Career Counseling With Diverse Populations

Career Counseling With Career Counseling With Diverse PopulationsDiverse Populations

SCCN 645SCCN 645Adapted from the work of Williamson (2005)Adapted from the work of Williamson (2005)

Multicultural Career CounselingMulticultural Career Counseling

Culture can refer to many aspects of life Culture can refer to many aspects of life and livingand livingTwo people from the same race could Two people from the same race could share some values, attitudes, and so on, share some values, attitudes, and so on, but might also be very different in their but might also be very different in their cultural makeup. cultural makeup. Counselors should be alert to value Counselors should be alert to value orientation when working with different orientation when working with different cultural groupscultural groups


Cultural variability includes:Cultural variability includes:– Variability of worldviews including constructs Variability of worldviews including constructs

of individualism & collectivismof individualism & collectivism– Time orientationTime orientation– View of Human natureView of Human nature– Personal space Personal space – PrivacyPrivacy

Byars-Winston, A. M., Fouad, N. A. (2006). Metacognition and multicultural Byars-Winston, A. M., Fouad, N. A. (2006). Metacognition and multicultural competence: Expanding the culturally appropriate career counseling model. competence: Expanding the culturally appropriate career counseling model.

The Career Development Quarterly, 54, 187-201.The Career Development Quarterly, 54, 187-201.

FindingsFindings– Fouad & Byars-Winston (2005) MetanalysisFouad & Byars-Winston (2005) Metanalysis

No difference in career aspirations by self-reported No difference in career aspirations by self-reported racial/ethnic groupsracial/ethnic groupsRacial/ethnic minorities perceived fewer career Racial/ethnic minorities perceived fewer career opportunities and greater barriers opportunities and greater barriers

– Hold that counselors should evaluate their Hold that counselors should evaluate their culturally-relevant metacognitions when culturally-relevant metacognitions when working with clientsworking with clients

– Poses the CACCM with their own 7 stepsPoses the CACCM with their own 7 steps– Assert that “cultural differences in norms, Assert that “cultural differences in norms,

values, and expectations significantly shape the values, and expectations significantly shape the emergence and recognition of a career problem emergence and recognition of a career problem operate not only for the client but also for the operate not only for the client but also for the counselor.”counselor.”


Culture does have an important role in work-Culture does have an important role in work-related values. related values. Differences between cultures helps us Differences between cultures helps us understand employee attitudes, values, understand employee attitudes, values, behaviors, & interpersonal dynamicsbehaviors, & interpersonal dynamicsCounselors must be aware of different cultural Counselors must be aware of different cultural orientations when establishing rapport. orientations when establishing rapport. Necessary skill areas include awareness of Necessary skill areas include awareness of differences, self-awareness, knowledge of differences, self-awareness, knowledge of client’s culture, and adaptation of counseling client’s culture, and adaptation of counseling methods, materials, & procedures. methods, materials, & procedures.


Optimal theory is multidimensional in Optimal theory is multidimensional in nature and emphasizes how nature and emphasizes how – Specific cultures influence and develop Specific cultures influence and develop

worldviewsworldviews– The human universality of themes cut across The human universality of themes cut across

culturescultures– The uniqueness of the individual is developedThe uniqueness of the individual is developed


Multicultural counseling and therapy theory Multicultural counseling and therapy theory (MCT) was developed because many (MCT) was developed because many contemporary theories of counseling do not deal contemporary theories of counseling do not deal adequately with the complexity of culturally adequately with the complexity of culturally diverse populations.diverse populations.

We must balance the focus of counseling, We must balance the focus of counseling, expand the repertoire of helping responses, expand the repertoire of helping responses, identify indigenous helping roles, and develop identify indigenous helping roles, and develop alternatives to the conventional counseling role.alternatives to the conventional counseling role.


Immigrants have special needs that Immigrants have special needs that involve premigration process as well as involve premigration process as well as the adjustment process in a new & the adjustment process in a new & different culture. different culture. Adjustment to a new culture includes Adjustment to a new culture includes transitions of reconstructing social transitions of reconstructing social networks, adjusting to a new networks, adjusting to a new socioeconomic system, and learning a socioeconomic system, and learning a different cultural system.different cultural system.


