Our President Writes…. Early/CPANZ 17 2001 Summer.pdfIssue Number Seventeen Summer 2001 Our President Writes…. Those of us who attended the 2nd Biennial CPANZ Conference in Christchurch

NEWSLETTER

P.O.Box 27 357, Wellington, New Zealand. Phone (Sec.) 64 (0)3 377 0532 (wk), E-mail [email protected]

The Career Practitioners Association of New Zealand promotes professional standards of excellence in career development and practice.

Issue Number Seventeen Summer 2001

Our President Writes…. Those of us who attended the 2nd Biennial CPANZ Conference in Christchurch are still “on a high”. What a wonderful event it was. Thanks to Rosalie Souter, Derek McCullum, Karen Erkkila, Linda Allen, Andrea Carrodus and Conference Secretary Rebecca Turrell (not to mention some beautiful Canterbury weather), the conference was a complete success. It was truly a conference where deciding which workshop to attend was almost impossible. So many interesting and professionally stimulating topic were presented. Thanks to all the workshop and keynote presenters for enlightening us. Of course, not all the activities were serious. Some good laughs were provided by the Court Jesters improvisation comedy troupe and bittersweet comments on careers by Kerr Inkson and his CPANZ Thespians during their presentation of Kerr’s play, Careering. It was a pleasure to meet so many of you for the first time, and also to see so many familiar faces. The informal opportunity to find out what is going on in career practice from around the country is always inspiring. Congratulations to Sue Mortlock, Jean Taylor, Carol Linehan, and Lee Brodie on their election to the CPANZ Executive Committee and to Gary McAuliffe on his re-election. These results were confirmed at the AGM. The new Executive Committee has already met and is moving forward to make CPANZ a better organisation. Special thanks and appreciation to Liz Gray, Liz Medford, and Pam Murray who rotated off the Executive Committee after providing so much to CPANZ over the past four years. As the year draws to a close, it is a time to reflect on what has gone on during the past year, and what challenges lie ahead for the next year. It is also a time to take care of yourself and spend time with others who are important to you. On the behalf of the Executive Committee, I wish each of you a very happy holiday season and best wishes for the new year. Dale Furbish, President, C.P.A.N.Z. [email protected] NEWSLETTER EDITORS Heather Sayer, [email protected], 07 544 0920 (work) Margaret McCall, [email protected] 06 757 3750 (work)

NEW ADDRESS – CPANZ, P.0. BOX 27 357, WELLINGTON

Please use this box number for all correspondence to CPANZ Executive .

CPANZ Newsletter – Summer 2001 2

CPANZ A.G.M. 2001 The A.G.M. was held during the Conference in Christchurch on Saturday 29 September. The new Executive Committee and their responsibilities are: President Dale Furbish Vice President Gary McAuliffe (Management of web site and Co-ordination of Lobbying) Secretary Derek McCullum Treasurer Jean Taylor Membership Carol Linehan and Sue Mortlock Branch Liaison Pip Jamieson Professional Dev. Jan Crawford Policy & Procedures Lee Brodie Newsletter Editor Heather Sayer The new Executive Committee met on Saturday 10th November and will meet four times in 2002: 16 February Auckland 11 May Wellington 1 September* Auckland 30 November Wellington (*in conjuction with a Professional Development Day on 31st August) The Secretary is Derek McCallum in Christchurch. Phone: 03 377 0532 (wk) , 03 981 8508 (hm) E-mail [email protected] Constitutional Remit There was one change to the Constitution. Membership, Clause 4.5 change of “association” to “person” “Honorary membership may be granted to any other appropriate Person, at the discretion of the Committee, (who) has played or is playing a significant role in the field of career education, counselling or related activities: or has made significant contributions to the welfare of the Association.”

CPANZ CONSTITUTION AND HANDBOOK We are currently updating both the Constitution and Handbook. Liz Gray has volunteered to co-ordinate this as a final contribution to her work on our Executive – many thanks Liz! All members will receive a copy of the new version early in 2002. (CPANZ members usually receive a copy when they join the association: those who have joined since May 2001 have not been sent a copy because of the imminent update – please be patient just a little longer!)

ADMINISTRATIVE ASSISTANCE


CPANZ membership at the time of 10 November Executive meeting was 339. (256 Professional members, 65 Associate members and 18 Subscribers) Membership of this size creates a huge workload for some Executive members, especially the processing of Membership applications and annual renewals. We have paid for some administrative assistance on an “ad hoc” basis over the last 4 years. For example, Newsletter word processing, printing and mail out has been done on contract. Conference organisation this year was contracted out to Rosalie Souter. The Executive Committee has decided to employ an Administrative Assistant on an “hours as needed” basis for a period of 6 months through to June 2002. The work will be routine tasks associated with clearing our new P.O. Box - 27 357, Wellington, initial processing of membership applications and renewals, updating membership lists etc. There will also be some assistance with our quarterly newsletter production. This position will be reviewed by June 2002 when a permanent appointment will be considered. By then the new Membership sub Committee will be able to assess their workload and hours of assistance required. We have contracted with Anna Kibblewhite who is based in Wellington, able to work from home with flexi-hours and who already works part-time in the careers field, for this interim period.

