The class this week was dense by necessity, but I think the
information became more solidified by discussing it in our small groups. Dana
helped me to see how post-modern techniques can be incorporated into the counseling
of diverse clients if done correctly. While I think it may be possible, I am
still skeptical, but I am open to the idea. In general, I think that case
studies are helpful to discuss. It helps me to envision myself engaging in
therapy and it is beneficial to bounce ideas off of one another. I also really
enjoyed hearing Joan Blades speak and, while I really connected to her living
room conversations, I also think her work with helping women achieve equal pay
in the workforce is important. As a woman in the workforce, I believe that my
hard work should literally pay off just as much as a man’s would.
I really appreciated this chapter
on multicultural counseling because many of the kids that I will work with may
come from a different culture than I do. It was also helpful that the author
included attributes of different cultural groups. Even though these are not
characteristic of every single individual person in each group, it is useful to
know generalizations in order to better understand certain populations. I
still, however, was not impressed with how applicable post-modern techniques
will work with all minorities. The author mentioned that Asians and Native
Americans are not comfortable with self-disclosure. While I believe that these
populations may open up more with a trusted counselor, I would like examples of
how this is possible. Career counseling can be very time sensitive and I worry
that counselors may not have enough time to build rapport and engage in this
type of career counseling.
I
also would have liked more elaboration on crisis career counseling. I learned
in my multicultural counseling class that many minorities want advice from
counselors. If the desire for advice is paired with a dire need to obtain a
job, it may be difficult to engage in post-modern career counseling. I am
excited that there is an option for those in desperate need of a job, but I
want to know what this looks like. I believe it is important to learn more
information about it, but it was brushed over in this chapter.
While
Guindon and Hanna’s (2002) was certainly interesting, it seemed at first that
it would only be used in limited cases. The happenstance events seem
otherworldly and unbelievable. After closer examination, however, I realized
that many people in America are religious or spiritual and believe in a God
that would allow these connections to occur. Additionally, when I was
religious, I had similar experiences. I felt like God was calling me to go to
Africa and, a week later, found out that my college had a mission trip to North
Africa. If my therapist dismissed the connection that I experienced, I may lose
trust in him or her. While many therapists may not place much value on these
synchronic events, therapists should still respect each of their client’s personal
beliefs. I also, however, do not believe that therapist should encourage
clients to act on these connections without fully exploring the potential
career choice. If, however, the therapy session leads a client to a certain
career and he or she also has a dream to support that choice, it may give the
client additional comfort in a time of a great transition.
I
also appreciated the case studies that the authors provided. After I first read
them, they seemed a little far-fetched. After making my personal connection to
them, however, I believe them. These were all people that were taking active
measures to find a better career, not people that were sitting around the house
waiting for change to happen to them. They were people actively trying to find
a better career that happened upon synchronic events.
Brown, D. (2012).
Career information, career
counseling, and career development
(10th
ed.). New York: Pearson Education, Inc.
Guindon, M. H. and Hanna, F. J. (2002). Coincidence,
happenstance, serendipity, fate,
or the hand of God: Case studies in
synchronicity. The Career Development
Quarterly,
55, 196-208.
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