1. Social Learning Career Theories

2. SCCT Career Development Building Blocks
Self-efficacy
Outcome
Expectations
Personal Goals

3. Agenda
Social Cognitive
Sociological
LTCC
Happenstance

4. SCCT Career Decision-Making
Outcome (good or bad)
Performance experiences
Goals
Career-related interests
Self-efficacy/outcome expectancies

5. Choice Model State a goal Take action
Get enough experience to help determine the next step

6. Example Lisa wants to choose a major. (goal)
She decides to research 3 majors. (take action).
Based on that, she finds she hates one but likes the others, and decides to do more research (determined next step).
Similar to?

8. 3 Counseling Strategies
Identify foreclosed career options
Analyze barriers
Modify self-efficacy beliefs

9. Identify foreclosed career options
Expand options
Similar to which stage in CIP?
How???
Assessments
Iinterest/skill match (e.g., CISS)

10. 2. Analyze barriers Name them Real or perceived? Likelihood to happen?
Plan to overcome?

11. 3. Modify Self-Efficacy Beliefs
Create new performance experiences
Proof for new beliefs
Look at the past
Where’d these beliefs come from?
Reframe

12. Counseling Questions What are your goals?
Rate your ability to accomplish your goal.
How do you expect counseling to turn out?
How successful do you think you’ll be in this career?
What do you want out of work?

13. Krumboltz’ Learning Theory of Career Counseling
We make career decisions through observation and reinforcement
4 components of career development:
Genetic endowments/special abilities
Environmental conditions/events
Learning experiences
instrumental or associative
Task approach skills

14. Problematic beliefs Examples Counselor Role Abandoning a goal too soon
Unrealistic beliefs about self or chosen career
Selecting a career too soon
Unrealistic view of world
Challenge problematic beliefs
Use behavioral theory
Provide clients with shadowing opportunities
Use assessment results

15. CD Observations CD making = learned skill
Those who’ve made a choice may also need help
Often made from inaccurate information
Career counseling success should be measured by client’s decision making skill
Don’t just focus on existing characteristics-expand on them!

16. Counseling Questions What types of work are you considering?
How did you learn about these jobs?
Tell me about people and or types of work you admire/don’t like and why.
What types of beliefs do you have about yourself and the world that might impact your choice?
How do you approach problems, such as making a career decision?

17. Happenstance Learning Theory
“People can make chance happen by pursuing an active life that increases the number of fortuitous encounters they are likely to experience”
Alfred Bandura

18. Assumptions Traditional Happenstance Radical Idea Indecision Chance
help people overcome indecision and make a choice
welcome indecision as a sensible approach to a complex and unpredictable future
Undecided versus “open-minded”
indecision is sensible and desirable
Chance
help people plan so they minimize the effects of chance events
help people create and capitalize on chance events
clients should be taught to create unplanned chance events

19. Engage and Act on Curiosity
Happenstance: creating and transforming unplanned events into career opportunities. HOW????
Teach clients to become curious
Good Question to ask: How have you learned from the unexpected???
Why curiosity might be blocked:
What questions
Desperate need for certainty
Anxiety
blocks curiosity: discuss or refer
Replace “What” questions with “How” and “Why” questions

20. 5 Skills Applied to Create Chance
Curiosity
Persistence
Optimism
Flexibility
Risk-taking 

21. Steps/Counseling Questions in Applying Planned Happenstance
Normalize Planned Happenstance
Assist client in transforming curiosity
Teach your client to create chance
Teach client to overcome blocks to action
Advocate energetic open-mindedness
See handout in Blackboard