CPANZ WEB SITE www.cpanz.org.nz We now “own” our web site and will have much more control over our use of it. Gary McAuliffe is co-ordinating development of the site and will keep it up to date. We plan to keep a Membership Directory on it and to have Membership Application Forms and Instructions available for downloading. In the longer term we plan to use the site as a vehicle for members to exchange ideas and opinions. If you have any suggestions about enhancing the use of the site, please contact Gary or your Branch Chair person who will pass on your ideas via Pip Jamieson to Executive. Gary McAuliffe E-mail [email protected] Ph: 07 349 2864 Goal Line Careers, PO Box 2075, ROTORUA

MEMBERSHIP - APPLICATIONS AND RENEWALS Membership applications, renewals and enquiries are handled by the Membership Committee based in Wellington. Please use P.O. Box 27 357. Contact is Carol Linehan. E-mail [email protected] Ph: 04 499 0270 If you are talking with prospective members please ensure that they: • Use the current membership forms. They are available from the Branch Chairs or Secretaries and on the web site for downloading too.


• Have the Instructions as well as the Membership Forms • Are familiar with the “Guidelines for Referees Reports” • Are clear about the role of their Referees. They should be sure that they

people they approach are quite happy about providing a Referee’s Report. • Submit all the necessary documentation in one package, to P.O. Box 27 357, Wellington

BRANCH LIAISON Pip Jamieson is the Executive member responsible for Branch Liaison, Please send all Branch Reports to her and keep her informed of any changes in Branch organisation. The Executive Committee would like to hear from branches of issues of concern, topics for further exploration and debate, and any requests for submissions or lobbying by CPANZ. Pip Jamieson E-mail [email protected] Ph: 03 546 2433 (work) Nelson Marlborough Institute of Technology, Private Bag 19, NELSON

CPANZ NEWSLETTER Heather Sayer, assisted by Margaret McCall, compiles the quarterly Newsletter March, June, September, December. It is sent out electronically to most members. Please ensure that we have your current e-mail address! If members do not have e-mail or specifically request a paper copy, a printed copy is sent out. Contact Heather or Gary if you or other members have problems with receiving the newsletter. A copy of the paper version is also sent to all Branches, to other Career associations in NZ and overseas and to relevant government departments and politicians. We are including a number of articles of topics worthy of discussion in branches (for example, this issue’s article on Supervision by Lee Brodie) and will appreciate Branch Chairs bringing these to the attention of their groups. Any feedback can be sent to Pip Jamieson – or maybe even a response to go into the Newsletter? The CPANZ Newsletter is YOUR newsletter. Please send any articles, book reviews, details of resources etc. to Heather Sayer E-mail [email protected] or P.O. Box 189 Ngongotaha 3231 Phone 07 544 0920 (wk) 07 332 3352 (hm) or Margaret McCall E-mail [email protected] P.O. Box 8016 New Plymouth Phone 06 757 3750 (wk)

CPANZ NEWSLETTER ADVERTISING • Our current rates are:

Up to half a page $50 per issue Full page $100 per issue


• Other rates available by discussion with the Editor. • Please note that we cannot provide a flier/brochure mail out service. • Word format for documents is preferred.

Up Up and Away! CPANZ Conference 2001 Christchurch, Spring, - add impressive speakers, great entertainment and 130 enthusiastic career practitioners, and the mix was looking good for a great weekend. The aim of this 2nd Biennial Conference was to provide a forum for personal development for Career Practitioners – and meet the guru. Sadly, illness kept Richard Bolles in the USA, but the last minute acceptance by John Yeabsley proved to be a popular choice. He gave us a rigorous and entertaining keynote “Raising Our Sights Despite the Alligators”, drawing a view of NZ life and economy as it was and the challenges ahead. The Court Jesters provided the opening entertainment – an hour of comedy from 4 talented young men, ably assisted by some of our own! Entertainment and laughter continued with the play “Careering” by Kerr Inkson. The conscripted cast soon discovered the highs and lows of the actor’s lot. Workshops (the reason we all went?) - were, without exception, outstanding. From the evaluations, in answer to the question on the usefulness of the conference sessions, all indicated '‘very good'’ or excellent, with many compliments about specific sessions. The content varied from the concepts and techniques of Glasser’s Reality Therapy (Maggie Bolton, Australia. As one workshop attendee said “her workshops were as usual wonderful! Wonderful because I learn so much and am empowered and refocused”), de Bono’s 6 Thinking Hats (‘Brain Train’, Christchurch), Emotional Intelligence (June Penn, Christchurch ), the sub-conscious ( Keith McGregor, Wellington ) – all these workshops were well attended. There were also a wide variety of career techniques and practices. Lee Brodie, Auckland – ‘Work to Live or Live to Work’), Wendy Carey, Auckland (“Best Practise Careers Education”), Judy Denham. Australia (Holistic High Touch and High Tech), Narelle Milligan, Australia (“Finding Your Bliss”) and Derek McCullum, Christchurch (Networking’ – who proved it could be fun..) Special areas that career practitioners work in were covered, for example, schools, disabled, Third Age, business/education links, New Career Directions, and Supervision were all represented To complete the coverage, research and theory were dealt with by Dale Furbish (Accident Theory), Mary Mallon (her research on Knowledge workers) and Nerissa Smith with an exhaustive review of the literature in career development. It was great to see representation from all branches of CPANZ – and a special thanks must go to the Auckland contingent without whom we would have had a noticeably fewer numbers! Even Australia had heard of us. The attendees came from private practitioners (the majority by far), schools, human resources, Career Services, tertiary institutes, and community organisations. All in all it was a great conference.


