ERIC ED402501: The Worklife Methodology. A Framework for Career Transition Making.

8 Pages·1996·0.2 MB·English

by  ERIC

DOCUMENT RESUME
CE 073 194
ED 402 501
AUTHOR
Stevens, Paul
The Worklife Methodology. A Framework for Career
TITLE
Transition Making.
Centre for Worklife Counselling, Sydney
INSTITUTION
(Australia).
PUB DATE
96
NOTE
7p.
Viewpoints (Opinion/Position Papers, Essays, etc.)
PUB TYPE
(120)
MF01/PC01 Plus Postage.
EDRS PRICE
Adults; Career Change; Career Choice; *Career
DESCRIPTORS
Counseling; *Career Development; Career Planning;
Evaluation Methods; *Evaluation Utilization; Foreign
Countries; Models; Occupational Information;
Resources; Self Actualization; *Self Concept
Measures; *Self Evaluation (Individuals); Vocational
Interests
ABSTRACT
The Worklife Methodology is a process for helping
people determine their next career and life management actions. It
includes three components: the Stevens' Model of Career Development;
2, or 3; and
Structured Analysis through Career Analysis Levels 1,
the Three-Dimensional Analysis Process. The Stevens' Model of Career
Development is a formula for taking people through the whole journey
of self-exploration and evaluation of their career options and on to
the successful implementation of their choice, given their employment
environment or labor market opportunities and restrictions. The model
shows the sequence in which a person should proceed to resolve
worklife direction problems. The model has six stages, with specified
activities within each stage: self-assessment, interpreting data,
opportunity awareness, decision learning, transition training, and
transition accomplished. Structured Analysis provides three levels of
self-search through the use of an equation that helps to order
information in a coherent way that will lead to improved
understanding and comfort in choosing a particular career action. The
third component of the Worklife Methodology, the Three-dimensional
(3-D) Analysis process includes a focus on job content, employment
environment type, and lifestyle preferences. The Worklife Methodology
seeks to help a person define his or her real self. It is now widely
used to assist adults in personnel review situations in Australia and
New Zealand, and it is also being used in other countries for helping
people through career transitions, employment problems, and
unemployment. (KC)
***********************************************************************
Reproductions supplied by EDRS are the best that can be made
from the original document.
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DISSEMINATE THIS MATERIAL
EDUCATIONAL RESOURCES INFORMATION
HAS BEEN GRANTED BY
CENTER (ERIC)
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G
PS
received from IMP Demon or organization
originating it
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lePrOduction mussy
Points of view or opinions stated in this docw
most do not necessenN represent official
TO THE EDUCATIONAL RESOURCES
OERI DOSIIi041 or policy.
The Worklife Methodology
INFORMATION CENTER (ERIC)
A Framework for Career Transition Making
by Paul Stevens, Founder / Director, The Worklife Network
have been published. The most
person neglected the difficulties
The Worklife Methodology
recent is the 10th Anniversary
of (i) making a decision between
for helping people deter-
edition published in 1991 (ISBN appealing options and (ii) how to
mine their next career and
1 875134 10 7) and reissued in
implement a career action deter-
management
action step
life
mination once it had been care-
1996 with a new cover depicting
comprises, in its most basic form:
fully and thoroughly identified.
a Swedish artist's representation
The Stevens' Model of Ca-
Hence my Model includes the
of the theme of the book.
reer Development
steps of Decision Learning and
The Model is a formula for
Structured Analysis through
Transition Training. I also found
taking people through the whole
Career Analysis Levels 1, 2
that several models researched
journey of self-exploration and
or 3
and designed within an academic
evaluation of their career options
environment failed
my tests
The Three-Dimensional
and on through to the successful
when applied to the situations of
Analysis Process
implementation of their choice,
my clients in the reality of the
given their employment environ-
The Stevens' Model of
world of work. While originating
ment or labour market opportuni-
Career Development (see
career
adult
development
in
ties and restrictions.