Counselors must develop a great sensitivity to culturally Counselors must develop a great sensitivity to culturally diverse clients when conducting an interview. diverse clients when conducting an interview. Technique issues include:Technique issues include:– Eye contactEye contact– TouchTouch– Probing questionsProbing questions– Space & distanceSpace & distance– Verbal styleVerbal style– Restrictive emotionsRestrictive emotions– ConfrontationConfrontation– self-disclosureself-disclosure– Focus on self-in relation & self-in-contextFocus on self-in relation & self-in-context

Career Development of African Career Development of African American (AA) ClientsAmerican (AA) Clients

Swinton (1992) concluded that AA are Swinton (1992) concluded that AA are disadvantaged economically and disadvantaged economically and occupationallyoccupationally– 36.9% of AA men, but 61.8% of White men 36.9% of AA men, but 61.8% of White men

were employed in “good” jobs in 1990 (i.e., were employed in “good” jobs in 1990 (i.e., executives, administrators, etc.)executives, administrators, etc.)

– 45.2% of AA men, and 23.9% of White men 45.2% of AA men, and 23.9% of White men were employed in “bad” jobs (i.e., laborers, were employed in “bad” jobs (i.e., laborers, service workers, material movers, etc.)service workers, material movers, etc.)

Career Development of African Career Development of African American ClientsAmerican Clients

Trait-Factor TheoriesTrait-Factor Theories– Possibly do not consider unique needs, Possibly do not consider unique needs,

intertwined with psychological testing of intertwined with psychological testing of minorities and ability testing (Anastasi, 1982; minorities and ability testing (Anastasi, 1982; Franklin, 1991, et. al.)Franklin, 1991, et. al.)

Super’s TheorySuper’s Theory– Question of whether career maturity applies Question of whether career maturity applies

across SES and ethnic background (Smith, across SES and ethnic background (Smith, 1983)1983)

Career Development of African Career Development of African American ClientsAmerican Clients

Holland’s TheoryHolland’s Theory– Miller, Springer, and Wells (1988) found that Miller, Springer, and Wells (1988) found that

most of their AA respondents recorded Social most of their AA respondents recorded Social type as highest or second highest personality type as highest or second highest personality typetype

– Gottfredson (1978) reported that realistic and Gottfredson (1978) reported that realistic and social jobs surfaced as the most frequent social jobs surfaced as the most frequent source of jobs for AAsource of jobs for AA

– Gottfredson also found AA are poorly Gottfredson also found AA are poorly represented in Enterprising work at all levelsrepresented in Enterprising work at all levels

Career Development of Career Development of Hispanic ClientsHispanic Clients

Predicted to soon be the majority, minority Predicted to soon be the majority, minority group group

Include heritages of Mexico, Cuba, Puerto Include heritages of Mexico, Cuba, Puerto Rico, Central America, or SpainRico, Central America, or Spain

Largest groups: Mexican, Puerto Rican, CubanLargest groups: Mexican, Puerto Rican, Cuban

Concentrated more in lower-paid, lesser-skilled Concentrated more in lower-paid, lesser-skilled occupations of the work forceoccupations of the work force

Progress is being made with subsequent Progress is being made with subsequent generationsgenerations

Career Development of Career Development of Hispanic ClientsHispanic Clients

Arbona (1990) suggested that middle-class Arbona (1990) suggested that middle-class and college-educated Mexican Americans and and college-educated Mexican Americans and Anglos are similar in their attitude towards Anglos are similar in their attitude towards workwork– Many variations in generational immigration and Many variations in generational immigration and

attained level of educationattained level of education

Luzzo (1992) found that Hispanic college Luzzo (1992) found that Hispanic college students did not differ from their white-students did not differ from their white-American peers in career decision-making American peers in career decision-making skills, attitudes, or vocational congruenceskills, attitudes, or vocational congruence

Career Development of Asian Career Development of Asian AmericansAmericans

Since 1980’s this population grew by 70%Since 1980’s this population grew by 70%

Into the 2000’s continue to grow by 40-Into the 2000’s continue to grow by 40-50%50%

First generation student = “Superstudent”First generation student = “Superstudent”

Diverse Group heritages include Diverse Group heritages include Japanese, Chinese, Vietnamese, Japanese, Chinese, Vietnamese, Cambodian, Filipino, Thai, KoreanCambodian, Filipino, Thai, Korean


80% of all Asian Americans are in college 2 yrs. 80% of all Asian Americans are in college 2 yrs. after high school – education is viewed as after high school – education is viewed as vehicle to mobilityvehicle to mobility

Family structure important – education is tied to Family structure important – education is tied to values of homevalues of home

Typical male occupations (investigative types) – Typical male occupations (investigative types) – engineers, computer scientists, and engineers, computer scientists, and mathematiciansmathematicians

Females are sex-typed like whites, but generally Females are sex-typed like whites, but generally lean towards investigative typeslean towards investigative types


Might prematurely constrict choices based on Might prematurely constrict choices based on prestige. May ignore variables such as interest and prestige. May ignore variables such as interest and aptitude.aptitude.

