Reviewing your talents, knowledge and position or prospects, is a proactive approach to promoting your career, mental health and relationship/s.
When you want to:
- Improve: work performance, job satisfaction, career direction
- Discover: hopes and doubts in career moves, capacities and opportunities
- Act on: creating achievable plans, gaining support from family & colleagues
Examples of the concerns people bring to us are:
- Facing decisions, unclear on capacities, confused directions, needing more options, uncertain on pathways
Examples of the gains we work on achieving are:
- Discovering options, mapping pathways, identifying strengths, finding purpose, planning change
Career Guidance involves an assessment of strengths and interests, and linking these to job types and information. This service involves:
- structured personal interview
- testing (applying psychometric tests) session
- results feedback and discussion session
- formal written report (including an action planner).
Career Counselling involves the discovery of hopes and fears that may be guiding or hindering a career decision or action. The emphasis is upon working through:
- uncertainty on direction (confusion or anxiety)
- difficulty with decision-making
- avoidance of considering career issues
- reluctance to act on considered pathways.
Outcomes of counselling include a readiness to act on exploring, decision-making and implementing job options. These sessions are usually focused upon the personal review/reflection or decision-making of the individual, but the client can invite relevant family members to participate.
Career Management concerns staff in organisations
For individual employees these sessions can help structure questions to ask personnel/human resources and management during performance appraisals/reviews or at other times. The participation of family members or supervisors may be included by the client where desired.
For organisations career management develops processes that guide staff through the organisation. Refined career management processes provide:
- organisations with reliable information and informed decision-making on staff movements
- staff with a knowledge of staff development processes and feedback on personal strengths
- Alder, J. (1998) Convened Symposium on: What’s at stake? Staff evaluations and stakeholder viewpoints
- Alder, J. (1998) Convened Symposium on: Consultation Research: Three approaches in three industries, Australian Psychological Society National Conference, Symposia Chaired by Dr Geoff Kelso, Including presentations by Dr Yoland Wadsworth (Victoria University) and Dr Diane Niblo (RMIT)
& Pearce, J (WMC) & Alder, J. Adoption of consultant recommendations, organisational variables and occupational health and safety performance
- Alder, J. (1998) Convened Symposium: What’s at stake? Staff evaluations and stakeholder viewpoints. Australasian Evaluation Conference, Melbourne, Including presentations by Dr Adrian Fisher (Victoria University), Dr Marcus Wigan (Monash University) & Costa, L & Alder, J, Stakeholder characteristics associated with differences in performance ratings.
- Alder, J (1997) Convened Symposium on: Management development: Orientations to development, Australian Industrial/Organisational Psychology Conference, Including presentations by Dr Paul Power ( Hay/McBer), Dr Greg Southey (QUT) and Dr Ben Shaw (Bond University) & Krass, L, (Commonwealth Bank) & Alder, J, (1997) Insider training and training evaluation: The importance of knowing the system
- Alder, J &. Beiers, V, (1997, August). Organisational consultation: two approaches. Papers presented to College of Organisational Psychology Workshop , Melbourne
- Alder, J (1996) Convenend Symposium on: Teaching/training in human resource development, Including presentions by: Dr. Rob Allen, Michael Kaye and Peter McCrossin
& Alder, J., An HRM committee backdrop for teaching human resource development
- Alder, J, & Tralaggan, A. (1996). An action research approach to identifying group effectiveness. Occasional Papers, Faculty of Business, Victoria University, Melbourne.
- Alder, J. (1995, July). Convened Symposium on Teams and Teamwork, Inaugural Australian Industrial/Organisational Psychology Conference, Sydney. Including presentations by Dr Anona Armstrong (Victoria University) and Dr Ross Williams ( Victoria University) & Tralaggan, A.(Daimler-Benz), & Alder, J, Differing perspectives on group effectiveness: developing confluence in the field.
- Alder, J, Cotchett, D (ANZ), & Williams, P (Elegant Solutions), (1995, December). Defining Competencies: the science and the practice. Interface, Newsletter of APS College of Organisational Psychologists, Melbourne.
- Alder, J., Fisher, A., Karnilowicz, W., & Watson, D., (1993), Symbiosis in Research Teams, HERDSA Regional Conference – Victoria & South Aust.
- Alder, J, (1990), Initiatives in Careers Counselling, College of Counselling Psychology Symposium, 25th National Conference of Australian Psychology Society
- Alder, J,(1989), Organisational Features Affecting Adult Career Development, Paper presented at HERDSA Conference, Adelaide. Published in Research and Development in Higher Education,V.12, 1990.
- Alder, J, & Staunton, G., (1989), Changing Roles in Student Services, Paper presented at Victorian Conference of Australian College of Education. Published in Proceedings of 1989 Victorian Conference.
- Alder, J, (1985), Identifying Counsellor Role Changes, presented to the 1985 Triennial Conference of A.N.Z.S.S.A., Hobart. Subsequently published in Living While Learning
University of New South Wales, Sydney.
- Alder, J. & Kirwan, C.H., (1984), Reflections on Reflective Listening by Anne Kotzman, a Book Review” , A.N.Z.S.S.A. Exchange, October, Melbourne.
- Alder, J, (1980), Careers Counselling in A.N.Z.S.S.A. Exchange, Melbourne. Subsequently presented at a Victorian A.N.Z.S.S.A. In-Service Program, Monash University -Counselling Service
- Alder, J.G. & Kirwan, C.W., (1980), Personal Aspects of Transition to Tertiary Education, Choosing a Course, Melbourne, V.I.S.E.