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guidance & counselling matters - new and noted home about us gallery search this site guidance & counselling matters resources for practitioners, students and researchers home about us gallery search this site contents home about us gallery search this site approaches to guidance and counselling the egan 'skilled helper' model personal construct theory narratives and career development motivational interviewing motivational interviewing and domestic violence redefining group work solution focused approaches counselling and the medical model mindfulness peer mentoring client narratives, language & motivation online guidance and counselling challenging in guidance practice and cbt decision making and guidance practice related sites of interest pluralistic approaches to guidance and counselling guidance & counselling links research links volunteering practitioner section conferences and training sleep and wellbeing contact us!! this form does not yet contain any fields. a resource for all interested in the provision of guidance and counselling! monday jul 02 2018 cxk conference dartford kent monday, july 2, 2018 at 1:44pm on 27th june 2018 peter beven ran a workshop on motivational and solution focused approaches to career guidance practice. the event, attended by 60 practitioners was held at the conference centre at dartford football club. for further information and resources supporting this event, please contact peter via this web page (see link bottom right of theis web page) or email peter on [email protected] peter beven | email article share article wednesday apr 13 2016 re-imagining career guidance by peter beven wednesday, april 13, 2016 at 9:20am in this new article, peter beven argues for a rethink of what good guidance might look like. reimagining career guidance: towards a pluralistic perspective abstract difficulties concerning the identified mis-match between supply and demand sides of the labour market are discussed. the variability of career guidance services for young people across europe is illustrated together with policy initiatives in some cases leading to problems of professional identity. risks concerning a monoculture of “one size fits all” approach to guidance practice are discussed. the principles of pluralistic approaches to counselling are discussed with the suggestion that this might prove to be a fertile way forward for career guidance practice. the problem of youth unemployment in the european union is not new. youth unemployment has been double or even three times the rate of general unemployment in europe for the last 20 years. 5.6 million young people are unemployed across europe, and a total of 7.5 million are neither being educated, nor are they working. moreover, while young people are eager to work, more than half of those without jobs say they simply can’t find one—while at the same time businesses across europe insist they struggle to find young people with the skills they need. (mourshed, patel, and suder, 2014) as for many young people, the system is not working for most of them, either. a mckinsey survey conducted in 2012 asked young people a combination of attitudinal and behavioural questions to understand how they thought about the transition from education to employment. for those who see themselves as successful (when most do not) this seems to be because they actively manage their decisions about their education and career. the analysis highlights significant numbers who feel disheartened (“i know enough to not care”), those who are disengaged (“i don’t care to know more”) and those who are struggling (“i want to know more”). (mourshed, farrell, and barton, 2012) reports concerning career guidance practitioner competencies indicate a variable picture across europe too. for example, the european centre for the development of vocational training published a report about practitioner competencies across europe. the core message of this report is that there is a huge variation across europe in terms of professional training available, competences and qualifications acquired through such training, roles and functions carried out by guidance practitioners and settings in which guidance services are offered (barham 2009). in some countries policy decisions have restricted the nature of support young people can rely upon. for example recent researches undertaken on working models of careers guidance indicate a crisis in the delivery of services, certainly in england. as reid and west argue (2011, page 399) “…in a situation where guidance work has become more complex it appears that preparation for the work may have diminished, being restricted to a powerful and instrumental discourse in guidance in the uk…”, the pressure from successive governments for services to deliver a target driven service has led to what reid and west describe as a “technicising” of the guidance sector where they argue opportunities for creative strategies in supporting clients with career decisions are perceived as potentially risky enterprises (reid and west, 2011a). policy initiatives relating to “targeted” services have also been based upon questionable premises; for example, assuming that those not in education, employment or training are a homogenous group (furlong, 2006). within england, changes in the delivery of career guidance have also resulted in many advisers feeling de-skilled and at risk of losing their professional identity (see, for example, neary, 2014; hooley and watts, 2011; bimrose, 2006 and colley, 2009) the need for high quality career guidance support is arguably greater than ever; however the devolving of the role in england to school based services has resulted in inconsistencies in delivery (haynes, mccrone and wade, 2013). of course the biggest losers in these developments are arguably the clients of the services themselves. if advisers have to work within strictly limited constraints in terms of outcomes and method then the danger is that “one size fits all” thinking will come to dominate practice. this, in spite of evidence that what is needed in times of increasing complexity for guidance to be delivered by skilled practitioners who are reflexive, open to learning new approaches and able to learn from theory with a view to supporting their client groups in a variety of ways (mccrone et al. 2010; nfer, 2013). given the complexity of career decision making at this time, there is a need to look again at the nature of career guidance support and re-imagine what might constitute an effective service to young people. as a starting point there is a need to recognise that individuals have different needs at different points of time. motivation will vary between individuals, but also within an individual depending upon current concerns (miller and rollnick, 2013). decision making styles adopted by individuals also have a factor. drawing upon their longitudinal study of the effectiveness of career guidance with adult clients, bimrose and barnes also note: “the extent to which individuals espouse an evaluative, strategic, aspirational or opportunistic approach to making decisions about their career progression is crucial to understanding the particular types of support required from guidance practice” (bimrose and barnes, 2008, p. vi) for some a placing service based on matching against abilities may be what is required; others will require support with more complex decisions involving reflection, self-assessment and career planning. a “one size fits all” approach is clearly inappropriate. many writers have been critical of prevailing models of guidance systems concentrating as they do around a matching model, variations on the trait-factor paradigm. it has been argued that the matching model was introduced within industrial societies at a time of relatively high employment. it assumes that individuals when matched to an appropriate occupation will have a strong work ethic and be happy wit

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http://www.guidanceandcounselling.co.uk/journal/re-imagining-career-guidance-by-peter-beven.html
http://www.guidanceandcounselling.co.uk/peer-mentoring/
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guidanceandcounselling.co.uk

Data validation:
Nominet was able to match the registrant's name and address against a 3rd party data source on 10-Dec-2012

Registrar:
123-Reg Limited t/a 123-reg [Tag = 123-REG]
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Relevant dates:
Registered on: 10-Sep-2011
Expiry date: 10-Sep-2019
Last updated: 06-Sep-2017

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Registered until expiry date.

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ns.123-reg.co.uk 212.67.202.2
ns2.123-reg.co.uk 62.138.132.21

WHOIS lookup made at 13:01:32 05-Jul-2018

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  SERVER co.uk.whois-servers.net

  ARGS guidanceandcounselling.co.uk

  PORT 43

  TYPE domain

DOMAIN

SPONSOR
123-Reg Limited t/a 123-reg [Tag = 123-REG]
URL: http://www.123-reg.co.uk
Relevant dates:

  CREATED 10-Sep-2011

  CHANGED 06-Sep-2017

STATUS
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  NS.123-REG.CO.UK 212.67.202.2

  NS2.123-REG.CO.UK 62.138.132.21

  NAME guidanceandcounselling.co.uk

DISCLAIMER
This WHOIS information is provided for free by Nominet UK the central registry
for .uk domain names. This information and the .uk WHOIS are:
Copyright Nominet UK 1996 - 2018.
You may not access the .uk WHOIS or use any data from it except as permitted
by the terms of use available in full at https://www.nominet.uk/whoisterms,
which includes restrictions on: (A) use of the data for advertising, or its
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or hiding any or all of this notice and (C) exceeding query rate or volume
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