Figure 1)
theory, my Model has an essen-
is foolish to reinvent the
It
tially practical approach which
It is inevitable that, as time pass-
wheel or ignore the wide variety
incorporates most, if not all, of
es, researchers or practitioners in
of wheels that already exist. So
the aspects of a person's work
career and worklife counselling
the Model I have evolved incor-
and way of life in their career
evolve new theories and models
porates the hard work of previous
transition mak-
and enrichment
those
well
refine already
or
researchers and career develop-
ing.
known. The Stevens' Model of
ment practitioners and their out-
Career Development is one of
The Stevens' Model illustrated
put of career decision-making
them. I devised an early version
in Figure 1 shows the sequence
approaches and counselling pro-
of the Model in 1981 when a
in which a person should proceed
cesses. But, like an artisan,
I
book I had written, Stop Postpon-
worklife
direction
resolve
to
have added to and refined the
ing the Rest of Your Life, was
problems. The Model has six
wheels. I have rejected what has
first published. Since that date,
Within each stage there
stages.
not worked to my standards of
considerable refinements and ex-
are specified activities. The activ-
career support provision and dis-
tensions of my Model have been
the individual undertakes
ities
covered some nuts and bolts not
made and, concurrent with this
can be with or without the sup-
previously invented. In particu-
evolution, new editions of Stop
port of a career counsellor or
lar, what I did observe was that
Postponing the Rest of Your Life
mentor. It is necessary to proceed
many models designed to help a
through each of these discrete
stages in the sequence described.
Worklife has been providing in-company career and life planning training
To change this sequence could
since 1983. In the past year nearly 100 workshops have been facilitated.
jeopardise the validity and quali-
Career development support strategies have been designed in partnership
tative success of the outcomes.
with more than 22 organisations since 1994 for their employees and
executive management objectives.
9
Worklife Ply Ltd, Sydney 1996
Figure 1
The Stevens' Model of Career Development
lots of data can be fitted by the
client and viewed from different
Stage One: Self-Assessment
perspectives by both the client
(Clarify issues and
concerns
Assemble an information base
and the skilled helperthe career
through structured analysis
Review current job effectiveness
counsellor or mentor.
Check employment experiences
Abilities
Interests
Values
Primary wants
Employment environment
vreferences
Structured Analysis
Lifestyle considerations
(see Figure 2)
It is useful to employ an equation
Stage Two: Interpreting Data
to provide a structure for the
(Analysis
Transferable skills identification
Career
client's self-review, so that the
requirements developed
Resolve ambiguities
Lifestyle
client's thinking is given a dis-
integration
Monetary needs and considerations
Barriers to
tinct focus and sense can be
uccess
Identify perceived and real constraints
made of the complexities of their
psychological make-up and the
Stage Three: Opportunity Awareness
of their
individuality
personal
CCollect information
Research
Organisation information
needs. The use of an equation
gathering
Reality testing
Cultivate a network
Mentoring
helps them to not only identify
Evaluate results
Select career action(s) options
what is important to them but
also determine how important
each of these aspects is in their
Stage Four: Decision Learning
career determinations.
Evaluate career action options
Trade-offs
Decide on goals
Prepare Career Action Step Statement
The Worklife Methodology in-
corporates the option of three
levels of self-search and planning
Stage Five: Transition Training
detail by the client. Level 1
is
(Schedule career transition actions
Rehearse for negotiations
expressed as an equation:
Develop strategies for success
Check career action
preparation
Prepare requests for approval
Audit career
M (PW) + V + I + PS - PC
..ransition progress
= Career Action Step
Decision
Stage Six: Transition Accomplished
My experience
that
the
is
Review of completed career action steps
Assessment of
majority of clients can evolve
well-being
satisfactory outcomes for their
career planning by using
this
in fact, encouragestalking to
The Stevens' Model of Career
Level 1 equation. Yet, for many,
Development is essentially a de-
and being helped by others dur-
a greater depth of analysis and
velopmental based concept, not a
ing
self-search
problem-
the
data gathering about self and
matching process. Users are not
solving
and
decision-making
employment situation
their
is
led to a list of occupations on
journey.
needed and often wanted. Hence
which to base their career action
Career assessment instruments
Levels 2 and 3.
decisions. They are led to initiate
for self-assessment by the client
career exploration (Opportunity
The equation helps people to
and structured self-search and
Awareness) using the
explore themselves and to incor-
conclu-
self-determination designs have
sions from their self-assessment
porate this information in a co-
been developed for each stage of
herent way which will lead to
phase and then apply detective,
the Model.
communication
improved
understanding
research
and
and
skills. The Model requires the
The use of the Model proceeds
comfort in choosing a particular
more comfortably
user to be self-sufficient,
if
using
a
career action. The formula com-
but
structured framework into which
does not preclude the need for
prises M for Motives, V for Val-
ues, I for Interests, PS for Pre-
Figure 2
Career Analysis Levels
ferred Skills or Competencies,
PC for Perceived Constraints.
