06/01/2014

Solution-Focused Career Counseling

By Mary Ann Looby

“Knowing when to push, when to let go, what to listen to, and what to ignore - all these skills are based on the profound respect for human dignity and working to restore a sense of who they are and what they want to be.”

- Insoo Kim Berg

I was first exposed to the solution-focused approach to career counseling in 2012 through training and consultation provided by expert Teri Pichot at the Denver Center for Solution-Focused Brief Therapy. I was excited to find a model for counseling that encompassed my values and training as a social worker, and many of the principles I had been using professionally for the past 30 years. As I started applying these concepts as a college counselor, I discovered that the solution-focused approach was a strong fit for both individual career development facilitation and group workshops.

In today’s world, efficiency is highly valued. Brief therapeutic interventions are a new trend embraced by psychologists, social workers and counselors alike. Solution-Focused Brief Therapy (SFBT) was developed in the 1980’s by Steve deShazer and Insoo Kim Berg. This approach was founded on evidence-based practices, and research continues to prove its validity and effectiveness. New adaptations have emerged using solution-focused principles in many helping profession situations. Solution-focused career counseling also provides a framework that is aligned with standards established by the National Career Development Association (NCDA), including the first competency for Career Development Facilitators (CDF): Developing a Helping Relationship:

Once the helping relationship is established, and the career counselor has a reasonable grasp on the client’s presenting issues, it is time to move to the cornerstone of a solution-focused approach: the miracle question. The objective of the miracle question is goal formation. This may be explored as early as the first counseling session. The miracle question helps the client to envision their future, what they really want, and would make a difference in their life. Using a curious approach, the counselor asks the client to clearly define the ultimate career dream, which is developed into a goal. A scaling technique assists the client in identifying where they are today in relation to the career goal. For example, if the career goal is a “10”, how does the client define a “1,” and which number between 1 and 10 represents where they are today? Determining actions to move up the scale naturally follows, and helps to establish short and long-term steps for achieving the goal. A systems approach is embraced throughout the process, including scanning the client’s current environment to assess support and barriers that are impacting goal attainment. This may include considering the client’s perception of college, jobs, professional associations, and relationships. Ultimately, this helps to put the client’s values, skills, and networks into the perspective.

The solution-focused approach draws on a set of skills that are not only excellent counseling basics, but also keep the process moving towards a stated career goal. This process can be as brief as a single session or involve several sessions. The goal of each meeting will be defined by the client, respecting their own ability to define what they want and how they will achieve it. Using the solution-focused approach, strengths are identified and the client is encouraged to explore what has worked in the past and how to leverage those successes. The career counselor assists the client in analyzing changes in their life and what is needed systemically to support the career goal, and at the same time recognizing that this too may change and develop over time.

NOTE: Many resources are available for learning more about developing a solution-focused approach to one’s counseling practice. The Solution-Focused Brief Therapy Association (SFBTA)http://www.sfbta.org and the Denver Center for Solution-Focused Brief Therapyhttp://www.denversolutions.com are good places to start. Both of these organizations provide training, consultation, and networking opportunities.

Mary Ann Looby is a college counselor at Colorado Mountain College, where she also she serves as adjunct faculty for management coursework. Established in 1997, Mary Ann is the principle of People Dynamics, a consulting firm specializing in personal and professional development. Her earlier career was in human resources management for Fortune 500 Companies: First Data Corporation and the American Express Company. Mary Ann holds her masters in Social Work and Public Administration from the University of Denver and her Bachelors of Psychology from the University of Colorado, Boulder. She completed her CDF certification in December, 2013, and attained the GCDF distinction in 2014. She can be reached at mlooby@coloradomtn.edu