Glossary

The behaviours we engage in through which we seek to impose our will on the world.

A clear and concrete series of action steps to help clients achieve their goal.

The tasks, moves or processes that the client has undertaken in the past, wants to undertake in the future, or needs to undertake to achieve their outcomes.

A trauma caused by a singular incident, such as a natural disaster, accident, or acts of violence.

The act of changing to fit in.

The phase of Tiedeman and O'Hara's Differentiation and Integration Model where clients are exploring, crystallizing, choosing and clarifying their career options.

A quantitative assessment used to ascertain a client's abilities and match their strengths to specific careers.

Verbal statements and non-verbal gestures that encourage the client to continue talking.

A style of career decision-making that is marked by procrastination and attempts to shift decision-making responsibility to others.

The things that get in the way of fulfilling values, beliefs, and interests.

Ideas or worldviews that guide a person's actions.

A statement that serves as a quick introduction to a client's capabilities and style of approach.

Skills that clients need to transition to new careers.

Figures of speech that provide different perspectives through which to view career progression.

The ability to set multiple goals and develop multiple pathways to those goals.

A trauma that is repeated and prolonged, resulting from situations such as domestic violence or abuse.

Questions that the client can answer with a yes/no or a specific statement.

Societies that prioritize the group over the individual.

A trauma that encompasses multiple events, often of an interpersonal nature.

Current conditions that can impede a client's progress toward their goal.

The identifiable stages through which we pass in life.

One of Kris Magnuson's career helping processes, it helps clients discern who they are and what opportunities are available to them.

A style of career decision-making that relies on advice and guidance from others.

The process of distinguishing experiences and values from one another as clients explore career options and settle into their chosen careers.

A feeling that your innermost thoughts, feelings and experiences are, and will be, honoured.

An interpersonal connection characterized by a deep understanding and shared emotional resonance between individuals.

Guiding elements in action planning that reflect a person's long-term wants.

One of Kris Magnuson's career helping processes. Exploration takes the process of initiation deeper, providing greater insight.

The extent to which there is a good match or not with the work we are doing.

An interview with a person seeking help and the people providing that help.

A trauma experienced by a specific cultural, racial or ethnic group, often related to significant events that oppressed a group of people.

The phase of Tiedeman and O'Hara's Differentiation and Integration Model where clients are learning the basics of their chosen field, reforming part of themselves and assimilating into the workplace and career.

Societies that prioritize the individual over the group.

The predetermined outcomes passed onto us through our historical background and parents.

One of Kris Magnuson's career helping processes. It is the process of meeting with the client and finding a shared space in which to proceed with the career development process.

The process of bringing together expertise and experiences as clients explore career options and settle into their chosen careers.

A quantitative assessment used to determine the client's interests by presenting them with scenario-based questions.

The things that a person enjoys.

A style of career decision-making that relies on gut feelings and instincts based on a general sense of the situation.

The way in which we understand our career as a movement through time and space.

The first column of the Self-Portrait that identifies the client's values, beliefs, interests, and barriers.

A quantitative assessment used to determine the client's values and match them to suitable careers.

Deliberate or inadvertent verbal, behavioural, or environmental insults directed toward people belonging to different ethnicities, genders, or faiths.

The specific techniques and interventions that are used to interact with clients and help them achieve their goals.

Trauma experienced by one generation that continues to have an effect on the generations that follow.

Questions that invite the client to respond with additional information.

The things an individual wants to achieve or accomplish in life.

A statement that condenses session content. Typically less than a summary, although it may include relevant content, affect, and meaning.

Barriers that typically create physical access problems.

One of Kris Magnuson's career helping processes, it allows individuals to prepare themselves to be ready to build the skills they need to move forward with their choices.

Stories demonstrating the client’s capabilities and strengths by highlighting their accomplishments.

Barriers that exist within one’s mind.

A process where the career professional asks questions and observes to assist clients in uncovering their potential career pathways.

The use of standardized tests to assess things such as career interests or aptitudes.

A style of career decision-making that is logical and structured and based on analysis of facts and data.

Perceived obstacles that prevent clients from achieving their aspirations

A brief statement connecting the client’s emotions to content from the session.

Interpersonal connections that arise from our interactions with others and through our social networks.

The view that individuals are inputs to serve the corporate purpose.

That which we act out through the theatre of our lives.

Questions that ask clients to rate something on a numerical scale.

A career development process that facilitates self-assessment and career exploration by encouraging individuals to engage in a comprehensive self-examination process.

Competencies, knowledge and attitudes that enable clients to effectively carry out their activities.

A style of career decision-making that is marked by quick, impulsive decisions.

The narratives about our lives. What we tell ourselves and other people.

The act of sharing narratives about ourselves with other people.

A statement that reiterates more content than paraphrasing. Typically used at transition/ending points in the counselling session.

In Magnussen's Theory of Emergent Decision, the ideas that a person has about what they want.

Skills learned in the past that can be applied to new activities in the future.

An event, series of events, or set of circumstances that is experienced by an individual as physically or emotionally harmful or threatening and that has lasting adverse effects. on the individual’s functioning and physical, social, emotional, or spiritual well-being.

A framework for understanding, recognizing, and responding to the effects of trauma in individuals.

The belief that career development professionals must begin all their communications with an understanding that anyone may have experienced trauma at some time in their lives and be prepared to support survivors of trauma.

Something that causes a strong emotional response, often without warning.

The things that are fundamentally important to a person and form the foundation of individual actions.

Processes for helping a client identify something they want in their future.