M (PW) + V + I + PS PC
Level 1 :
M = Motivationis about es-
Level 2 :
Structured Learning Workbooks
tablishing what our current pri-
My Career, My Life, Myself (Stevens, Worklife)
mary wants are at this stage of
The PIE Method for Career Success (Porot, JIST Inc.)
our life and personal circum-
stances.
How to Create a Picture of Your Ideal Job (Bolles, 10 Speed)
V = Valueshelps focus on
Level 3 :
Life Management Review
what we value most consistently.
Stop Postponing the Rest of Your Life (Stevens, Worklife)
Awareness of our values is criti-
What Color is Your Parachute? (Bolles, 10 Speed)
cal so that we avoid affront or
Life Skills (Leider, Pfeiffer / Prentice-Hall)
disappointment. Values are a crit-
ical factor in our quest for per-
Clients assemble this database:
should be incorporated in their
sonal fulfilment.
to analyse their particular situa-
career planning and subsequent
tion with the assistance of non-
I =
Interests
career actions.
assessment
threatening,
which
non-psychometric
identifies
the
essential
An example of a Level 3
themes that need to be incorpo-
career assessment instruments; to
workbook is Stop Postponing the
unravel confusion; and to put
rated in our work for us to have a
Rest of Your Life which contains
order into their thoughts and con-
chance at deriving work satisfac-
50 analysis exercises covering
clusions. They can then plan their
tion.
each of the six stages of Stevens'
exploration and carry out action
PS = the talents, skills, com-
Model of Career Development.
steps to alter a worklife situation
The exercises
petencies we prefer to use in our
stimulate
self-
which is proving unsatisfactory
work, i.e. our specific set of mo-
exploration, learning by doing,
or
inhibiting
or
fulfilment,
tivated abilities which may or
self-discovery options awareness
change from unemployment to
may not conform with our apti-
and personal resolutions. Clear
being
appropriately
employed
tudes.
directions
are
provided
for
where what we do is matched
recording responses, information,
PC = Perceived Constraints.
with our uniqueness.
insights, consultations with oth-
These feature in everyone's lives.
Many clients require a larger
ers, reflections, action steps, real-
Listing them is important. The
database before planning can take
ity testing, checklists and sched-
individual items can then be ex-
place and they can make deci-
ule making.
amined to determine the degree
sions. Hence, the Worklife Meth-
to which each constraint exists
While the most desirable situa-
odology for Levels 2 and 3 utilis-
and a conclusion can be reached
tion is for the individual to com-
es
publications
designed
as
plete all of the exercises, some
as to whether it really is an obsta-
workbooks with questionnaires
cle or can be circumnavigated by
career development and life man-
and inventories requiring many
agement issues can be satisfac-
adopting a particular strategy or
hours of use and data collation
attitude or acquiring more accu-
torily resolved by using a selec-
and contemplation. These pro-
tion of the exercises from each
rate information.
vide a structure for clients' think-
Stage. It follows that omitting a
Constraints are also personal
ing and acting. The myriad of
Stage by avoiding all exercises in
choices about what the person
facts and experiences of the lives
that Stage jeopardises the success
wants to include in their frame-
they have led need to be segment-
of outcomes.
work of decision making, e.g.
ed. Clues may be buried in the
part-time work hours, child- or
The structured analysis exer-
depths of their memory, even in
obligations and de-
elder-care
cises emphasise learning through
their subconscious. A structure
sires. In other words, the boun-
stimulated self-initiated explora-
may prise them out into the open
daries of our personal decision
tion. People can undertake them
for considered review and for
alonein privacyas
making.
of
'home-
evaluation
whether
they
Worklife Pty Ltd, Sydney 1996
3
4
Three-Dimensional Analysis
Figure 3
work'. They can proceed at their
own pace through their career
management review
life
and
journey. Alternatively, a trainer
can select some exercises to be
undertaken during attendance at a
workshop, or a counsellor can do
likewise during a series of coun-
c>
CAREER ACTION
SELF
selling / career coaching helping
ASSESSMENT
STEP DEFINED
JOB
meetings.
CONTENT
Some people experience diffi-
culty with self-search exercises
EMPLOYMENT
ENVIRONMENT
TYPE COMPATIBILITY
of this nature. They may want a
speedy resolution to their prob-
LIFESTYLE
PREFERENCES
lem, a quick fix. Some will not
experiment adequately with the
exercises in Stop Postponing the
ternal characteristics of the per-
results they want and deserve for
Rest of Your Life before conclud-
external.
The
son
than the
undertaking this effort.
ing that they do not need them or
client's data gathering is guided
Three-Dimensional Analysis
that this method is unappealing.
to each of the three dimensions.