Great memorabilia from the conference is still available! Some surplus items from the Conference at discount prices:

Bags $20 Notes $20 Mugs $10 Pens $1-50 all open to negotiation for bulk buying too. Contact Rosalie Souter, Conference Secretary, P.O. Box 23 124 Christchurch E-mail: [email protected] Ph: 03 377 2489 Conference Comment from a School Career Adviser - "As a school Careers Advisor it is always a quandary as to how much of one's budget one spends on conferences for professional development, particularly when there are two important conferences in the same year. I made the decision this year to attend both the CPANZ Conference in the September holidays and the November C.A.T.E. Conference. Yes - the travel was expensive and I covered my own hotel expenses but it really helped that CPANZ covered the travel cost of one person from each region to attend. The BOP Chair Janine Arnerich and I shared the travel reimbursement. Thank - you CPANZ! Having looked at the workshops it became apparent that the ones I would like to go to were not school-related. I was thirsty for career knowledge in the big world outside the education sector and every workshop I attended was valuable. In this sense I realised the value and importance of widening one's perspective as a school Careers Advisor and obtaining an overview of our changing environment - both business and economic. I met such interesting people from non-school activities - HRM experts, university lecturers, business women, top executives, independent careers counsellors. All these people were generous with their knowledge and expertise and certainly broadened my view of where we, school careers advisors, may fit into the big picture! The CPANZ Conference for me was a stimulating and vibrant experience and I thoroughly recommend attending it as an important professional and personal thing to do with your budget. A fresh perspective may help me keep fresh also!!! The BOP branch have put the conference papers into their Professional reading file box so that all members have access to them. Kay Grant, Careers Advisor, Taupo-nui-a-Tia College Secretary - BOP Branch CPANZ

CAREER VIEW - INFORMATION TECHNOLOGY The latest issue of Career View put out by the Victoria University Career Development and Employment covers the ever changing, fast-paced industry of Information Technology. With the wide range of information technology degrees/papers being offered, students may well be confused as to which course of study will best suit their needs. We explore the wide range of employment opportunities available to students who are drawn to this area, and we identify courses and papers which are most relevant to specific jobs. Students and career advisers will also find the one-page summary of entry level jobs very helpful. The issue profiles four recent graduates who share with us their experiences on work and study. For copies, contact Vic Careers on 04-463-5393, fax 04-463-5234 or email [email protected]. • A poster approx. 470X700mm which matches a range of IT jobs with the type of course(s) most

relevant to the job is available for the asking. Limited quantities...first come, first served!


DIARY

Advance Notice! Professional Development Day 30 August, Auckland Please note the date and watch for further details………..

CONFERENCES 2002 March 10-13 “Integrating Living and Learning in Work,” 9th ARACD (Asian Regional Association

for Career Development) conference. Singapore. Three sub themes: School to Work Stay in Work Back to Work Dr Lui Hah Wah Elena, c/o National Institute of Education, NTU, 469 Bukit Timah Road, Singapore 259756. e-mail: [email protected] April 3-5 “Beyond Boundaries - Challenging Issues in Career Development”

The Australian Association of Career Counsellors (AACC) 11th National Conference at Hotel Sofitel, Melbourne, They are currently calling for presenters around the conference theme: Conference Secretariat PO Box 5084, Alberton SA 5014 Phone: 1800 222 390 Fax: 08 8341 1635 e-mail: [email protected], website www.aacc.org.au

May 15 – 18 A special invitation to all CPANZ members to attend the 2002 Canadian

Counselling Association Annual Conference to be held in Ottawa, Canada Theme: The Soul of Counselling: Challenges, Choices, Changes A wide range of pre-conference workshops, concurrent sessions, keynote presentations and social activities will take place. Please check the conference website for more details: www.ccaccottawaconference2002.ca Phone (613) 721-7061 e-mail: [email protected]

May 30-June1 International Conference “Counsellor: Profession, passion, calling?” Warsaw, Poland, run by SDSIZ – Assoc. of School Vocational Guidance Counsellors of Poland. Wojciech Kreft, 80-180 Gdansk, ul. Piotrkowska 34/10, Poland e-mail: [email protected]

June 6 - 8 “Facing Differences: Respectful Practice” NZAC Annual Conference

Waipuna Conference Centre, Mt Wellington, Auckland Proposals for presentations are currently being sought Conference contact is Margaret Agee, ph: 09 3737 599 ext 7852


e-mail: [email protected]

July 7-10 “Best Practices in Career Development”, Careers Across America (formerly Global National Career Development Conference – NCDA and allied organisations) Palmer House Hilton, Chicago, USA.

Conference information is on the NCDA web site www.ncda.org. Sept. 3 – 6 International Conference and General Assembly, “Quality and quality-

measurement in guidance and education” IAEVG, Bern, Switzerland. Includes training and quality issues and the social importance of educational and vocational guidance. www.svb-asosp.ch e-mail: [email protected]

Nov. 28-30 International IAEVG Careers Conference entitled “Pushing the

Boundaries” Wellington, New Zealand. Career Services rapuara [email protected]

INTERNATIONAL CAREERS CONFERENCE WELLINGTON NOVEMBER 2002

The crucial role of career planning in a knowledge society will be a prime focus of an international careers conference to be held in Wellington in November next year. The theme of the conference, which will be hosted by Career Services rapuara, is Pushing the Boundaries: The Heightened Role of Career Planning Within Knowledge Societies. The conference will run from November 28 to 30, 2002. The timing of the conference is very fortuitous, says Career Services Group Manager and conference co-ordinator, Graham Baker. “This Government is very interested in developing New Zealand’s knowledge economy and maximising the potential of people to participate in that economy. This conference will give us the opportunity to explore the crucial role of career planning services in enabling that to happen. “The conference will deal with macro issues such as future directions for the industry and the impact of new technologies but it will also offer plenty in the way of practical skills and tools for career practitioners. If you’re a career adviser in New Zealand today, you will be greatly stimulated by this conference.” Graham says the conference will feature a strong line-up of international and local speakers. Lynne Bezanson, the Executive Director of the Canadian Career Development Foundation, has been confirmed as a principal keynote speaker. Lynne is a leader in the careers industry at all levels. She is currently spearheading the drive to establish an international centre of careers excellence as well as delivering a range of training workshops based on her unique and highly energetic style. “We are in the process of finalising other speakers from Great Britain, Europe and Australia. For this conference we are also looking at gaining a greater representation from Asia. “There’s a lot of work being done on the use of the internet and electronic media to deliver career guidance. We are keen to bring to New Zealand international perspectives on the cutting edge use of


