Transcript Assessment
One-on-one Counseling SOLER Reflection Questions Performance Objective At the end of this lesson you will be able to: list and describe the foundational principles of one-on-one facilitation. define and describe advantages and disadvantages of openand closed-ended questions. define and describe the skills of reflection and questioning in an interview. Basic Principles of Facilitation Genuineness Understanding Acceptance Empathy Respect Trust One-on-One facilitation • S - Square up to client to display undivided attention • O – Open posture • L – Lean in • E – Eye contact • R - Relax Reflection Mirrors both the content and feeling Closed-Ended Questions Advantages Disadvantages • Easy for job seeker to answer • Yield or clarify information quickly • Restrict job seekers to brief answers • Keep the questioner in control • May provide less information • May feel like an interrogation • Heard as advice or criticism Open-Ended Questions Advantages Disadvantages • Invite job seekers to explore thoughts/feeling • Gives some control • Convey interest and respect • Provide unexpected information • Allows job seekers to wander from topic and lose focus or avoid topics • Leads to a series of “I don’t know” answers Common Themes Initial Interviews • Mixture of feelings: suspicion, fear, tentativeness, resentment • Concern about fairness • Concern about expectations Initial Interviews Convey interest and respect Use open-ended questions to explore Use closed-ended questions to clarify Use reflection to demonstrate listening and understanding Using 1-on-1 counseling Skills Performance Objective At the end of this lesson you will be able to: determine the difference between formal and informal assessments. define and describe advantages and disadvantages of open- and closed-ended questions. Develop a structured interview template using the Wheel. Experience two examples of career theory-based informal assessment tools. • Developed w/o scientific rigor • Has no known reliability & validity • Administered informally • Interpreted in a nonstandardized way Formal Informal Assessment • Developed with scientific rigor • Has known reliability & validity • Administered in a standard, specific way • Interpreted in a standardized way Informal Assessment Strengths Low cost Can be administered w/o ordering materials Can offer greater opportunity to learn about person taking assessment Informal Assessment Weaknesses Interpretation may be subjective Facilitators may interpret the same results differently Activities have not been subjected to scientific study Informal Assessment Types •Forced-Choice Activities •Card Sorts •Checklists •Structured Interviews •Simulations (games) Structured Interview One-on-one conversation in which the facilitator’s part of dialogue is preplanned EDUCATION & TRAINING TRANSFERABLE SKILLS SOCIAL & ECONOMIC FACTORS INTERESTS Whole Person Concept PERSONAL TRAITS POTENTIAL SKILLS LEISURE TIME ACTIVITIES PHYSICAL CAPACITIES Checklist Choosing items from a list that indicates preferences or personal characteristics Interests & Skills Checklist • Complete questionnaire about interests and work experiences • One completed, tally scores for all six categories • Draw profile • Join in group discussion Performance Objective At the end of this lesson you will be able to: • describe the differences between Structural and Developmental Career theories. • determine your own Holland Code and explain what it means. • identify the primary elements RIASEC • define the term vocational self concept Formal Assessment Strengths Has been normed for validity and reliabilty Produces standardized results Can be compared to others taking the same instrument Formal Assessment Weaknesses Can be expensive to administer Individuals should be trained to administer and interpret Individuals taking the test may feel it is not a true picture of who they feel they are Structural Career Theories Individual Traits Job Traits Job Success Developmental Career Theories Socioeconomic Factors Personal Characteristics Career Patterns Mental/Physical Abilities Life Expectancies Definition of Career A combination of activities in all life roles at a specific point in time (lifespan) John L. Holland Concept 1: People can be described as a combination of six personality types – Realistic – Investigative – Artistic – Social – Enterprising – Conventional John L. Holland Concept 2: A Holland code can be used to identify – Occupations – Jobs – Schools – Majors – Leisure Activities John L. Holland Concepts 3 & 4: – People of a given type are drawn to an environment of the same type. – When person and environment types are matched, people are likely to be satisfied and productive. John L. Holland Realistic Conventional Investigative Enterprising Artistic Social Activity Well-Differentiated Profile High, Flat Profile Low, Flat Profile