(see Figure 3)
Reluctance to commit personal
The client must link their internal
thoughts in writing will deter
data (their inner self) to their
the
of
third
The component
some. Concerns about sharing
the
Methodology
is
Work life
view of their external world (the
personal data with a counsellor
Three-Dimensional (3-D) Analy-
outer self) before a career self-
or trainer may cause them to fail
help action can be taken. The
sis process. Identifying an appro-
their own learning
to extend
priate career direction is more
client
demands
methodology
boundaries. Some need to be
complex than simply analysing
self-responsibility, i.e. the need
driven by a recent setback in
skills and finding out where they
to recognise that the person, not
their career or personal life to
best fit in the world of work. This
others, is accountable for their
find the courage and make the
analysis requires a 3-D approach
own employability and worklife
effort required to complete the
focussing on each of the follow-
satisfaction.
exercises which often seem con-
ing: Job Content, Employment
It is a person's internal and ex-
fronting in nature.
Environment Type and Lifestyle
ternal characteristics which cause
Preferences. Once the client has
The important factor is that
them to be satisfied or dissatis-
assembled their data and deter-
reading and thinking about career
fied in their employment choice.
mined their requirements for each
and life management rarely suf-
The external characteristics are:
of the three dimensions, the task
fices when considering all that
occupational title, job title pro-
of integrating each into a coher-
needs to be done to make signifi-
vided by an employer (may differ
ent career direction is addressed.
cant changes in behaviour, atti-
to the first), remuneration, pres-
This 3-D approach within the
tude and degree of inner well-
tige, status, location, commuting
Methodology extends
Work life
being about our worklife. A per-
to and from workplace, degree of
the traditional person-job content
proceeds
actively
who
son
influence with others, evidence
only matching procedures and
through the exercises in Stop
of career path(s)
traversed to
thereby redefines career planning
Postponing the Rest of Your Life
date. The internal characteristics
as life management planning.
is learning the value of feeling
are: self-concept, goals, aspira-
more in charge of their career
Summary
tions, values, feelings, satisfac-
and life management direction
tion, anger, disappointment, phi-
The Worklife Methodology seeks
and enhancing the beliefand
losophy of life, view of age and
to help the client define their real
thereby their self-confidence
health, the feeling of being in
self. It is focused more on the in-
that their diligence will bring the
control of one's life direction.
© Work life Ply lid, Sydney 1996
4
Figure 4
Employer's Support Services Guide
Each of us has an individual
world created around our view of
Stage One: Self-Assessment
self. This inward view of our-
Provide resources for self-understanding
Self-help workbooks
selves gives us our personal per-
Assessment instruments
Analysis of development needs
spective on the world around us.
Skill gap assessment
Career planning workshop
The events occurring in our out-
side world, whether work, family
or other happenings, are inter-
Stage Two: Interpreting Data
preted by the current state of our
Provide fom for confidential discussion
forum
Counsellor help
inner world or view of self. Some
Check for realistic appraisal of potential
Input data into
call this inner world our self -
employee skill inventory
concept. Just as events are occur-
ring outside usa continual se-
Stage Three: Opportunity Awareness
ries of changesso too our inner
Kink
world is changing. Our view of
person with appropriate resources and people
Provide
career information resources
Career path and mobility options
these external events, therefore,
Provide job content skill/competency definitions
Job
changes as our sense of self
r.acancy, job rotation, secondment opportunity bulletins
changes and we modify our in-
ward view as these changes take
place, comfortably or uncomfort-
Stage Four: Decision Learning
ably.
Training in decision-making methods
Communication of
realities of options
Provision of mentor assistance
Our careereven broader, our
Access to
third party external counsellor
Documentation of career action
lifeis the outcome of our inner
resolution
self's responses to the interaction
between these external and inter-
nal forces. The choices, decisions
Stage Five: Transition Training
and emotional investments we
Provide support to realise goal acceptable to organisation and
make in work, family and other
employee
Career coaching from manager
Interview training
areas shape the overall nature of
Résumé writing help
our lives and feelings. Because
neither we nor the environment
Stage Six: Transition Accomplished
stays still, changes in both influ-
Follow up by HRM staff on outcomes, i.e. benefits for employer,
ence, alter and sometimes disturb
benefits for employee
Schedule career progress review
our viewpoint. Both major and
Reinforce manager's role in career support
minor changes can disrupt the
balance. A new accommodation
son is equipped with a meaning-
counsellors are using it for people
needs to be made. A redefinition
ful life skill and is often capable
in such diverse needs as: orders
of self and the external world is
of repeating the process alone
of religious women (nuns); mili-
required in order to restore com-
when the need recurs in their
tary to civilian career changers;
fort to our lives and a sureness
redundant personnel
life's journey.
