6.2: Tiedeman and O’Hara’s Differentiation and Integration Model
Tiedeman and O’Hara (1963) and Miller-Tiedeman and Tiedeman (1990) attempted to describe the stages involved in the career decision-making process. They developed a theory for career decision-making, viewing career development as a continuous process of making distinctions and bringing them together. Their model suggests that career decision-making happens in two main phases: anticipation and implementation. The career decision-making process can be viewed as one of differentiation (separating experiences) and integration (structuring experiences into a whole).
The main characteristics of the two phases are as follows:
- Exploration: The person investigates various career options and gathers information about possible paths.
- Crystallization: As they gather more information, preferences start to form, and options become clearer.
- Choice: The person picks a specific career direction or option.
- Clarification: The chosen option is further examined and refined.
- Induction: The person enters the chosen field and starts to learn the basics.
- Reformation: With experience, the person might seek to change parts of their role or environment.
- Integration: The person fully assimilates into their career and workplace.
We met Robin while they were in the anticipation phase. They explored different career options. Gradually, these options crystallized into preferences, which allowed Robin to choose a career path and examine it closely to obtain further clarity. Once they had selected their course of study, Robin was ready to embark on the implementation phase of the career decision-making process.
Tiedeman and O’Hara believed that career development is deeply connected to overall life development. Their theory’s key idea is that differentiation (identifying various career aspects such as values and skills) and integration (combining these elements into a holistic understanding of self and career) are natural and normal career decision-making processes.
The model emphasizes that career decision-making is ongoing throughout life. As people get new information and experiences and face challenges, they might go through the anticipation and implementation phases multiple times.
The decision-making process in this model is seen as both rational and intuitive. While people gather and analyze information logically, they also rely on personal insights, feelings, and values to guide their choices.
A crucial part of the theory is the view of individuals as active agents in their career development. Rather than seeing career choice as determined by external factors, this model empowers people to shape their career paths through ongoing decision-making and adjustment.
The theory also considers the impact of external factors like societal expectations, economic conditions, and technological changes on career decisions. However, it suggests that individuals can navigate these influences through conscious decision-making processes.
In practice, this theory suggests that career professionals should help individuals develop decision-making skills, self-awareness, and the ability to integrate different life aspects into their career choices. It encourages a holistic approach to career development, considering both personal and professional factors.
First-hand Experience
In my work with clients, I have found that the process of creating self-portraits perfectly aligns with this decision-making model. Through our meetings, we can differentiate the client’s needs in what Tiedeman and O’Hara call the anticipation phase. While creating the self-portrait, we identify values, beliefs, interests, visions, goals, activities, skills, knowledge, etc. This is in essence the process of differentiation that clients naturally gravitate toward in the anticipation phase.
Then, as they start going out and doing research into the world of work, they begin a process of integration, which allows them to move all this information into a coherent and holistic framework that helps them to understand who they are and what career path makes the most sense for them.
Overall, Tiedeman and O’Hara’s theory offers a comprehensive framework for understanding career development as a dynamic, lifelong process of differentiation and integration closely tied to an individual’s overall personal growth and cognitive development.
The process of distinguishing experiences and values from one another as clients explore career options and settle into their chosen careers.
The process of bringing together expertise and experiences as clients explore career options and settle into their chosen careers.
The phase of Tiedeman and O'Hara's Differentiation and Integration Model where clients are exploring, crystallizing, choosing and clarifying their career options.
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.
