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Presented by: Dr. Roberta Neault, Life Strategies
Ltd.www.lifestrategies.ca
Agenda A Pan-Canadian perspective 10 tips for integrating assessments into
career conversations
A Pan-Canadian Perspective
Funder FLMM Career Development Services Working
Group Purpose
To identify and understand: Current uses and limitations of assessment processes,
models, and tools Benefits associated with existing tools Gaps and areas where new work may be needed
Methods Literature review, key informant interviews,
survey
Results Little overlap between
What key informants taught What survey respondents used
Some evidence of a “one size fits all” approach Rich mixture of informal and standardized
assessments Caution to not over-rely on assessment instruments Many specific assessments used with diverse
populations For career decision-making
Interest assessments widely used
Popular Assessment Tools
GROP
Considerations for Effective Use Use a systematic, holistic framework
e.g., the Wheel, developed by Amundson Learn about a wide range of
assessments Research appropriate use of
assessment tools for diverse client groups
10 TIPS FOR INTEGRATING 10 TIPS FOR INTEGRATING ASSESSMENTS WITH CAREER ASSESSMENTS WITH CAREER
CONVERSATIONSCONVERSATIONS
1. CHOOSE WISELY
Purpose of Assessment Career decision-making Employee screening and selection Career and leadership
development Team strengthening Succession planning
Types of Assessments Informal
Checklists Games Fantasies Forced-choice
activities Card sorts Structured
interviews
Formal Needs Interests Skills Aptitude/
Achievement Work Values Personal Style
Qualification Levels A – unrestricted access B – university training in
tests/measurements C – advanced training and supervision
10 Tips for Selecting Assessments1. Clarify goals2. Consider the implications of testing (or not)3. Decide to test or not to test4. Determine budget5. Identify special considerations6. Avoid a “one size fits all” approach7. Research options8. Find the right tool(s) for your purpose9. Determine logistics10. Confirm qualification levels of assessment
specialists
2. PREPARE
Allow Sufficient Time Read and highlight
Manuals Reports Client files Referral requests
Conduct additional research if needed
How Many Buds Are in the Image?
What Did You Miss?
Be Aware of... Confirmatory bias Self-fulfilling prophecy Too narrow or too broad of a focus
3. INTEGRATE
Look at the Big Picture Consider assessment goals Integrate contextual information Dig deeper
Question unusual or contradictory results Check for missing information Cross-check with other information sources Explore flat profiles or random responses
Don’t get bogged down with irrelevant details
The Wheel
Reproduced with permission from Career
Pathways 2nd Ed. (Amundson & Poehnell, 2008)
The top half of the Wheel includes external factors (e.g. opportunities, experiences).__________________________
The bottom half of the Wheel includes personal characteristics (e.g. skills, interests).
4. REFLECT
Points to Ponder Potential impact of assessment results How best to communicate them
Charts? Graphs? Reports? Case examples? Role play? Metaphors?
5. FOCUS THE 5. FOCUS THE CONVERSATIONCONVERSATION
Career Conversations vs. Performance Conversations Career conversations
Express career aspirations and concerns Explore opportunities Identify goals and next steps May mention performance
Performance conversations Focus on a review of performance Provide an opportunity to benchmark May identify gaps in need of development
If Performance is an Issue... Ensure performance is “solid” in current job Offer clear benchmarking and gap analysis Identify specific strategies to build
competency Provide access to supports
Coaching, self-study, course, external training Collaborate on action planning Agree on change/growth plan and timeline
6. DON’T OVERINTERPRET6. DON’T OVERINTERPRET
Explore Contradictions
7. DON’T “TEST AND TELL”
Beyond “Test and Tell”
“[Some] practitioners…conceptualize career counselling
as a process of administering tests and providing occupational information.
Such views freeze career counselling at the turn of the last century.”
~Niles & Harris-Bowlsbey (2002)Career Counseling Strategies and Techniques for the 21st
Century
29
8. ESTABLISH “SMART” 8. ESTABLISH “SMART” GOALSGOALS
SMART GOALSMAJOR TASK 2MAJOR TASK 1
MAJOR TASK 3 MAJOR TASK 4
GOAL
Specific Measurable Achievable Relevant Time-Limited
9. IDENTIFY ACTION STEPS
Vision without action is merely a dream.
Action without vision just passes the time.
Vision with action can change the world.
~Joel Barker
10. FACILITATE SHARING
Appropriate Sharing Get “informed consent” up front
Who owns the results? How will they be used?
Be strategic How can the results be helpful? How can they best be communicated?
10 Tips for Integrating Assessments with Career Conversations
1. Choose wisely2. Prepare3. Integrate4. Reflect5. Focus the conversation6. Don’t overinterpret7. Don’t test and tell8. Establish SMART goals9. Identify action steps10. Facilitate appropriate sharing