Posts Tagged beliefs
In last week’s post I talked about the decision-making profile developed by Itamar Gati. Along with some other researchers, Gati has also explored the various factors that lead to decision-making difficulties. As with the profile, this list of difficulties can provide a useful checklist for exploring decision making with clients.
In a recent post (What might have been), I discussed a way of looking back to the past called counterfactual thinking. In this post, I would like to start exploring the ways in which we look forward into the future and some of the pitfalls involved in that activity.
Being able to speculate about and imagine the future is an essential part of decision making and it should be an area of interest for anyone involved in supporting other people to make decisions.
However, the way we go about that speculation may have a profound impact on our ability to bring that future into existence.
As promised, I am writing a follow-up to The East and West of Careers Guidance. Since posting the article I have been thinking about one of our alumni (who I will call Priti) who gave feedback about her experience of Careers Guidance in the UK:
The adviser was very nice, she asked me lots of questions about my career decision making and made me think about what had led me to my career choice. I did at the end of the interview feel very sad. Although she made me think, I knew I couldn’t change my social situation or career decision. I guess although we spoke the same language we ultimately didn’t understand one another.
According to the Social Learning Theory of Career Decision Making (SLTCDM), people’s beliefs (or generalisations) about themselves and the world of work influence their approach to learning new skills, developing new interests, setting career goals, making career decisions, and taking action toward career goals. John D Krumboltz, who developed SLTCDM and was also behind Planned Happenstance, went on to say that beliefs can become so ingrained that they may not be identified by their holders as beliefs – they are taken to be unquestioned, self-evident truths.
In preparation for a day-long workshop for doctors on interpersonal communication I have been refreshing my memory on Transactional Analysis.
TA (as it is known to its friends) first endeared itself to me when it helped me to understand a bizarre pattern that would happen with certain clients. Some people seemed to take a strange delight in shooting down every idea that I came up with. Every single suggestion about how they might make progress was found to have a fatal flaw. At the end of the session I felt exhausted, frustrated and a complete failure.
Thanks to TA I now recognise that this could an individual trying to engage me in the ‘Why Don’t You…Yes But‘ game. It was a bit of a revelation to me that someone might prefer the disappointing pay-off confirming their belief that they were beyond help to the more positive pay-off of actually being helped.
Several years ago I made a New Year’s resolution which I have managed to keep ever since. I resolved never to make a New Year’s resolution again. It makes things a lot simpler and I no longer disappoint myself when inevitably I revert to my old ways after a couple of weeks.
At the New Year many people resolve to do something about their career — get out of that dead end job, find work that is more meaningful, make faster progress, etc. As a result we often see increased interest in our careers consultancy service, C2, in January.
How successful are such career resolutions likely to be and what could give people genuine hope for the future?