technology for learning and career development. This issue is central to the development of a knowledge society.” Pushing the Boundaries will be the third international conference hosted by Career Services since 1997. According to Graham, the conferences are an excellent conduit for linking international thinking with practice here in New Zealand. “That’s a responsibility we take very seriously. People become energised by seeing the best of what’s happening elsewhere and they also have the chance to make links and cement relationships with overseas colleagues. “We’re not just importing expertise, however. New Zealand career practitioners have a wealth of experience and a conference such as this provides the opportunity for us to showcase what we can do to the rest of the world. “The intermingling with overseas practitioners reinforces our confidence and increases our knowledge. This payoff makes all the work involved in organising a major conference worthwhile.”

DEVELOPMENTS IN EDUCATION Career Education Guidelines. Pamela Murray, Liz Gray and Heather Sayer participated in a meeting at MoE in late August, to establish a framework for writing a new set of guidelines for career development Years 7-9. The guidelines will be written through a contract involving further wide consultation. TEAC Report No 4 is just out – www.teac.govt.nz Information is also available in “Maharey Notes” freely available from Steve Maharey’s office. To subscribe email [email protected]

NEWS FROM BRANCHES Northland Maraea Brown 09 430 3788 No news this time Auckland Jean Taylor 09 917 9899 At the 31st October meeting the following committee roles were allocated:

Chairperson Glenys Ker Secretary Rotating among committee for taking minutes and preparing the agenda

for the next meeting. JeanTaylor to communicate to members re meetings etc. and compile annual report to national executive

Treasurer Angela Wallace Food Debie Mallory and Angela Speakers Cushla Brown Welcome: Lorraine Jackson, Honour Houldsworth, Erin Martin Members: Janine Begg and Lee Brodie


Next meetings: 2002 Wed 27 Feb Thurs 18 April Tues 18 June

Mon 19 Aug Thurs 17 Oct Thurs 14 Nov Start time: 6.00pm and speaker at 6.30; Committee meet at 5.00pm Venue: AUT Career Centre

Waikato Judy Patterson (temp) 07 839 4181 No news this time Bay of Plenty Janine Arnerich 07 349 2854 At our last meeting members who attended the CPANZ conference gave reports back to the branch on the various workshops that they attended. The conference notes were eagerly sought by those who couldn’t attend, and are still circulating among the branch. Other publications such as the Australian Journal of Career Development were on show, and again members found plenty to interest them in this. The branch is likely to subscribe to this publication for members to circulate. Next meeting: 27 February Hawkes Bay Heather Carpenter 06 879 6132 The group is meeting regularly, and putting some effort into organising our professional development programme. Our next meeting will be a professional development session, along the theme of examining the relationship between attitudes and behaviour, and self-fulfilling beliefs. Guest speaker is Colin Cox, a motivational speaker. A further meeting on this theme is planned at a later date with Robert Sellars, from FCE Associates, giving a presentation on the FCE process, pain beliefs and related behaviours. Next meeting: to be advised Taranaki/King Country Margaret McCall 06 757 3750 Once again, we will be combining with the local Career Focus Group for a meeting in November. Our guest will be Trish Keiller from Career Services rapuara Palmerston North Career Centre. She will be giving a report on the recent Transition Association Conference as no local members were able to attend. We look forward to this and an end of term social event to plan next year's activities. Manawatu Liz Chandler 06 358 9239 On Thursday November 15th CPANZ Manawatu held its meeting at UCOL – the Universal College of Learning – which is the local polytechnic. One of UCOL’S Liaison Officers facilitated a presentation about the polytechnic, what it could offer to students in terms of courses, assessment of learning styles, facilities and graduate placement. Stephanie Hirst who is an NLP practitioner will lead our next meeting in March 2002. She will give


members an awareness of the benefits of NLP for motivating clients and in assisting with interviewing skills Wellington Carol Linehan 04 499 0270 At our last Branch Meeting, Hamish More of EDS (New Zealand) spoke on e-commerce and certainly increased our awareness of the rapid changes taking place in the world of technology We asked Hamish to give us an indication of the skill requirements for individuals wishing to work in this area and it was interesting to hear his comments. Regardless of the changes that are taking place, the emphasis is still on applicants with good people skills. As Hamish confirmed, it doesn't matter how good an individual's technical skills are if they can't get on with the customer. As the year rapidly draws to a close, we plan to have our last meeting for the year on 28 November. This will be our Christmas Social where members can spend a little more time networking and enjoying some wine and nibbles. The Committee is plotting some fun activities involving group participation. By the time of publication, everyone will no doubt be in the whirl of Christmas preparations and, on behalf of Wellington Committee, I'd like to take this opportunity to wish all members a very cheery time. Nelson/Marlborough Sam Young 027 244 7154 Hello again from the top of the South! Since the last newsletter we have one new member, Colleen Saunders from NMIT in Marlborough. We have had 2 meetings since the last newsletter - our October meeting at Career Services, and our latest one on November 20th at Nelson College for Girls. At both of these sessions we have looked how the members are meeting the career needs of their clients, what resources they are using and what they find challenging. We have all learned something new and useful for our own roles through these sessions. Our Christmas Function will be at the Honest Lawyer on Tuesday the 11th of December at 3:30pm. If any of you are in Nelson, you are more than welcome to come and join us at 1 Point Road, Monaco. We will be the noisy ones outside playing competitive petanque! Those of us from Nelson who attended conference found it really great to meet other career practitioners; as we are so geographically isolated it is good to touch base and put a real face to a voice on the phone. Next Meeting: 11 December Canterbury/Westland Ormond Wilson 03 322 8932 We met on 18 October for some post-conference analysis. Rosalie Souter gave us some interesting feed-back from the survey forms people completed concerning their thoughts on the conference and this will no doubt be used for future planning. We then had a general discussion on sessions and workshops that were of most immediate interest to us. We followed this with an entertaining rerun of Derek McCullum's workshop on networking. This was valuable for appreciating the different aspects and sharing ideas. Derek made the various handouts available. Some of these are available from websites. Our next meeting will be on Wednesday 5 December at St Margaret’s. We will have our usual end-of-


