Thoughts on Theories of Guidance

From review of each of the theories no one theory fits effective career guidance; however all have relevance to good practice counselling. Person-centred approach is driven by the client, counsellors listen and empathise to understand client’s beliefs and perspectives in the world which they exist (existential approach). They adopt strategies for empowerment coaching clients for change, reflecting behaviours and modelling frames for self awareness, (Krumboltz).

Holland’s person-environment fit reflects Roberts Structural theory where clients are influence by socio-economic opportunities in the labour market, and Law’s Social influence theory, influencing factors such as parents, education and the media. People identify with organisations and industries in relation to their abilities and interests (Holland) which also fit their values. People are empowered by rewards and opportunities which relates to Minnesota and Schneider Models. People choice careers with organisations who provide attractive opportunities and benefits packages whom wish to progress and be recognised for achievement.

Career choice is influenced by personal circumstance and disposition, family influences and educational achievements. Gottfredson discusses how Super’s self concept and occupational preference begins early in life and represents a development process, reflecting on experiences and opportunities to allow concept of self. Bandura 1977 suggests; people acquire beliefs about themselves and work through learning experiences and observations.

Good counsellors and guidance advisor’s will explore all facets of individual motives, considering the whole person, however, firstly establishing their client requirement by considering questioning technique to relax the client, ‘build a relationship; enabling clients’ self understanding; exploring new perspectives; forming strategies and plans’ (Kidd, J 2006).

All theories could arguably be a best fit for ‘DOTS’ good guidance enabling client to identify Self awareness, Opportunities, Decision making skills to progress in Transitions to new career or educational program.

Careers Scotland practice professional guidance interviewing in relation to ‘Nottingham and Trent Model, which also reflects the ‘DOTS’ analysis process; building rapport, diagnosing need, reflecting on career stage, self awareness, opportunity awareness, reflecting on client stage in career planning to agree next steps, identify targets, agree action plan for successful transitions.