英文原文
Solution-Focused Career Counseling
By Mary Ann Looby
“Knowing when to push, when to let go, what to listen to, and what to ignore - all these skills are based on the profound respect for human dignity and working to restore a sense of who they are and what they want to be.” - Insoo Kim Berg
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.
NOTE: Many resources are available for learning more about developing a solution-focused approach to one’s counseling practice. The Solution-Focused Brief Therapy Association (SFBTA)http://www.sfbta.org and the Denver Center for Solution-Focused Brief Therapyhttp://www.denversolutions.com are good places to start. Both of these organizations provide training, consultation, and networking opportunities.
Mary Ann Looby is a college counselor at Colorado Mountain College, where she also she serves as adjunct faculty for management coursework. Established in 1997, Mary Ann is the principle of People Dynamics, a consulting firm specializing in personal and professional development. Her earlier career was in human resources management for Fortune 500 Companies: First Data Corporation and the American Express Company. Mary Ann holds her masters in Social Work and Public Administration from the University of Denver and her Bachelors of Psychology from the University of Colorado, Boulder. She completed her CDF certification in December, 2013, and attained the GCDF distinction in 2014. She can be reached at mlooby@coloradomtn.edu
中文翻译
焦点解决职业咨询
作者：Mary Ann Looby
“知道何时推动、何时放手、倾听什么、忽略什么——所有这些技能都基于对人类尊严的深刻尊重，致力于恢复他们是谁以及他们想成为什么的感觉。” - Insoo Kim Berg
我于2012年首次接触到焦点解决职业咨询方法，通过丹佛焦点解决短期治疗中心的专家Teri Pichot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1980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有效性。新的适应方案已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。肯定正在起作用的事物、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。表现出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通过非侵入性询问回到正轨。
沉默：辅导员保持“中立”，客户是专家。适当使用停顿，允许客户组织思想和设定舒适的节奏。
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变化，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：奇迹问句——详细描述客户想要什么。帮助客户认识到确定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，就该转向焦点解决方法的基石：奇迹问句。奇迹问句的目标是目标形成。这可能在第一次咨询会话中尽早探索。奇迹问句帮助客户设想他们的未来、他们真正想要什么，以及会改变他们生活的事物。使用好奇的方法，辅导员要求客户明确定义最终职业梦想，这被发展成一个目标。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话一样简短，也可以涉及多次会话。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的能力。使用焦点解决方法，识别优势并鼓励客户探索过去有效的事物以及如何利用这些成功。职业辅导员帮助客户分析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。
注：有许多资源可用于了解更多关于发展焦点解决方法到咨询实践的信息。焦点解决短期治疗协会（SFBTA）http://www.sfbta.org和丹佛焦点解决短期治疗中心http://www.denversolutions.com是好的起点。这两个组织都提供培训、咨询和网络机会。
Mary Ann Looby是科罗拉多山学院的大学辅导员，她还担任管理课程的兼职教师。Mary Ann于1997年创立了People Dynamics，这是一家专注于个人和专业发展的咨询公司。她早期的职业生涯是在财富500强公司的人力资源管理：第一数据公司和美国运通公司。Mary Ann拥有丹佛大学的社会工作和公共管理硕士学位，以及科罗拉多大学博尔德分校的心理学学士学位。她于2013年12月完成了CDF认证，并于2014年获得了GCDF称号。可以通过mlooby@coloradomtn.edu联系她。
文章概要
本文介绍了焦点解决职业咨询，特别是奇迹问句在职业咨询中的应用。作者Mary Ann Looby分享了她在2012年接触焦点解决方法后的经验，强调其与NCDA标准的契合。文章概述了焦点解决原则，如关注、倾听、反思、鼓励、提问、沉默、识别优势与障碍，以及希望的重要性，其中奇迹问句是关键工具，帮助客户设定职业目标、使用缩放技术评估现状，并制定行动计划。文章还提到该方法的高效性和适应性，适合个人和团体咨询，并提供了学习资源。
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，当大人们不知道未来想做什么工作时，有一种特别的方法可以帮助他们。就像玩一个游戏，老师会问：“如果明天一觉醒来，你的梦想工作突然实现了，那会是什么样子？”然后，他们一起画一个从1到10的梯子，看看现在在哪里，怎么一步步爬上去。这个方法让大人们感觉有希望，知道自己能行！
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短期治疗（SFBT）在职业咨询中的实际应用，特别是奇迹问句作为核心工具。它体现了SFBT的核心理念，如以客户为中心、聚焦解决方案而非问题、利用客户现有资源和优势。通过奇迹问句和缩放技术，文章强调了目标导向和未来可能性，这与SFBT的赞美、例外寻找和微小改变原则高度一致。作者的经验分享验证了该方法在促进职业发展中的有效性和适应性，彰显了SFBT的实用价值和积极心理学视角。
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、心理咨询机构、社区服务、在线辅导平台、职业转型项目、青少年发展计划、残障人士就业支持和创业指导。它可以解决人们的以下十个问题：1. 职业目标模糊不清；2. 缺乏职业规划信心；3. 工作与生活平衡困难；4. 职业转型焦虑；5. 技能与兴趣不匹配；6. 职场人际关系挑战；7. 求职过程中的挫折感；8. 自我价值感低落；9. 未来发展方向迷茫；10. 职业发展动力不足。通过奇迹问句和焦点解决技巧，它能帮助人们发现内在力量、设定清晰目标并逐步实现职业梦想。