Directive counseling preferable, authoritative style – Directive counseling preferable, authoritative style – counselor who is confident and provides structure, counselor who is confident and provides structure, interpretation, and solutions to problemsinterpretation, and solutions to problems

May place emphasis on extrinsic values: money, May place emphasis on extrinsic values: money, stability, and securitystability, and security

Involve parents in intervention – linear social valuesInvolve parents in intervention – linear social values

Career Development of Native Career Development of Native AmericansAmericans

No other group has experienced deeper No other group has experienced deeper prejudiced or is in a less-advantaged prejudiced or is in a less-advantaged posture (Herr, Cramer, & Niles, 2005)posture (Herr, Cramer, & Niles, 2005)

Nearly 50% of all NA live on NA lands and Nearly 50% of all NA live on NA lands and some 275 reservationssome 275 reservations

Concentrated Los Angeles, San Francisco, Concentrated Los Angeles, San Francisco, & Chicago& Chicago

Over 450 recognized tribes (Casas & Over 450 recognized tribes (Casas & Arbona, 1992)Arbona, 1992)


Values significantly different from Values significantly different from mainstream: sharing, cooperation, the group, mainstream: sharing, cooperation, the group, a circular time orientation, harmony with a circular time orientation, harmony with nature, and respect for elders (Herring, 1996)nature, and respect for elders (Herring, 1996)

Extremely high unemployment rateExtremely high unemployment rate

Enter a restricted number of occupations Enter a restricted number of occupations (1/3(1/3rdrd of the relatively few who attend college, of the relatively few who attend college, earned their degrees in education or social earned their degrees in education or social sciences)sciences)


Self-efficacy has been measured as lower Self-efficacy has been measured as lower than that of Whites and Hispanics (Lauver than that of Whites and Hispanics (Lauver & Jones, 1991)& Jones, 1991)

NA tend to prefer a counselor with similar NA tend to prefer a counselor with similar ethnicityethnicity

Parents seem to have a greater impact on Parents seem to have a greater impact on their children than other, particularly, their children than other, particularly, majority groups (Lee, 1984)majority groups (Lee, 1984)

Gender Issues in Career Gender Issues in Career CounselingCounseling

Women are reassessing their career Women are reassessing their career priorities and looking beyond the priorities and looking beyond the traditional feminine working roles. traditional feminine working roles.

Even though women are being given great Even though women are being given great opportunities to expand their career opportunities to expand their career choice, barriers to the changing role of choice, barriers to the changing role of women in the working world still exist.women in the working world still exist.


In response to the women’s movement, In response to the women’s movement, men are reexamining their roles, beliefs, & men are reexamining their roles, beliefs, & relationships with women.relationships with women.

The Society for the Psychological Study of The Society for the Psychological Study of Men and Masculinity, Division 51 of the Men and Masculinity, Division 51 of the American Psychological Association was American Psychological Association was formed to study gender roles & formed to study gender roles & masculinity. masculinity.


Several Career Theorists have addressed Several Career Theorists have addressed women’s issueswomen’s issuesSuper was one of the major career development Super was one of the major career development theorists who addressed career development theorists who addressed career development patterns of women. patterns of women. He classified them into 7 categories: stable, He classified them into 7 categories: stable, homemaking,conventional,stable working, homemaking,conventional,stable working, double track, interrupted, unstable, and multiple double track, interrupted, unstable, and multiple trial. trial. Super among others viewed career development Super among others viewed career development of women as different from men.of women as different from men.


