Career Development Theories & Coaching Models Flashcards

The Co-Active Coaching model, developed by Whitworth, Kimsey-House, and Sandahl, is built on the foundational belief that clients are:

Answer: Naturally creative, resourceful, and whole

The Co-Active model is grounded in the belief that clients are naturally creative, resourceful, and whole — meaning the coach's role is to evoke the client's own wisdom rather than provide answers.

Roe's Needs Theory of Career Choice suggests that early childhood experiences influence careers primarily through their effect on:

Answer: Basic psychological needs and interpersonal orientation

Anne Roe proposed that parent-child interactions shape whether individuals develop a person-oriented or non-person-oriented vocational direction based on how their basic needs were met.

In the PERMA model used in positive psychology coaching, what does the 'E' represent?

Answer: Engagement

Seligman's PERMA model stands for Positive emotions, Engagement, Relationships, Meaning, and Achievement — Engagement refers to being absorbed in activities that use one's strengths.

A career coach using the Cognitive Information Processing (CIP) approach would help a client experiencing career indecision primarily by:

Answer: Identifying and reframing dysfunctional career thinking

CIP theory, developed by Peterson, Sampson, and Reardon, focuses on improving clients' career problem-solving by identifying negative career thoughts using tools like the Career Thoughts Inventory.

In the context of career coaching, 'transfer of learning' refers to:

Answer: Applying insights and skills from coaching to real-world situations

Transfer of learning in coaching means the client successfully applies what was explored or practiced during sessions to their actual career situation outside of coaching.

Lofquist and Dawis's Theory of Work Adjustment (TWA) focuses on the fit between:

Answer: Individual needs and abilities with work environment reinforcers and requirements

TWA posits that job satisfaction and satisfactoriness result from correspondence between what the worker needs and what the environment provides, and vice versa.

When a career coach helps a client identify their 'transferable skills,' they are most directly applying which concept?

Answer: Functional skill analysis rooted in trait-and-factor theory

Transferable skills analysis is a functional job analysis technique rooted in trait-and-factor approaches, helping clients identify portable skills applicable across multiple roles and industries.