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 我于2012年首次接触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。当我开始将这些概念应用于大学辅导员时，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于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。新的适应方案已在许多帮助专业情境中使用焦点解决原则出现。焦点解决职业咨询还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。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。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，允许客户组织思想并设定舒适的节奏。 识别优势与障碍 例外，事情何时不同？使用系统方法帮助客户确定需要什么变化，并考虑其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，就该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，以及什么会改变他们的生活。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。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有效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，强调其在探索未来职业目标中的应用。文章基于作者Mary Ann Looby的经验，描述了焦点解决短期治疗（SFBT）的原则如何与职业咨询结合，包括建立帮助关系、使用奇迹问题形成目标、识别优势与障碍等。文章还提到了该方法与国家职业发展协会（NCDA）标准的对齐，并展示了其在个人和团体职业发展中的有效性。
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人们找到他们未来想做什么工作。它说，我们可以用一种叫“焦点解决”的方法，就像问一个“奇迹问题”——如果你一觉醒来，所有问题都解决了，你的工作梦想是什么？然后，我们可以用数字来打分，看看现在离梦想有多远，并一步步计划怎么达到目标。辅导员会认真听你说，帮你发现自己的优点，让你对未来充满希望。 焦点解决心理学理论评价 从焦点解决心理学视角看，这篇文章精彩地展示了如何将SFBT原则应用于职业咨询，体现了对客户自主性和资源的尊重。文章强调了目标导向的对话，如奇迹问题和缩放技术，这些工具能有效激发客户的希望感和行动力。它赞美了客户作为自身生活专家的能力，并通过识别例外和优势，聚焦于解决方案而非问题，这完全符合SFBT的核心价值观——关注未来可能性和积极变化。 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广泛应用于教育、职场、个人发展等领域。它能帮助人们解决以下十个问题：1. 明确职业梦想和目标；2. 增强对未来职业的信心和希望；3. 识别个人优势和成功经验；4. 制定可行的短期和长期职业计划；5. 克服职业发展中的障碍和挑战；6. 改善与职业相关的决策能力；7. 提升自我认知和身份认同；8. 加强职业网络和关系建设；9. 适应职业变化和转型；10. 实现工作与生活的平衡和满足感。