Career Development Theory Combinations that Empower Clients
We advise students and clients to “know yourself” as the first step forward on their career decision making journey. Taking assessments, identifying motivated skills, and writing stories about their unique path are a few ways to do that.
To help our clients understand themselves better, we can combine career development theories in assessments and activities that create energy and momentum forward – like peanut butter and chocolate. The right combination strengthens their pathway to career well-being.
Here are a couple examples,
Holland’s Theory of Career Choice + Strengths
Holland’s Theory of Career Choice is the well-known trait and factor theory that people are happier and more satisfied working or studying in an environment that fits their personality and interests (congruence).
Although identifying someone’s strengths is not a theory, it is an excellent activity to combine with Holland’s quantitative approach to person-environment fit. Some popular strengths activities include,
CliftonStrengths by Gallup
Happenstance Learning Theory (Krumboltz) + Transition Theory (Schlossberg)
Happenstance is a way to reconcile the unpredictability of life with career planning. One can make plans while being open to unexpected opportunities. (Journal of Career Assessment article, PDF)
Transition Theory
Four major groups of factors impact someone’s ability to cope with a transition, also known as the 4 S’s (Situation, Self, Support, Strategies).
This Winter/Spring 2022 NCDA Career Developments magazine article does an excellent job of bringing the Happenstance and Transition theories together: “Navigating Career Transitions: A Happenstance Guide for K-12 Counselors Considering a Role Change” by Breanne Hiivala Cahoy, EdD, LPC, CRC and Amy Foell, LSC, MS.
One example the authors gave was for the Situation of career change, when someone moves from one role to another – in this case, a school counselor interested in going into private practice.
Tip: “Happenstance Learning happens through change events that spring up from purposeful action. Meaning, you are more likely to engage in growth opportunities by putting yourself out there!”
What combination is best?
Your set of students and clients have different needs, so some theories are more relevant to their circumstances than others. When I changed careers to enter career development 15 years ago, I discovered there can be strong opinions in academia and among practitioners about “right” and “wrong” when it comes to quantitative vs. qualitative assessments and approaches.
I’ve come to embrace more of an “AND” philosophy instead of “EITHER/OR” on this debate. In the end, research and user experience data – supported by foundational ethical rules – will dictate what’s best for our clients. Combining the best science and practices of career counseling to benefit our clients is what we all want to do!
