Strong Interest Inventory And Myers-Briggs Type Indicator Career Report

The Strong Interest Inventory is a career assessment that began as the Strong-Campbell Interest Inventory in 1927 and was developed by E.K. Strong Jr. (Blackwell & Case, 2008). It was created from the observations that were made of the interests of workers in varying careers (Yazak, 2014). From such observations, Strong believed that individuals who have interest that are similar to those of people in a particular career tend to experience greater satisfaction if they work in that area than if they enter an occupation with people of dissimilar interests (Yazak, 2014).

I have wanted to be a counselor since my freshmen year of high school and in the counseling field there are many specialties that I can focus on. I am fairly certain that I want to specialize in helping people with substance abuse and their families. I have always focused my studies, interests, and work on things that will help me in this field and I have a lot of qualities that help to enhance me in my eventual career. There are difficulties when I get to practice also like what people perceive as correct counseling style, challenges with my gender and race, and finally creating my own counseling style and plans.

The career path of vocational rehabilitation counselor has come to me later in my professional career and it is not a path I would have anticipated taking. I do not recall taking interest assessments in high school, but if I had I would have probably fallen into the category of conventional personality type on John Holland’s personality scale. My early educational pursuits leaned toward administrative and business type positions. Most of my career I have worked in positions that were structured, predictable and very routine. Even though I worked in positions such as these I was often called upon to teach, train and instruct new employees. I found the most satisfaction in my job when I would work with individuals helping them to learn new tasks and obtain new skills.

The population selected in this context is that of high school students. High school students are young, with some individuals considering them as leaders of the future. This is because students normally decide on their career paths when they complete their high school level. The purpose for this analysis is for the determination of their pattern of interest, as well as what they are inclined to do because of their personality type. To facilitate execution of this particular activity, I will ensure usage of Strong Interest Inventory and the Myers-Briggs.

One of the overall goals of the career counseling process is for the counselor to assist the client to transition from a stage of exploration of themselves and their abilities, interests and values to that of making career decisions. By identifying this in Ruby helped me guide her throughout our sessions and formulate an action plan to overcome her obstacles and challenges at work. As a counselor I must informed Ruby of the many phrases that we may go through during the career counseling process as well as to discuss the goals of each phase. This process is called “Exploring Phase” then “Decision-Making Phase” (Andersen and Vandehey, 2006, p.179).

Along my path, my coursework helped solidify that choice as the right choice for me. In undergraduate classes, I never took any career counseling classes, so up until this class, I had been developing my general counseling philosophy, but not my career counseling philosophy. So far, I have really enjoyed taking a look at how to apply some theories I was already familiar with, like myers-briggs, and new theories like trait and factor theory to career counseling.

After taking career assessments including the “Myers Briggs Type Indicator” which have helped me explore my career options from my personality, I have come to the conclusions with a family lawyer. It was hard to believe that some quiz was going to help me find a career that I would actually take an interest in up until I actually read the results. I had difficulty choosing just one. My options varied from ‘dentist’ to ‘cook’ but lawyer really caught my attention. Lawyers must be creative while problem solving and persistent which are two qualities I would say I have. A lawyer is the the perfect job because it requires

In the beginning, career counseling was strictly developed to help with job placement, but it became so much more than that after the career development was further researched by a group of theorist that focused on career process. What is it that drives us to choose a specific career path? According to Zunker (2012), different theorists such as Parsons, Holland, Krumboltz, Bandura, Super, and Gottfredson all developed theories on career development and their perspective on the importance of occupational process. Throughout this paper one will discuss the John Holland’s Typology and the significance of this particular career theory. Some of the points that will be covered in this paper include: history of theory, strengths and weaknesses, assessments used, population best fit for this theory, and diversity and

Taking the assessments from the Career Path enhanced my understanding of my abilities and my future career opportunities. I believe the results from the Career Path accurately reflected my career goals. For instance, the majority of my results included either psychology or sociology, which are the two careers I am most interested in. The top two results for my leisure interest included clinical sociologist and educational psychologist. Though I am not interested in either of these two careers, I was relieved that they were both included in my interests and field of study. However, my personality did not reflect the results of my dream job of becoming a military or a child psychologist. In fact, not one of my hopeful future careers were listed on the results from my personality assessment. According to the personality assessment, I am logical, analytical, base my decisions on solid facts, and adapt to changes in a situation. Nonetheless, I believe some of these results are

According to Simpson and Glowiak (2012), "A career counselor may engage in many roles, including consultant, coach, and supervisor (p. 280)." The field of vocational counseling is multidimensional and career counselors must be able to adapt to client needs.  This means that a clinician must be able to interpret those needs and then select the appropriate method to facilitate change.  Peterson and Millier (2005) describe flexibility as one of the most important attributes for a career counselor to posses. Consultation, coaching, and supervision are related but each topic has a set of clearly defined parameters.

To help clients through the process about their career goals they can explore their skills and limitation while balancing their interest and openness to the idea. As readily apparent, the information collected during the evaluation phase enables the counselor and client to use occupational information resources to access the appropriateness of the client’s expressed vocational objectives (Rubin and Roessler, 2008). Clients can utilize The New Guide for Occupational Exploration, use The Self-Directed Search, Occupational Outlook Handbook, also The Worker Traits Data Book. These resources inform the client on professional requirements, intellectual limitation in the profession and/any other needs the clients may need to explore for their given goal. Transferable skills

Recognizing where my strengths and values fall with respect to a career has been a journey of introspection during which, after asking myself the hard questions, a clear goal came into focus: becoming a career counselor. I have worked to build a strong foundation by developing the knowledge, skills, and experience necessary to succeed in a graduate-level education program. Now, I intend to earn a Master’s degree in counseling psychology in preparation for becoming a college career counselor.

In 1991, researchers from Florida State University’s Career Center’s Center for the Study of Technology in Counseling and Career Development researchers created the Cognitive Information Processing (CIP) Approach to Career Development and Services (Peterson, Sampson & Reardon, 1991). Gary W. Peterson, James P. Sampson, Jr., Robert C. Reardon, and Janet G. Lenz developed the approach that is based on the Cognitive Information Processing Theory (Reiser and Dempsey, 2012). The CIP approach serves as a blueprint for creating modifiable delivery of services that assist students with developing effective skills needed for career decision making and problem solving. With this approach, career selection and decision making is an endeavor of focused resolution, problem-solving (Gordon, 2006). Additionally, the CIP approach is an exemplary representation of the first mission point that the National Association of Colleges and Employers (NACE) has outlined for college and university career services. The mission point is to develop self-knowledge related to career choice and performance by identifying, assessing and understanding their competencies, interests, values and personal characteristics

Career counselors are going to to have clients who are in different places in the career path. Some may have decided what they would like to do and may simply need support on getting it. There are some who have an idea of what they would like to do, however, they need guidance in figuring out the right choice. As for those who are indecisive, career counselors can guide you while exploring different options. It is best if clients have at least some type of idea mind. this will This will allow more time to be spent on occupational searches that clinets have more potential in joining that spending time looking at the wrong career options

A history of the development of assessments, tools, and interventions allows us to understand motivations, trends, and environmental/social/ political factors that have affected how we historically and currently serve clients (Harrington & Long, 2013). Practitioner knowledge of the evolution of assessment in the field of career counseling is critical to inform how career counselors move forward to ensure that clients remain the top priority as career counselors continue to innovate and develop career services (Harrington & Long, 2013). Little education was needed to be a counselor and there was less jobs to