year festivities as well as a performance of Kerr Inkson's play "Careering" which was presented at the conference. We have drafted in some local talent to replace those who were in the cast from out of town. It should be a fitting way to see out the year. Naturally we are expecting a full turn-out of our members! Next meeting: Wednesday 5 December Otago/Southland Cherie Fletcher 03 377 0530 Apart from our last meeting branch meetings and activities have been quite well attended. Professional development activities appreciated by our members recently include, training to be a professional Supervisor held over 3 days with CIT (now WELTEC), Krumboltz workshop, Figler presentation and the CPANZ Conference. Our current financial membership stands at 19. It certainly is challenging having such a huge region to cover and ideally Southland would develop a satellite group. Alan McIntyre is currently considering this possibility. Linda Armstrong-Kerr led a discussion on issues of harassment at our last meeting and this provided a focus for other ideas. Next meeting will take place in 2002 with no date confirmed at this stage.

CAREER QUALIFICATIONS Wellington Institute of Technology Diploma of Career Counselling

Designed for people who already have experience in human services such as teaching, human resources, personnel, guidance or counselling and wish to develop specific skills and knowledge to work in the careers field. Students must have access to clients who require career counselling for stages two and three. At the end of the programme, students will have developed effective and ethical ways of working one-to-one with clients in a wide range of settings, and they will demonstrate skills and competencies in facilitating groups and consulting on career planning. Method of Study 3 years, part time Programme Date and Location The course commences February in Wellington Contact Fran Parkin (04) 914 2190 or Sue Mortlock (04) 914 2199 Auckland University of Technology Graduate Diploma in Career Development incorporating Graduate Certificate in Career Development This qualification will equip graduates with the specialist knowledge and skills that are fundamental to successful practice in the career development field. Furthermore, graduates will be able to apply the knowledge and skills to facilitate effective career development for a variety of clients from diverse cultural contexts. This programme is appropriate for those who are currently working in the career development field but who lack formal qualifications, as well as those who aspire to work in this field. Credit may be granted for prior learning. Students may exit the program with a Graduate Certificate in Career Development upon successful completion of the first four modules (60 points). Method of Study: Part-time, two to four years Programme date and location Ongoing enrolment. Auckland Some modules available through distance education Contact Dale Furbish (09) 917 9999 Ext. 5557


Australian College of Career Guidance Diploma of Career Guidance

The Diploma of Career Guidance is a fifteen-module diploma that can be studies through distance learning, at your own pace. The modules can be studies individually or collectively to make up the full diploma. Topics include; career development theories; the world of work; counselling skills; assessment instruments; careers across the life span; job and course information; careers education in schools; careers within organisations; job search skills; and how to establish a careers enterprise. Because it is has an Australian focus I believe the student can learn many valuable lessons about how career development is approached in Australia, whilst comparing labour market trends, availability of resources and careers within the education sector. I found this course an excellent way to study at my own pace, and in a way that I could readily relate to my working practices. Pip Jamieson Contact The Australian College of Career Guidance, PO Box 583, Sunnybank QLD, 4109, Australia. Phone (07) 33444937. E-mail [email protected]. Or–Pip Jamieson, NMIT, Private Bag 19, Nelson. Phone 03 546 2433, e-mail [email protected].

SUPERVISION Professional Supervision A discussion paper by Lee Brodie, Exec. Member of CPANZ, Director, Career Dynamics, Lecturer AUT, Grad. Dip. Career Development. I strongly believe that supervision is a significant issue for career practitioners and for our organisation. I observe that those who have experienced competent supervision are firm advocates and those who have no experience are often puzzled and confused as what it is and how it happens. This paper was originally prepared to present to the Auckland Branch of CPANZ. Its purpose was to provide information, challenge and stimulate discussion prior to an AGM remit from Auckland CPANZ for compulsory and regular supervision as a criteria for Professional Membership. This remit was subsequently referred to the Membership Committee. Definitions of Supervision: Hess 1980, describes supervision as an interpersonal interaction with the general goal that one person, the supervisor, meets with another, the supervisee, in an effort to make the latter more effective in helping people Nathan and Hill describe supervision as a regular, structured opportunity for the career practitioner to examine their work. It has a three fold function of enabling the practitioner: • To learn and develop competence • To obtain support and encouragement • To ensure good professional standards of practice Proctor uses the terms: • Formative • Restorative • Normative Patton and McMahon; A working alliance between a supervisor and a counsellor in which the counsellor can offer an account or recording of work, reflect on it, receive feedback and where appropriate, guidance. The object of the alliance is to enable the counsellor to gain in ethical


competence, confidence and creativity so as to give the best possible service to clients Structures of Supervision: Ultimately the career practitioner can only really rely on their own honest self evaluation. This may be done in various ways: • Alone, by reflecting on practice, reviewing clients notes and considering any evaluative feedback

the client may have provided • With the help of peers, informally, in team meetings or group supervision • With the help of a manager of the service • With the help of an external supervisor • Group approaches :