Ginzberg denoted three lifestyle Ginzberg denoted three lifestyle dimensions:dimensions:– Traditional (homemaker-oriented)Traditional (homemaker-oriented)– Transitional (more emphasis on home than on Transitional (more emphasis on home than on

job.)job.)– Innovative (giving equal emphasis to job & Innovative (giving equal emphasis to job &

home)home)


Zytowski (1960s) labeled vocational Zytowski (1960s) labeled vocational developmental patterns of women as:developmental patterns of women as:– Mild vocationalMild vocational– Moderate vocationalModerate vocational– Unusual vocationalUnusual vocational(Stages similar to Ginzberg)(Stages similar to Ginzberg)Through vocational participation, woman can change Through vocational participation, woman can change

their modal lifestyle. Patterns of vocational their modal lifestyle. Patterns of vocational participation for women are determined by age at participation for women are determined by age at entry, the length of time that a woman works, and the entry, the length of time that a woman works, and the type of work undertaken. Further determinants type of work undertaken. Further determinants include: individual motivation, ability, environmental include: individual motivation, ability, environmental circumstances (such as financial need)circumstances (such as financial need)


In the late 1970s, Sanguiliano (1978) In the late 1970s, Sanguiliano (1978) emphasized the theme of different and emphasized the theme of different and special needs of women.special needs of women.He suggests that a woman’s life cycle He suggests that a woman’s life cycle does not follow a rigid progression of does not follow a rigid progression of developmental tasks and that attention developmental tasks and that attention should focus on unique paths that women should focus on unique paths that women take to break away from gender role take to break away from gender role stereotyping. stereotyping.


Counselors must be aware of unique influences Counselors must be aware of unique influences that shape gender role development. Cultural that shape gender role development. Cultural groups have some special needs that must be groups have some special needs that must be addressed and individual differences within addressed and individual differences within groups must be recognized.groups must be recognized.Each individual is influenced by a number of Each individual is influenced by a number of specific cultural and situational factors that specific cultural and situational factors that contribute to gender stereotyping. Tentative contribute to gender stereotyping. Tentative gender boundaries are established in childhood. gender boundaries are established in childhood. Gender role is intensified in adolescence. It is Gender role is intensified in adolescence. It is not certain how and to what extent gender not certain how and to what extent gender differences remain stable among adults.differences remain stable among adults.


Some special needs of men & women are:Some special needs of men & women are:– Gender stereotyping beliefsGender stereotyping beliefs– Fear of feminity and restrictive emotionally Fear of feminity and restrictive emotionally

restrictive emotionally among mentrestrictive emotionally among ment– Sexual harassment in the workplaceSexual harassment in the workplace– Problems for both men & women associated Problems for both men & women associated

with achievementwith achievement– Competition and self-destructive bahaviorsCompetition and self-destructive bahaviors


Counseling approaches should be free of Counseling approaches should be free of gender role typing. Counseling strategy gender role typing. Counseling strategy components include working climate, components include working climate, expressiveness training, dual career, & expressiveness training, dual career, & lifestyle skills.lifestyle skills.

Issues Facing Dual-Career Issues Facing Dual-Career FamiliesFamilies

The family influence on career The family influence on career development has been a significantly development has been a significantly relevant issue.relevant issue.

The family is conceptualized as a social The family is conceptualized as a social system.system.

The nuclear family is the most common in The nuclear family is the most common in the US. The extended family is the most the US. The extended family is the most common around the world.common around the world.


Current trends in family systems include:Current trends in family systems include:– increased number of single adults, increased number of single adults, – postponement of marriage, postponement of marriage, – decreased childbearing, decreased childbearing, – more female participation in the labor force, more female participation in the labor force, – more divorce, more divorce, – more single-parent families, more single-parent families, – more children living in poverty, more children living in poverty, – more remarriage, more remarriage, – increased years without children, increased years without children, – and more multigeneration familiesand more multigeneration families


There is a typical issue within dual career There is a typical issue within dual career families involving struggles for gender families involving struggles for gender equity of household and child care tasks equity of household and child care tasks and of work recognition.and of work recognition.


Issues facing dual career couples are:Issues facing dual career couples are:– Expectations of work and familyExpectations of work and family– Role ConflictRole Conflict– Child CareChild Care– Geographic MovesGeographic Moves– CompetitionCompetition– Relationship factorsRelationship factors– Numbers of personal factorsNumbers of personal factors


Implications of career counseling include:Implications of career counseling include:– Illuminating underlying issues of gender Illuminating underlying issues of gender

equityequity– Couple communicationCouple communication– Sharing exercises Sharing exercises – Family and career statusFamily and career status– Conflict resolutionConflict resolution

Career Counseling for Gay, Career Counseling for Gay, Lesbian, & Bisexual ClientsLesbian, & Bisexual Clients

G/L/B persons have special needs G/L/B persons have special needs because of their sexual orientation that because of their sexual orientation that should be addressed in career counseling.should be addressed in career counseling.There are estimates of between 5 and 25 There are estimates of between 5 and 25 million g/l/b persons in this country.million g/l/b persons in this country.More organizations are supporting gay More organizations are supporting gay and lesbian associations and networks. and lesbian associations and networks. Many regard gay men and lesbian women Many regard gay men and lesbian women as another diverse group in the workplace.as another diverse group in the workplace.


