a) developmental and preventive:
e.g. careers education, use of job clubs, occupational information resources
and simulations like work experience.
b) targeted and remedial:
~career practitioners becoming proficient in using cognitive restructuring. This
implies `reframing’ the perspective of the client. For example, a client who is
extremely nervous about attending for selection interview should rather accept
that the interview is an opportunity to impress the prospective employers and
the other candidates (positive self-talk).
~careers practitioners should use behavioural counselling techniques,
including role playing or trying new behaviours, desensitization when dealing
with phobias and `paradoxical intention’ (i.e. a client is helped to engage in the
types of behaviour that have created a problem).2.3 evaluating and applying the LTCC:
Krumboltz discusses the increasingly important questions of measuring the outcomes of
guidance and evaluating practice.
a) New Outcome Measures:
Two favourite measures in careers practice are:
● indecision:a major goal for practice has been overcoming decision. However,
in the new labour market, being `open minded’ will be an increasingly attractive
quality.
● congruence:work environments are becoming increasingly fluid. Job descriptions
are becoming less task orientated and more outcome orientated. Trying to
match individuals to congruent environments assumes that both individuals and
environments will remain constant.
b) Emerging Criteria:
The LTCC would put more emphasis on practitioners asking questions like these:
● How successful have my interventions been in stimulating new learning on the
part of my clients?
● How well have my interventions helped my clients cope will a constantly changing
world of work?
● How much progress are my clients making in creating a satisfying life for
themselves?