2.2: Determining the Client’s Perceived Present

Career professionals must first ask, “Why has the client come to see me?” Understanding the client’s perceived present or current reality is a prerequisite for engaging in an effective helping process where the guide makes the client feel comfortable and helps them express their reason for being there. The client comes in with a presenting issue. For example, Lana’s reason for seeking help and her motivation for the change was to get out of harm’s way. She felt that she was experiencing harm in that environment. When we reflect on Lana’s situation, we see the answer to this first question, which is that there was trauma in the workplace.

Lana was the lone female in an all-male workplace. Our conversation made it clear there were no overt, direct attacks on her, but there were always subtle gender microaggressions like cruel jokes, careless comments, and insults that made her feel like her workplace did not value her and her work. These issues impacted her ability to do her job, feel safe to voice her suggestions and contribute meaningfully to the workplace. Hence, it was essential to help her remove herself from that environment. Further conversation also clarified that she was no longer sure if she wanted to be managing engineering projects. After eight years in the field, she no longer enjoyed the work.

It is important to note that Lana’s primary motivator was removing herself from a traumatic workplace. That is why she sought career counselling. However, through the initiation process, she identified that she wasn’t even sure she wanted to manage large engineering projects anymore. Before she came into our meeting, that issue wasn’t even on her mind.

Remember that when an individual comes in to meet with a career development professional, there may be multiple issues affecting them and their career. Our goal is to ensure that we first understand the complete current reality that they are facing. In Lana’s case, there were two types of changes possible:

• First was the need to move to a different workplace.
• Second was the need to consider the kind of work she wanted to do.

Clarifying the issues faced by your client will help you appreciate the changes that may be necessary for their client’s career development.

Identifying the Type of Change

In the initial discussion with your client, the answer to the question “Why are they here?” will help identify the type of change needed. In Lana’s story, she needed change because of a workplace that was harmful to her psychological well-being, and she maybe wanted to change the type of work she did. As a CDP, you must listen to the client’s story — their answer to the question, “Why are you here?”— to focus on the type of change needed.

As a client shares about the type of change they seek, you can use the microskills of reflecting feelings and paraphrasing to ensure you hear what is going on and that they feel listened to.

Here are examples of client statements that begin to answer the question: “Why has the client come to see me?”

• “I don’t know what to do when I finish school.”
• “I’ve been a plumber for the past ten years, and I enjoy the work. However, I was injured in an accident and can’t do that anymore. So now I need to find something else.”
• “I’m a single parent with three kids to support and a mortgage. I need a new car. I’ve got to find a job that pays $55,000 a year.”
• “I’ve worked for a small start-up software company over the past two years. Things haven’t gone well; the market is changing. The venture capitalist has removed their funding and laid off all the staff. I don’t know what I’m going to do next.”
• “I’ve stayed home to look after our children for ten years. They are both in school, and I’m ready to return to work.”
• “Last week, I took my car in for an oil change. I chatted with the firm’s owner, who is offering franchises. I thought, Gee, maybe I would like to do that. I want to check out what’s involved in starting a business.”
• “I want to get into project management, but I’m having trouble finding a job in that area.”
• “The Social Services department told me I would get cut off if I didn’t come down and see you. Can you sign this paper to say I was here?”
• “The company I’m working in has a clear glass ceiling. I’m frustrated because no women are working above my level. I want to find a way to get ahead in another company.”

These statements help the CDP to understand the client’s present situation. Once the “current reality” becomes obvious, the CDP can help the client figure out the best path ahead for them.