At the end of each of the 43 chapters in the book Career Theories and Models at Work: Ideas for Practice, authors provided a page of practice points. What can we learn from those practice points to inform and strengthen theory-practice connections? The results of an in-depth analysis are presented in the newly released, CERIC-funded book Practice Principles: Career Theories and Models at Work.
One of the eight practice principles emphasizes that career development practice requires customization. This blog explores why, regardless of your theoretical orientation or roles as a career development professional, customizing your practice is important for service provision.
The importance of customization is likely not surprising, given that we currently live in an era where choice has become a fundamental expectation within our personal and professional lives. From dating apps to ordering food, we have grown to expect the opportunity to select from numerous options – we want to build our unique sandwiches, design our preferred coffees and book appointments convenient to our schedules. Why, then, wouldn’t the clients we serve expect the same from us?
So, how and what can career development practitioners customize? As noted by many of the theorists in Career Theories and Models at Work: Ideas for Practice (Arthur et al., 2019), even when working within a specific framework or model, there is much room for innovation. At a very basic, client-centred level, do your clients see themselves in the examples and graphic design elements that you use in posters, presentations or handouts? Consider the level of language that you use, confirming that it is easily understandable to those whom you serve. Also reflect on your use of technology – some of your clients may be quite comfortable with accessing information online and using apps, while others may need paper-based resources and forms.
Dr. Nancy Arthur, Dr. Roberta Borgen (Neault) and Dr. Mary McMahon will be presenting a FREE webinar with CERIC on Career Practice Principles: Bridging Theory and Everyday Practice on March 25. Learn more and register at ceric.ca/webinars.
Read more in this article series: Practice Principles at Work: Cultural contexts and career development
When working with individuals or groups, are you drawing from your clients’ own metaphors and life experiences and providing memorable experiential activities? In listening to your clients’ stories, identifying themes and patterns, and collaborating with your clients to develop action plans for change, a customized approach can facilitate client autonomy and success.
Also consider the scheduling and pace of your work: Can it be adjusted to accommodate the unique needs of each client? Applying a social justice lens and considering equity, diversity and inclusion, customization can result in accommodations (e.g. assistive technologies, resources, supports) that level the career development playing field.
Are you extending your reach by mobilizing the whole “village” of supports available to your clients, including parents, teachers, community leaders and other professionals? Have you recently added any innovative tools or resources to your own professional toolkit?
At a program level, are your clients on a conveyor belt of services, with no options to opt in or out of specific components? Consider modularized programs with a menu of options where individuals can sign up for the components that they need, offered at various times that suit different schedules and responsibilities in other life roles. Sometimes a hybrid approach can be effective, reducing the need to physically come into your offices for service.
There is even room for customization for your workplace-based clients as you support them to make career development decisions resulting in more satisfying and sustainable work. Consider introducing the possibility of job-carving (i.e. creating a job customized to suit your client’s skills and needs), flexible scheduling or the option to work remotely, at least part of the time, which might make your client’s current work situation more manageable and motivating.
Consider design thinking principles as you customize your career development practice. Fundamental to design thinking is collaboration and an iterative approach – you don’t have to aim for perfection in customization. Instead, consider each customized service or resource as a prototype, engaging in constant reflection about what’s working, what’s not and what could be changed in the future.
Customization is the “art” of the work that we do. It allows career development professionals to be client-centred, collaborative and constantly creative. In my own career, spanning over four decades in this sector, having the freedom to customize is what has kept me fully engaged!