Individuals with a sexual orientation of g/l/b Individuals with a sexual orientation of g/l/b continue to be stereotyped as to the kinds of continue to be stereotyped as to the kinds of jobs they should hold; jobs they should hold;

are threatened by violence often resulting from are threatened by violence often resulting from homophobia, homophobia,

form a dislike for themselves through form a dislike for themselves through internalized homophobia; internalized homophobia;

and generally receive negative feedback from and generally receive negative feedback from a society that views heterosexuality as the a society that views heterosexuality as the only viable lifestyle.only viable lifestyle.

Sexual Minorities: Assessing Sexual Minorities: Assessing IdentityIdentity

Cass (1979) model of sexual identity development Cass (1979) model of sexual identity development

Stage 1. Identity Confusion- not knowing or Stage 1. Identity Confusion- not knowing or understanding much about his or her own sexual understanding much about his or her own sexual minority orientation minority orientation

Stage 2. Identity Comparison- the individual Stage 2. Identity Comparison- the individual acknowledges the possibility of being attracted to the acknowledges the possibility of being attracted to the same sexsame sex

Stage 3. Identity Tolerance- the individual tolerates Stage 3. Identity Tolerance- the individual tolerates rather than accepts and identification of an individual rather than accepts and identification of an individual whose sexual orientation is differentwhose sexual orientation is different

Sexual Minorities: Assessing Sexual Minorities: Assessing IdentityIdentity

Stage 4. Identity Acceptance- this stage is characterized Stage 4. Identity Acceptance- this stage is characterized by continued contacts with other l/g/b persons to validate by continued contacts with other l/g/b persons to validate a new identity and a new way of life a new identity and a new way of life

Stage 5. Identity Pride- the individual takes pride in Stage 5. Identity Pride- the individual takes pride in disclosing an identity as l/g/bdisclosing an identity as l/g/b

Stage 6. Identity Synthesis- when one accepts his or her Stage 6. Identity Synthesis- when one accepts his or her sexualitysexuality


Discrimination in the workplace can involve:Discrimination in the workplace can involve:– ThreatsThreats– Lack of PromotionLack of Promotion– Black mailBlack mail– OstracismOstracism– Sexual harassmentSexual harassment– Exclusion or avoidance Exclusion or avoidance – TerminationTermination– The Lavender Ceiling The Lavender Ceiling

Mixture of Blue and Pink, “two-spirited” or “twin-spirited”Mixture of Blue and Pink, “two-spirited” or “twin-spirited”


Unique issues g/l/b persons bring to counseling Unique issues g/l/b persons bring to counseling can be resolved in career counseling with some can be resolved in career counseling with some adaptations and modifications.adaptations and modifications.Six stages that can be included within career Six stages that can be included within career counseling models are:counseling models are:– Precounseling preparationPrecounseling preparation– Establishing an affirmative trusting relationshipEstablishing an affirmative trusting relationship– Client identification issuesClient identification issues– Identify variables that can limit career choiceIdentify variables that can limit career choice– Tailored assessmentTailored assessment– Job search strategiesJob search strategies

Two Major Models of Two Major Models of Multicultural Career Multicultural Career

CounselingCounseling

Values-Based Multicultural Values-Based Multicultural Career Counseling (VBMCC)Career Counseling (VBMCC)

Values-Based, Multicultural ApproachValues-Based, Multicultural Approach

Work of Duane BrownWork of Duane BrownBased on a culmination of research on values Based on a culmination of research on values and multiculturalism from psychology and a and multiculturalism from psychology and a variety of other literature basesvariety of other literature basesAssumes that values can be defined within a Assumes that values can be defined within a culture and must be addressed as truths in culture and must be addressed as truths in career counselingcareer counselingUnique in the approaches integration of Unique in the approaches integration of advocacy in the career counseling processadvocacy in the career counseling process

Values-Based, Multicultural ApproachValues-Based, Multicultural Approach

This approach addresses 8 core areas:This approach addresses 8 core areas:

1.1. The assessment of cultural variablesThe assessment of cultural variables1.1. Assess early and sensitivelyAssess early and sensitively

2.2. For example, “I am aware that in many Asian For example, “I am aware that in many Asian American families, the family selects the occupation American families, the family selects the occupation for the children. Before we begin, I would appreciate for the children. Before we begin, I would appreciate it if you would help me understand who will make the it if you would help me understand who will make the decision in this case.”decision in this case.”