Where counsellors take turns to discuss their work Groups can be facilitated or peer led

• Co-counselling where two counsellors ‘exchange’ supervision taking turns to play alternate roles Outcomes from Supervision: • Counsellors gain a new perspective • Assess the nature of the clients problem • Discuss the management of difficult cases • Assist in testing interpretation • Deal with feelings in relation to the client • Deal with the pressure of ‘getting a result Career counsellors must be aware of their reality so that their own flaws and blocks do not impede the learning of their clients. These flaws and blocks could result in misunderstandings between client and counsellor and could reduce the potential for empathetic communication. It is also accepted that supervision is a powerful and integral professional development tool. Process of Supervision: In career practice the concept of counsellor development and stages of progression is recognised Modern theory talks about cyclic rather than linear models and that counsellors can pass through stages more than once, each time dealing with issues in greater depth Loganbill identified 3 stages: Stagnation

• Characterised by a lack of awareness such as the supervisee is frozen in old patterns of thought and behaviour

• There is no emotional drain at this stage as the counselling is not working through emotional issues related to practice.

• Confusion

• Time of great emotional strain where one experiences instability, disruption and confusion • The practitioner may feel like a failure or incompetent Integration

• New order emerges • There is new conceptual understanding, a feeling of being purposeful and a sense of direction


The model also identifies eight issues that counsellors deal with throughout their development: Issues of competence Emotional awareness Autonomy Identity Respect for individual differences Purpose and direction Personal motivation Professional ethics

Link to Service Provision: • Whilst the learning needs of the practitioner are vitality importance so too is the quality of service

and the care of clients. Feltham and Dryden comment that “safeguarding clients from potential abuse by counsellors is a rather sober ethical dimension of supervision and that supervision is dedicated to helping clients by helping their counsellors”

This concern is reflected in 3 basic goals of supervision - Vargus 1977 1. Ensuring that agencies provide adequate service 2. Help workers function to the fullest of their ‘capacity’ 3. Assist workers in the attainment of professional independence Several authors refer to the notion of being guided by the ethical code of the profession. For example, ethical behaviours related to the nature of the counsellor/client relationship, computer assisted career guidance, information provision and counsellor competencies must all be considered in relation to client care. Accountability: The world that we work in is increasingly demanding that services be accountable. As early as 1978 Boyd noted that it would be an understatement to say “ that the helping professions, and particularly guidance and counselling, are presently in the age of accountability…. And an inability to demonstrate accountable practice would be folly.” “Accountability is being demanded by the public that funds these enterprises…. The consequence of not being able to satisfy public expectations could be disastrous for the helping professions. Counselling and guidance is most vulnerable because this field has always been forced to fight for federal, state and local dollars and lack of demonstrated effectiveness could reduce or redirect funding, thus changing the support structure of the profession.” Although 20 years old this statement reflects more so the current environment The need for supervision should be seen from many perspectives: • general public • clients • service agencies • employers • peers and colleagues • insurers against litigation It is also accepted that the role of professional body is to handle complaints and provide disciplinary measures Supervision should ideally exist in the context of the profession’s requirements for training, the organisation’s policies and needs, the supervisee's learning requirements, the supervisor’s teaching objectives and the consumer’s need for effective professional service.

Supervision Training with Wellington Institute of Technology


This course is appropriate for those who are currently

providing or wish to provide supervision to people who work in a helping or human services role. Courses are of 7 days duration and are offered

throughout the country.

For 2002 dates and further information please contact

Pat Mouat Tel: 914 2185, Fax: 914 2186 Email: [email protected]

BOOK REVIEWS Workplaces of the Future Rethink Handy, Drucker, Rifken and Bridges! This collection of articles mostly from UK, Europe and North America, on work and organisations challenges many of the “ future perspectives” that have influenced our thinking recently. The core theme is of the changes in the nature of work itself, with attempts to show what the office, factory and hospital of the future may be like - based on present evidence. Concepts such as the “Knowledge Society” and the emphasis on “Heart and Mind” are examined in light of current labour market statistics. One example is that many new tertiary sector jobs are very “hands- on” – in the donkey-work of the caring and hospitality fields especially. Similarly the number of people who fit into the “symbolic analyst” category are very small with a huge number of those employed within the knowledge sector still performing routine, clerical tasks. The articles are based on papers given at the Annual International Labour Process Conference. Workplaces of the Future, Ed. Paul Thompson and Chris Warhurst, Macmillan Business Press 1998 ISBN 0-333-72800-9 (paperback)

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Developing Yourself, Your Career and Your Organisation – How to make the best use of learning opportunities at work. The main argument of this book is that if we want to have successful, fulfilling and productive careers where we grow and develop, feel we do worthwhile work and improve the quality of the organisation we work in, we need to understand our organisation’s formal and informal management development processes. This book is one of a series in the Mike Pedlar Library which focuses on the concept of the “4th R – Responsiveness to Change.” These books contain an educational/ideas section, an invitation to action, with suggestions and often workbooks, and ethical and political elements. Other titles include:

ABC of Action Learning Dialogue at Work


A Concise Guide to the Learning Organisation Managing Yourself Resolving Conflicts in Organisations

More information is available at the companion web site provided by the publishers www.lemosandcrane.co.uk Developing Yourself, Your Career and Your Organisation, John Burgoyne, Mike Pedler Library, 1999 Lemos & Crane, UK. ISBN 1-898001-40-5 Heather Sayer

