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 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.

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The Five Mistakes That Career Explorers Make

May 15, 2007

Registration Deadline: May 13, 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 individuals make during the career development process:

• 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

• The Correggio researcher mistake – negation of goal ownership by having the coach do the work instead of coaching the process

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

3 x 5' Career Development

June 19 2007

Registration Deadline: June 17, 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 individuals 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, less intimidating than “going out and networking” or joining a networking group, more fun than conducting dry research using occupational guides, is inclusive to diverse populations, and is especially ideal for those with career challenges - 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 are having difficulty with networking because they have little or no traditional network. Using the “3 x 5” method, individuals will be able to open up explore new and hidden career pathways as well as reexamine discarded career choices.

Connecting the Dots of a Varied Work Experience

July 17, 2007

Registration Deadline: July 15, 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 you 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 you 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 21, 2007

Registration Deadline: August 19, 2007

This workshop presents four career decision-making and “right fit” myths that hinder the ability of employers to adequately match candidates to jobs and vice-versa. 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. In addition, we'll discuss tools individuals can use to evaluate the fit of potential employers during the job search.

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

September 18, 2007

Registration Deadline: September 16, 2007

Old-style career assessments claim to scientifically measure and rank your skills, interests, values, and personality on an objective scale - only these "test" style assessments and the theories that underlie them are over 50 years old and deeply flawed. New style "constructivist" career assessment methodologies focus on individual interpretation and meaning making behind skills, interests, values, and personality - only this method is completely subjective (think "Big Fish" with Ewan McGregor). In this workshop we'll provide you with an introduction to the latest trend in career guidance, "integrationism" - the balancing and combining of the two points of view into a synthesized whole person approach. For individuals who are thinking about a career change but have been frustrated by career assessment "tests", this is the workshop for you!

Will Work For Food: Beyond Physiological Needs in the Job Search

October 16, 2007

Registration Deadline: October 14, 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 you hear all the career advice guides speaking is focused primarily on actualization (dreams, mission, fulfillment, etc.) and the language of job search that you hear all the career advice guides speaking is focused on esteem (highlight accomplishments, talk about experience, etc.). If you are primarily motivated by a different need category, then everyone else is speaking a different language then you are - is it any wonder that you've been struggling with your job search. Or how about the fact that research shows that job satisfaction is rarely linked to salary; in fact, if you are dissatisfied with your job, no amount of increase in salary can increase your happiness with the position. Job satisfaction arises from esoteric factors such as work relationships, job challenge, and work environment. And yet, job seekers rarely evaluate the “esoteric rewards” (relationship, esteem, and actualization needs) offered by a new position, focusing, instead, on tangible rewards, such as salary, vacation time, and health benefits (physiological needs). This paradox often leads to a “from the frying pan into the fire” success of bad jobs. In this workshop, individuals will learn to define the physical and emotional wants that motivate them, and then use this information to develop techniques for evaluating the “fit” of potential new jobs before they accept them.