2.2. A culturally appropriate relationshipA culturally appropriate relationship1.1. Sensitivity to broader ethnic groupSensitivity to broader ethnic group

2.2. SOLER nonverbal communication modelSOLER nonverbal communication model

8 Core areas continued8 Core areas continued

3.3. The facilitation of the decision-making The facilitation of the decision-making processprocess

– Who makes the decision?Who makes the decision?

4.4. The identification of career issues The identification of career issues (assessment)(assessment)

– Is crisis career counseling needed?Is crisis career counseling needed?– 3 suggested, qualitative assessment devices3 suggested, qualitative assessment devices

Pattern IdentificationPattern Identification

Achievement ProfilingAchievement Profiling

LifelineLifeline


5.5. The establishment of culturally appropriate The establishment of culturally appropriate goalsgoals

– Are client, family, and culture’s goals the same?Are client, family, and culture’s goals the same?– ““Did your_____ affect this goal you set?”Did your_____ affect this goal you set?”

6.6. The selection of culturally appropriate The selection of culturally appropriate interventionsinterventions

– Possibly a mediation process when working with Possibly a mediation process when working with individuals who have a collateral social value individuals who have a collateral social value orientation.orientation.


7.7. The implementation and evaluation of the The implementation and evaluation of the interventions usedinterventions used

Interventions aligned with goalsInterventions aligned with goals

Evaluation based on level of goal attainmentEvaluation based on level of goal attainment

8.8. AdvocacyAdvocacyRequires working as a mediator between clients Requires working as a mediator between clients and industryand industry

Being aware of relevant information and Being aware of relevant information and resourcesresources

Culturally Appropriate Career Culturally Appropriate Career Counseling ModelCounseling Model

7 General Steps7 General Steps

Step 1: Establishing a Culturally Step 1: Establishing a Culturally Appropriate RelationshipAppropriate Relationship– Set the context for a working relationshipSet the context for a working relationship– Empathy, warmth, and positive regardEmpathy, warmth, and positive regard

Step 2: Identification of Career IssuesStep 2: Identification of Career Issues– Help explore environment issues, role of Help explore environment issues, role of

race/ethnicity, external barriers – sexism or race/ethnicity, external barriers – sexism or racism in the work environmentracism in the work environment

7 General Steps (Cont’d)7 General Steps (Cont’d)

Step 3: Assessing the Impact of Cultural Step 3: Assessing the Impact of Cultural Variables on Career IssuesVariables on Career Issues– Explore how behavior has been a product of Explore how behavior has been a product of

client’s culture client’s culture – Consider behaviors client wants to continue or Consider behaviors client wants to continue or

changechange– Help client understand spheres of influence Help client understand spheres of influence

(e.g., gender, family, racial group, etc.)and (e.g., gender, family, racial group, etc.)and how they are operatinghow they are operating


Step 4: Setting Culturally Appropriate Step 4: Setting Culturally Appropriate Processes and GoalsProcesses and Goals– Client-centered, co-createdClient-centered, co-created

Step 5: Implementing Culturally Step 5: Implementing Culturally Appropriate InterventionsAppropriate Interventions– Consider other information data in the case Consider other information data in the case

(e.g., assessment measures)(e.g., assessment measures)– Advocacy within a school setting, Pushing Advocacy within a school setting, Pushing

client past foreclosure, etc.client past foreclosure, etc.


Step 6 and 7: Decision-Making and Step 6 and 7: Decision-Making and ImplementationImplementation– Help client make a decision relative to goals Help client make a decision relative to goals

and formulate a plan to implementand formulate a plan to implement– For example, client may choose to confront For example, client may choose to confront

family values, sex-type roles, assertiveness family values, sex-type roles, assertiveness skills in confrontations, etc.skills in confrontations, etc.

Documents

Career Counseling With Diverse Populations