PERFORMANCE MANAGEMENT

Putting the development into performance management – using career development as a catalyst for change. Contributed by Cassandra Gainsford , Workplace Support Performance management enhancements are the most prominent HR Strategy to be implemented in the next six months, according to recent organisational surveys. So why now? The current climate with its unprecedented change, corporate down sizing and mobility of employees begs questions as to whether current approaches – which are primarily evaluative and typically “top down” in nature - are still applicable and capable of meeting key objectives. Because a job for life is no longer a reality for employee’s, traditional notions of “blind” organisational commitment are increasingly being challenged. Research into careers predicts organisations are about to feel the impact of the “Fourth Generation” of careers which have employees firmly at the helm. Spurred by the need for career “versatility” these knowledge workers desire a much more collaborative and partnership approach to their careers and hence they way their performance is assessed and developed. The emphasis on development is key in this regard and feedback crucial. For employers key catalyst for performance management reforms are not only retention issues but also the need to reinforce new desired behaviours and attitudes. It is here that utilising career as a catalyst for change can offer the most benefits. By focusing on the longer term career aspirations of employees and better understanding their skills, values, interests, personality and motivators not only can performance be enhanced in the short term but also longer term benefits accrue due to improved succession planning and targeted developmental activities. As more performance development systems replace performance management systems represented by forms, the distinction between career development and performance management will blur. Whilst some key differences in approach continue to exist it is essential that performance management – contributing and growing on the present job – be expected of everyone and be the basis of discussions between employees and their managers. The goals of an aligned performance management/ career development process, as with a development culture, is a win-win outcome – that is to maximise individual potential while contributing to organisational success. Unless management recognises the need to adopt a more collaborative and developmental approach for dealing with performance, then organisations will continue to have high absenteeism, high staff turnover


and low productivity. These are costly consequences that few organisations can afford to ignore.

ALLEY CAT WISDOM - FROM CANADA

Canadian Careers expert Lynne Bezanson says if the careers profession wants to remain relevant, it needs to adopt fresh approaches to professional development, reflecting the realities facing clients. Lynne’s been using storytelling techniques to make her point.

‘Alley cat wisdom’ is the term Lynne Bezanson has coined to describe the attributes that today’s career counsellors should be looking to bring to their work. “Our professional training agenda has been safe, conservative and slow to change, especially in contrast to the amount of change in the labour market,” she notes. “I believe our programmes fall short in equipping practitioners with the characteristics to support their clients. I’m trying to give the profession a bit of a wake-up call to apply greater imagination and creative thought.” Lynne works closely with the Canadian Career Development Foundation training career practitioners who work in a wide range of settings. She says this work has given her an accurate picture of the types of services and professional development currently offered by the profession. She believes that while the professionalism and dedication of career practitioners cannot be disputed, their professional development often fails to equip them with the outlook and spirit required to really help clients. What’s needed, says Lynne, is a much greater training emphasis on the very characteristics the profession urges clients to embrace, such as innovation, imagination, flexibility and resilience. Lynne says storytelling has proved to be an effective means of achieving this. Her ‘alley cat wisdom’ is based on the story of two cats – one a loyal, domesticated house cat, the other a wild alley cat. The tale of these two cats demonstrates the skills and attributes required to survive in a labour market characterised by rapid change and uncertainty. When Mr Tibbs, a complacent house cat, is put out onto the street by his owner after years of service, he struggles to adapt until he learns from an alley cat to change his view of the world. In a time of constant change, the alley cat shows him there is no such thing as a permanent position and he begins instead to value his own skills and his independence. Only then can he grasp the opportunities open to him. Lynne says career practitioners need to do more to impart the alley cat wisdom learners will need to survive. “If we as career specialists believe these kind of skills to be critical for self-sufficiency and success in today’s work world, then we need to be much clearer about how to acquire them, recognise them and build them.” Lynne says information interviewing and personal contact remain critical ways of ensuring career services remain relevant and useful in the community. “Alley cats know this instinctively. They do not wait in an office for cats to come to them.” Lynne also believes the profession still operates with too much of a matching mentality in dealing with clients. “We’ve lost a sense of purpose and meaning. Career development needs to help people find meaning and purpose in their lives. It’s not just about paid work. We have to be interested in the other


