英文原文
Solution-Focused Career Counseling I was first exposed to the solution-focused approach to career counseling in 2012 through training and consultation provided by expert Teri Pichot at the Denver Center for Solution-Focused Brief Therapy. I was excited to find a model for counseling that encompassed my values and training as a social worker, and many of the principles I had been using professionally for the past 30 years. As I started applying these concepts as a college counselor, I discovered that the solution-focused approach was a strong fit for both individual career development facilitation and group workshops. In today’s world, efficiency is highly valued. Brief therapeutic interventions are a new trend embraced by psychologists, social workers and counselors alike. Solution-Focused Brief Therapy (SFBT) was developed in the 1980’s by Steve deShazer and Insoo Kim Berg. This approach was founded on evidence-based practices, and research continues to prove its validity and effectiveness. New adaptations have emerged using solution-focused principles in many helping profession situations. Solution-focused career counseling also provides a framework that is aligned with standards established by the National Career Development Association (NCDA), including the first competency for Career Development Facilitators (CDF): Developing a Helping Relationship. NCDA CDF Competencies Solution-Focused Principles Attending: Opening – How can I help? Neutral and non-judgmental stance of the counselor, positioning as interested in being informed and learning more about the client. Listening: Listening to what the client wants. Showing respect by starting where the client is, valuing their unique experiences. Developing an understanding of the client’s view of self and identity, based on his or her own narratives. Reflecting: Check for understanding. Building trust by demonstrating awareness and appreciation of what the client is experiencing, learning and valuing. Encouraging: Feedback – compliments and helping to connect meaning. Affirming what is working, successes achieved, insights and connections for moving forward. Questioning: Curious approach by asking questions. Showing genuine interest in understanding the client’s perspective. Gentle guidance to help clarify, organize and move forward. This may involve interrupting the client to get back on track with non-intrusive inquiries. Silence: Counselor remains “neutral”, the client is the expert. Using pauses as appropriate, allowing the client to organize thoughts and set a pace that is comfortable. Identifying Strengths & Barriers: Exceptions, when were things different? Using a systems approach to assist the client in determining what changes are needed and considering the perspectives of others in all affected aspects of his or her life. The Importance of Hope: Miracle Question – describing what the client wants in detail. Helping the client to recognize the process of identifying an ultimate career goal. This creates hope for the future. Once the helping relationship is established, and the career counselor has a reasonable grasp on the client’s presenting issues, it is time to move to the cornerstone of a solution-focused approach: the miracle question. The objective of the miracle question is goal formation. This may be explored as early as the first counseling session. The miracle question helps the client to envision their future, what they really want, and would make a difference in their life. Using a curious approach, the counselor asks the client to clearly define the ultimate career dream, which is developed into a goal. A scaling technique assists the client in identifying where they are today in relation to the career goal. For example, if the career goal is a “10”, how does the client define a “1,” and which number between 1 and 10 represents where they are today? Determining actions to move up the scale naturally follows, and helps to establish short and long-term steps for achieving the goal. A systems approach is embraced throughout the process, including scanning the client’s current environment to assess support and barriers that are impacting goal attainment. This may include considering the client’s perception of college, jobs, professional associations, and relationships. Ultimately, this helps to put the client’s values, skills, and networks into the perspective. The solution-focused approach draws on a set of skills that are not only excellent counseling basics, but also keep the process moving towards a stated career goal. This process can be as brief as a single session or involve several sessions. The goal of each meeting will be defined by the client, respecting their own ability to define what they want and how they will achieve it. Using the solution-focused approach, strengths are identified and the client is encouraged to explore what has worked in the past and how to leverage those successes. The career counselor assists the client in analyzing changes in their life and what is needed systemically to support the career goal, and at the same time recognizing that this too may change and develop over time.
