TIME

7:00 pm - 8:00 pm EST

COST

$15

PRESENTATION MEDIA

Live Webinar With Teleconference Audio

HARDWARE REQUIREMENTS

Broadband or LAN Internet Connection

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SOFTWARE REQUIREMENTS

We utilize Adobe Connect for our webinars. Please visit the Adobe Connect System Requirements page for more information.

TELECONFERENCE REQUIREMENTS

Landline phone (preferred) or stable cell

phone connection. Long distance charges apply.

How to Connect to the Webinars

Pre-registration is required. Once your registration is received, you will receive a confirmation email containing the URL of the webinar meeting room, webinar log-in instructions, and the telephone number and pass code for the conference call.

Career Considerations in the Information Age

December 4, 2007

Registration Deadline: December 2, 2007

With increasing frequency, the line between an individual’s personal and professional life is being blurred by technology. Stories abound of employers “googling” job applicants, and rejecting them because of compromising personal information found on the internet, of employees being fired for their personal internet discussion, blogging, or web presence activities, and of employees being reprimanded for participating in activist activities in their personal time. In this workshop, we’ll cover a variety of issues related to the collision of employment, individual freedom, and technology.

Click Here to Register for The Webinar  

The Five Mistakes That Career Advisors Make

May 1, 2007

Registration Deadline: April 29, 2007

In this workshop, we’ll use case studies and anecdotal tales from popular literature such as Blink, “How Doctors Think,” and “A Message to Garcia” to explore five critical mistakes that career development professionals make with clients:

• The jam expert mistake – over-articulation leading to the destruction of intuitive knowledge

• Flu epidemic mistake – confirmation of expected findings through selectively accepting or ignoring information

• The familiarity mistake – causation of harm by trying to avoid or minimize embarrassment or discomfort to the client

• The Correggio researcher mistake – negation of goal ownership by doing for the client instead of coaching through the process

• The chocolate choice mistake - overabundance of choices leading to reduced happiness

*Note: Terri will also be presenting this workshop at the Maine Career Development Association's 2007 Annual Conference in Fairfield, Maine on June 18, 2007. Visit the Upcoming Speaking Engagements page for more information.

3 x 5' Career Development For You and Your Clients

June 5, 2007

Registration Deadline: June 3, 2007

More than networking, idea-webbing, or traditional career research, but combining elements of all three, the “3 x 5” method (which doesn’t involve index cards!) is a structured process for identifying and leveraging resources within each individual’s five spheres of influence. This process, which honors each client's unique voice, brings a constructivist approach to career exploration (as an alternative to traditional assessments for generating possible career alternatives), occupational research (as an alternative to traditional sources of occupational information), job search (as a method for generating networking and job leads) and professional development (as a way of generating networking leads). This dynamic process is non-threatening, inclusive to diverse populations, and and is especially ideal for challenging clients - those with varied interests that are hard to serve with traditional objectivist assessments, those with varied or non-linear work experiences, and those that are having difficulty with networking because they have little or no network.

Helping Clients Connect the Dots of a Varied Work Experience

July 12, 2007 (Special date to reschedule)

Registration Deadline: July 10, 2007

Many seemingly disjointed or "job hopping" work histories actually have a theme underlying theme when we dig a little deeper. It turns out, there was something that attracted the person to that job - people don't take jobs that have repulse them. But this requires us to look beyond the surface, to look for richer layers of meaning in career decisions beyond job titles, occupational clusters, and linear chronologies. If we can find what attracted the person to each of these jobs, we can find the theme that underlies their work history and then use that knowledge to create a harmonious picture of uniform interests and abilities from a seemingly disjointed work experience. In this workshop, we'll explore the use of tools such as portfolio analogies, themes, and crosswalk plans. We'll present a new way of thinking about work experience and how to draw out the common elements from various past career choices, as well as how to look at the underlying motivators that drive career choices.

"Values Assessments Work" and Other 'Right-Fit' Myths

August 14, 2007 (Rescheduled to the 2nd Tuesday)

Registration Deadline: August 12, 2007

This workshop presents four career decision-making and “right fit” myths that hinder the ability of employers to adequately match candidates to jobs. We will explore myths related to organization values, organizational fit versus job fit, the existence of individual needs, and benefits and compensation, and examine how our assumptions about each of these areas affects our ability to make good matches between candidates and jobs.

A New Integrated Approach to Career Development: An Objectivist and Constructionist Blended Model

September 4, 2007

Registration Deadline: September 2, 2007

Three years in development, this new theoretical model blends the structure and objectivity of the objectivists with the individualized meaning-making of the constructivists. Moving beyond simply allowing clients to assign meaning or occupations to trait-and-factor assessments, this truly integrationist model combines elements of various theoretical traditions with new concepts.

"They Just Don't Get It!" - Managing Counselor-Client Conflict By Understanding Needs

October 9, 2007

Registration Deadline: October 7, 2007

Individuals may be motivated primarily by one of four different types of needs - physiological, relationship, esteem, or actualization. But in the career development field, the language of career decision making that we use with our clients is focused primarily on actualization (dreams, mission, fulfillment, etc.) and the language of job search that we use with our clients is focused on esteem (highlight accomplishments, talk about experience, etc.). If our client is primarily motivated by another need category, then he or she is speaking a different language then we are - is it any wonder then that he or she isn't following through on tasks, "not getting" the career development process, or is ignoring our advice? In this workshop we'll explore the different types of needs, how to identify an individual's primary needs motivator and how to frame career development issues in each need's language in order to improve client-counselor communication.