ways in which we can contribute to their lives and families. Even in paid work, our responsibility is to help people find meaning and purpose. That is the key question.” What’s often missing from career counselling advice, says Lynne, is the dimension of spirit. “To what extent are career counsellors helping students and clients see working for a living as being ‘vitally alive’ in what we do? The practice of constructing a preferred future provides a very wide-angled lens through which to view the work we will do with and in our lives. The origin of the word ‘employment’ is from the Latin ‘implicare’ which means ‘to be involved’. To be involved suggests more than just selecting work based on what areas are growing and paying well.” In practice, however, Lynne says she has observed very few career counsellors who approach their clients in this spirit. She says the profession has exhibited a ‘navel gazing’ research focus and needs to embrace a much broader social and economic agenda. “There’s a huge body of work on the impact of the counselling relationship in the careers profession. A lot of our thinking has been very psychologically oriented. We continually try to make a science out of the therapy, one-on-one aspects. We need to get real.” Lynne also points out the pitfalls of an over-reliance on technology to reach clients. She says counsellors need to be trained to use technology to build services, rather than replace them. “We’re providing our services in faster, more efficient ways through technology and the internet. It’s as if all we need to set up are information kiosks. But simply providing information isn’t enough. The vast majority of clients need support to make sense of all this information.” Helping clients seek out work that has meaning and purpose will entail counsellors displaying a lot more alley cat spirit than is currently evident, says Lynne. She is already applying this approach in her own work. “In Ottawa, I had an opportunity to address a career day for 1,000 students. Ottawa’s like Silicon Valley, everything is hi tech there and growing fast. There are lots of companies looking to attract students. I tried to build this career day into a much wider career development focus. I told the young people, ‘The job’s not hot, if the spirit’s not.’ The IT sector is about looking for balanced human beings, not helping people find balance.” Career practitioners, says Lynne, need to apply a much more holistic approach when dealing with employers too. “We stereotype employers. Even though employers are still looking at the bottom line, they’re often more open than we might think. They want people who are the most balanced.” She says the need to instil young people with natural adaptability is another huge professional development issue for the industry. “Adaptability is a huge question. We need to give young people experiences that challenge them. I’m a strong believer in experience-based adaptability but I don’t have all the answers. Terms like adaptability, flexibility and lifelong learning are buzz words. But how do you teach these things? Now that’s a question we should be researching. How do we help young people to give up rigid thinking and train people to be alert to change and not become complacent and not expect to have secure employment for a decade? Helping people understand and perceive opportunities in this context requires a lot of imagination.” “I like the idea of planned happenstance, that things in our lives don’t just happen because of chance, but because we’ve placed ourselves in a position to create opportunities.” Lynne believes counsellors need to seek out broader professional development opportunities. “Just like we tell our clients, we need to become lifelong learners. We need to be reading the literature of social scientists, economists and business.” She believes the profession needs to make its voice heard and exert greater influence over policy decision-making so that services are based on client need, not external criteria. “Our ability to influence


must of course be earned and we have not done a very credible job earning that influence.” Lynne says there are few other fields apart from health that “impact so strongly and totally on a citizenry. And yet health is the subject of all kinds of national debates and work is not.” “I do a lot of touring of frontline services and I think our courses need to embrace some new ideas. I want people to feel good about the world they work in and I believe we haven’t done enough. I want to keep working and pushing the envelope and the themes I have spoken about.” “I personally have become very interested in and passionate about the power of stories and narrative in counselling. I’d like to see narrative applied to career development theories to help that search for purpose. Stories speak to people. The story of Mr Tibbs, the permanent cat, works well. There is something deep in our spirit that can identify with this story. The simple story of the permanent cat and the alley cat engages people.”

INTERNATIONAL CAREER DEVELOPMENT LIBRARY http://ICDL.uncg.edu/ This is a virtual library featuring a wide range of books and resources at no cost covering many aspects of career development for all age levels and for practitioners, researchers and educators. It has exceptionally comprehensive subject coverage. The site manager, Dr Garry Walz, has invited Australians and New Zealanders to send in their authorship, news items, event notices, etc. for global exposure and sharing. Some of the features the site offers are: access hot links to international web sites; easily download full text resources; participate in discussions of compelling career issues; network with like-minded people around the world; utilise special condensations of major new publications; browse the special collections on specific issues and client need sectors. Thanks to Paul Stevens, Worklife

Career Services - Product Update The new CareerQuest CD-ROM is due to be launched by the end of February 2002. The prices for this


resource are $990 for new users and $594 for current users of the old version. The annual update and licence fee is $495. For more information or orders phone Career Services National Office on (04) 801 5177, fax (04) 801 5745 or email [email protected]. Jobs Galore and Courses Galore are currently being updated. New 2002/2003 versions of these will be launched early next year. The introductory content material is being rewritten in both publications, and the latest data on courses and jobs will be included. The prices of these resources are $27 each, or you can buy both copies for the discounted price of $45. Copies of Jobs Galore 2000/2001 are now out of stock. However, copies of Courses Galore 2000/2001 are available at current prices. A new Top 120 Jobs pack is to be printed for release in early 2002 (The Next 120 Jobs pack is available now). The new Top 120 will be based on the latest tally of the 120 most visited jobs on KiwiCareers. The list includes many jobs that were not in the original Top 120, either because they weren’t on KiwiCareers then or they simply weren’t as popular as they are now. The new Top 120 will consist of 120 double-sided A4 sheets designed to withstand rigorous photocopying. Each sheet will contain information on a specific occupation, including information on tasks and duties, personal requirements, hours, salary and a profile of someone working in the job. These packs will be $49.50 each, or both packs for the discounted price of $90. Career Plan-it workbooks are available. Prices for these are still $5.40 for the workbooks and $7.20 for the Intermediate (Years 7-9) Teachers Guide. The KiwiCareers CD-ROM is still available at $72 for the first copy and $36 for additional copies. A new Options Kit resource is being developed. This is based on an old resource (also known as the Options Kit) that has been out of print for many years. The new Options Kit will be designed to fit with the seven essential learning areas and will be of use for students (years 9-10+) wanting to relate real jobs to the subjects they are studying. The jobs referred to in the Options Kit will be matched to those on KiwiCareers and in CareerQuest, so that students can explore them further if they wish. The new Options Kit is due for release by early to mid 2002. A New Zealand version of The Real Game (ages 12-14) is about to be developed. Career Services has formed an Advisory Group of teachers and career advisors who were on The Real Game pilot, plus a wide range of other representatives to develop a final prototype of The Real Game for New Zealand by May 2002. Finally, the Jobs By Interest pamphlet has been updated and reprinted. This is a free resource designed to help people think about the types of jobs that interest them. For further information or to place an order for any of the above products contact Career Services National Office on (04) 801 5177, fax (04) 801 5745 or email [email protected]. (all prices include GST).

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Documents

Our President Writes…. Early/CPANZ 17 2001 Summer.pdfIssue Number Seventeen Summer 2001 Our President Writes…. Those of us who attended the 2nd Biennial CPANZ Conference in Christchurch