(outplace-
that the actions we take really are
ment); work injured (rehabilita-
Use of Methodology
right for us. New assessments, an
to the
tion); women returning
expanded
awareness
of
our
The Worklife Methodology
is
'hard-core'
workforce;
unem-
strengths, skills, preferences and
now widely used to assist adults
ployed; athletes terminating their
value system need to be made.
personal
review
in
situations
sporting careers; those who have
Hence, our career is a sequence
across Australia and New Zea-
to or want to redeploy where they
of alternating stable and transi-
land. It is also the foundation for
employers
work;
wanting
a
tional phases. Once a client has
pathfinding help
people
to in
career self-reliant workforce (see
facilitated
been
through
the
Nordic countries through our as-
Figure 4); migrants needing new
Work life Methodology, the per-
sociates, New Start AB. Career
directions; the midlife confused;
O Worklife Pty Ltd, Sydney 1996
5
_
= =
third-age transition makers; aca-
=
=TM
=
-
_-=
_ =
_
deme in their training of career
.2.1.1 XL. ZA AA' ALI
V-=w
counsellors; post-retirement per-
An Explanation
sonal fulfilment seekers.
Work life Pty Ltd continues to
The term ` Worklife' was chosen
with others, and effective perfor-
research, design and publish new
mance both at work and non-
to reflect our continuing work in
`tools' providing counsellors and
work activities. 'Life' in Work-
research,
counselling,
training
trainers working with my Model
and publishing material which
life means our focus is on the
with new designs and refine-
total person. 'Work' relates to
improving people's
relates
to
ments to help the progress of
enjoyment from their employ-
the roles in which the person is
those they are assisting at each
ment activities and other aspects
involved
(employee,
student,
stage of the problem-solving pro-
of their lives.
homecarer and citizen) and their
cess and to audit their clients'
environments (workplace, educa-
readiness to proceed to the next
We do not accept the tradition-
tional institution, home, commu-
al view of career supportthat
stage.
nity).
is, to help people acquire satis-
* * *
Ours is a holistic approach
faction only from their working
The Worklife Methodology is
in our counselling and career
hours. We consider that occupa-
described by me in greater detail
tional satisfaction can only occur
training workshops we consider
within A Passion for Work: Our
all features of a person at the
when a person's total needs are
Lifelong Affair published in 1993
included in the assessment of
same time as maintaining respect
(ISBN 1 875134 20 4).
what is lacking and what needs
for personal privacy by use of
to be done to increase inner well-
non-threatening
inquiries
into
improved
being,
relationships
thoughts
and
circumstances.
=
TM
.1-4. ALA." All
The
Network
-7=
Established in 1979
Paul Stevens, Founder/Director
Worklife Career Action Centre, 5 Earl Street, Mosman NSW 2088, Australia
PO Box 407, Spit Junction NSW 2088, Australia
Web Pages: http://www.ozemail.com.au/-worklife
Email: [email protected]
AUSTRALASIA
OVERSEAS
NSW
USA and Canada
Western Australia
The Centre for Worklife Counselling
Career Research & Testing
Service Training International
T [phone] F [phone]
T [phone] F [phone]
T [phone] F [phone]
Victoria
The Netherlands
Northern Territory
Waite Career Development Centre
The Phoenix Shop
Raelene Overall Consultants
T [phone] F [phone]
T (20) 679.5766 F (20) 676.5416
T [phone] F [phone]
ACT
Sweden
Tasmania
Career Action
New Start AB
Tasmanian Career Centres
T 0411.236.124
T [phone] F [phone]
T [phone] F [phone]
South Australia
WellingtonNew Zealand
Hong Kong
Rod Wenham Career Consulting
Learning Resources & Technologies
Creative Careers Ltd
T [phone] F [phone]
T (852) 2890.8963 F (852) 2890.9015
T [phone] F [phone]
Queensland
AucklandNew Zealand
United Kingdom
Corporate Consulting Services
TDA Consulting Limited
Career Dynamics
T [phone] F [phone]
T [phone] F [phone]
T [phone] F [phone]
6
O Worklife Pty ltd, Sydney 1996
U.S. DEPARTMENT OF EDUCATION
IC
Office of Educational Research and improvement (OERI)
Educational Resources Information Center (ERIC)
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