中文翻译
焦点解决职业咨询 我第一次接触焦点解决职业咨询方法是在2012年，通过专家Teri Pichot在丹佛焦点解决短期治疗中心提供的培训和咨询。我很兴奋地发现了一种咨询模式，它涵盖了我作为社会工作者的价值观和培训，以及我过去30年专业使用的许多原则。当我开始作为大学辅导员应用这些概念时，我发现焦点解决方法非常适合个人职业发展促进和团体研讨会。 在当今世界，效率受到高度重视。短期治疗干预是心理学家、社会工作者和辅导员都接受的新趋势。焦点解决短期治疗（SFBT）由Steve deShazer和Insoo Kim Berg在20世纪80年代开发。这种方法基于循证实践，研究不断证明其有效性和效果。新的适应方法已经出现，在许多帮助专业情境中使用焦点解决原则。焦点解决职业咨询也提供了一个与国家职业发展协会（NCDA）建立的标准相一致的框架，包括职业发展促进者（CDF）的第一项能力：建立帮助关系。 NCDA CDF能力 焦点解决原则 关注：开场——我能如何帮助？辅导员的中立和非评判立场，定位为有兴趣了解和学习更多关于客户的信息。 倾听：倾听客户想要什么。通过从客户所在的地方开始，尊重他们独特的经历来显示尊重。基于客户自己的叙述，发展对客户自我和身份观的理解。 反思：检查理解。通过展示对客户正在经历、学习和重视的事物的意识和欣赏来建立信任。 鼓励：反馈——赞美和帮助连接意义。确认什么在起作用，取得的成功，洞察力和前进的联系。 提问：通过提问的好奇方法。展示对理解客户观点的真正兴趣。温和的指导帮助澄清、组织和前进。这可能涉及打断客户，以非侵入性的询问回到正轨。 沉默：辅导员保持“中立”，客户是专家。适当使用停顿，允许客户组织思想并设定舒适的节奏。 识别优势与障碍：例外，什么时候事情不同？使用系统方法帮助客户确定需要什么改变，并考虑他或她生活中所有受影响方面的他人观点。 希望的重要性：奇迹问题——详细描述客户想要什么。帮助客户认识到识别最终职业目标的过程。这为未来创造了希望。 一旦帮助关系建立，职业辅导员对客户呈现的问题有合理的把握，就是时候转向焦点解决方法的基石：奇迹问题。奇迹问题的目标是目标形成。这可能早在第一次咨询会议中探索。奇迹问题帮助客户设想他们的未来，他们真正想要什么，以及什么会让他们的生活有所不同。使用好奇的方法，辅导员要求客户明确定义最终的职业梦想，这被发展成一个目标。一个缩放技术帮助客户识别他们今天相对于职业目标的位置。例如，如果职业目标是“10”，客户如何定义“1”，以及1到10之间的哪个数字代表他们今天的位置？确定向上移动的行动自然随之而来，并帮助建立实现目标的短期和长期步骤。整个过程采用系统方法，包括扫描客户当前环境以评估影响目标达成的支持和障碍。这可能包括考虑客户对大学、工作、专业协会和关系的看法。最终，这有助于将客户的价值观、技能和网络纳入视角。 焦点解决方法利用一套技能，这些技能不仅是优秀的咨询基础，而且使过程朝着既定的职业目标前进。这个过程可以像单次会议一样简短，也可以涉及多次会议。每次会议的目标将由客户定义，尊重他们自己定义他们想要什么以及如何实现它的能力。使用焦点解决方法，识别优势，并鼓励客户探索过去什么起作用以及如何利用这些成功。职业辅导员帮助客户分析他们生活中的变化以及系统上需要什么来支持职业目标，同时认识到这也可能随时间变化和发展。
文章概要
本文介绍了焦点解决职业咨询方法，强调其在职业发展辅导中的目标设定应用。文章基于作者Mary Ann Looby的经验，描述了焦点解决短期治疗（SFBT）的原则如何与NCDA标准对齐，包括关注、倾听、反思、鼓励、提问、沉默、识别优势与障碍以及奇迹问题等核心技能。重点讨论了奇迹问题作为目标形成工具，帮助客户设想未来职业梦想，使用缩放技术设定具体步骤，并采用系统方法评估环境支持与障碍。文章突出了该方法在促进个人和团体职业发展中的有效性，强调客户自主性和希望的重要性。
高德明老师的评价
用12岁初中生可以听懂的语音来重复翻译的内容：这篇文章讲的是怎么帮助大人找到他们喜欢的工作。就像玩游戏一样，先问一个“奇迹问题”，比如“如果你一觉醒来，工作变得超级棒，那会是什么样子？”然后，用1到10打分，看看现在在哪里，再想怎么一步步变到10分。辅导员会认真听大人说话，不批评，只鼓励，帮他们发现自己的优点和过去的成功，这样他们就能更有信心地朝着梦想前进。
焦点解决心理学理论评价：这篇文章精彩地展示了焦点解决心理学在职业咨询中的应用，完美体现了SFBT的核心原则。它赞美了客户的自主性和资源，通过奇迹问题和缩放技术，将目标设定转化为一个充满希望和可能性的过程。文章强调了非评判立场和系统视角，这有助于客户在尊重自身价值观的基础上，构建清晰的职业路径。这种聚焦解决方案而非问题的方法，能有效激发客户的积极改变动力。
在实践上可以应用的领域和可以解决人们的十个问题：焦点解决职业咨询可应用于教育机构、企业人力资源、职业培训中心和个人辅导等领域。它可以解决人们的十个问题：1. 帮助人们明确职业梦想和目标；2. 提升自信心和自我认同感；3. 克服职业选择中的犹豫和迷茫；4. 改善工作与生活的平衡；5. 增强职场适应能力和抗压性；6. 促进团队合作和沟通技巧；7. 解决职业转型期的焦虑；8. 提高求职面试的成功率；9. 培养长期职业规划能力；10. 激发内在动力和创造力，实现个人成长。