relevance to their unique situation. Workforce politics, the constraints of organisational structures and the impact of work demands on people’s day to day lives, often highlight the lack of depth and ‘reality’ such conversations took place under. With experience up their sleeve, strategic career decisions thus tend to be considered personal to most people. Tactical advice will only sometimes be garnered for things such as job search assistance, as well as cover letter or resume writing.
The above ‘practical’ approach is understandable, but has several key drawbacks
- Facts and feelings are often intertwined when strategic decisions are made, leading to erroneous steps that can prove costly
- Holistic decisions that take a balanced account of the sense of individual meaning in an occupation against the objective reality of day to day workforce demands are difficult to make. This is particularly so, given sources of available advice lack contextual sensitivity to a person’s actual values, interests, strengths, traits and resources.
- Lack of interactivity and involvement when experts are actually engaged, as they often merely serve a functional transactional role
- Information gathering is focused on superficial impressions of ‘model success stories’, rather than an understanding of the underlying motivations and drivers behind them. This can lead to unsustainable and often unrealistic expectations of the career transition process
What modern workers considering a career change require is a solution focused approach. One that acknowledges the important role of personal as well as workforce ‘realities’ as being equally important in the decision-making process. It must also facilitate a dialogue between inner, sometimes unearthed, personal stimuli for change, with outside social influences on career choices. Finally, such a solution based approach should unlock the desire for change from within, so it is sustainable and executable. After all, career change can have a substantial impact not only on the lives of those undergoing it, but also on the friends and family around them.
Solution Oriented Career Counselling
Solution oriented career counselling is in many ways the direct opposite to what most people experienced in formal educational settings. As the name suggests it focuses on helping individuals unlock their desire for change. It does this in a very practical way, by leveraging a person’s existing experience in undertaking similar challenges. Drawing upon past successes, the potential for goal achievement become exponentially more probable. This in turn builds internal momentum, as individuals realise they have the tools and resources to tackle what seems a monumental challenge – one step at a time. The sessions also are less about an expert imparting knowledge, and more about facilitating the unlocking of personal wisdom. Information is imparted where necessary, but it is designed to help people reflect on how they can leverage it rather than being directive in nature.
This modern client focused approach has been scientifically proven through many academic studies and is the one we adopt at Endorse Sheet. It is characterised by the following characteristics
- Collaborative in Nature – the emphasis is on an alliance between you and us. Think of it as a conversation where we are trying to figure out how to solve a problem.
- Perspective Based – it is your perspective that matters in the process. How you perceive the outcome of the career transition will help you understand your motivation
- Unlocking Your Potential – the tools and resources you have at your disposal are probably much greater than you realise. We focus on helping you realise them.
- Change Management – career transition is rarely an overnight process. We help you navigate through the steps, one at a time.
This ethos is encompassed in the tools we’ve made available to you when you sign up. Each serves a purpose to empower you to meet your career goals.
- Career Wizard – to help you reflect and better understand your life and career goals, so you can make informed strategic decisions
- Strengths Assessment – to help you better understand your resources and what environments will bring out the best in you and which don’t
- Career Finder – to help objectively assess careers against your personal values, so whatever change you undertake is going to be sustainable
- Job search tools such as Interview Workout and Endorsements – to help make the most of those opportunities when they come up, by delivering the right impression leading up to and on the big day
Depending on where you are in the career transition journey, you can move and come back to any of them in any order that your individual situation calls for. We provide guidance and suggestions to help you get started, but you are totally free to find a path that suits and works for you!