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How Engaged Are You at Work?

May 29, 2009 in Eye on Edu | 0 comments

Consider this: Only 29% of North American employees are fully engaged. Then consider this: The academia/higher education industry has the fewest engaged—23%.* Now more than ever, employee engagement plays a huge role in the workplace. An important factor that plays in to employee engagement is not only how your engagement level is viewed by your colleagues, peers, and even your students, but most importantly it’s about how you feel about your current job and the work you do. Your engagement level, believe it or not, is reflected during your counseling sessions with your students or clients. In a time when morale may be low and layoffs are looming, keeping employee engagement levels up can prove to be a difficult task for many managers. Yet this is the time to take charge of helping yourself to be more fully engaged in your job to deliver high-level results, and thus improve your own morale at your job. According to the author of the new Work Engagement Profile, Ken Thomas, there are two main types of rewards that need to be understood before discovering which of these plays into engagement: Extrinsic Rewards: These include pay raises, bonuses, and any other perks considered to be incentives which are manipulated by others, such as your manager. More often than not, workers that are motivated by these types of rewards tend to care more about the rewards than about doing quality work. As long as the work is done to meet a certain expectation to achieve these rewards, the enjoyment of doing the work is not as strong. Intrinsic Rewards: These include psychological rewards such as recognition from others or how satisfying the work you do is to you. For example, your sense of accomplishment in knowing that your counseling sessions are helping to drive your students to a brighter future is what drives you to work in the field that you are in. Intrinsic rewards are what the Work Engagement Profile measures. The following are four main intrinsic rewards which drive work engagement: Meaningfulness – how meaningful your work is to you.   Choice – the sense of choice in your job gives you the feeling that you are free to exercise your judgment and thus grants greater flexibility in your work.     Competence – involves how you feel about the quality of work and results you achieve.     Progress – your...

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Video Resources to Aid in Career Development for Your Students

May 22, 2009 in Eye on Edu | 0 comments

I recently came across a site called CareerTV ( which I found really helpful to share with you. The purpose of this site is to share videos that are solely to help students in their career development quest. The types of videos include mock interviews, what to wear to interviews, job search tips, tips from employers which are categorized by industries, companies, and locations, and many others. Not only did I find the videos I came across as highly valuable, I found the format of the presenters interesting. CareerTV really knows how to reach out to students, because I have yet to come across a video I found boring! I came across a video titled Generation Y & Social Networking which I found interesting as I had blogged about generational differences in the workplace recently. This video is a great tool to share with your students as teaching them about proper social networking skills before heading to the workplace is essential. The video explores Facebook, Myspace and LinkedIn sites and how employers are using these as an extension to their resumes to hire students. The issue of freedom of speech comes up several times, both from the experts in the video, as well as from a panelist of students who share their concerns over privacy. The video is approximately 30 minutes long and well worth the time. I hope you enjoy it and can share some of the tips you hear with your students! I’ll be reviewing more videos and sites I come across to share with you, so keep checking back for more!...

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Using Your Clients’ Interests in Discovering a New Career Path

May 22, 2009 in CPP Connect | 0 comments

With the current state of economy, we are all aware of those who have lost their jobs. Many are struggling to find jobs, whereas others have opted to go back to school to find a new career. Either way, people are realizing that the jobs available to them may not be what they are accustomed to, and they are having a hard time seeing themselves in a different career path. So how can we help you help your clients in this situation? And how can their interests play a role in finding a new career?

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Using Your Students’ Interests to Guide Them to a Career Path

May 19, 2009 in Eye on Edu | 0 comments

As you already know, guiding your students along the right career path is easier said than done. There are plenty of free career assessments online that students can take. Yet you get what you pay for. Many of those free assessments are not backed by sufficient research to guide your students in the proper direction. The majority of students are already confused about what career path they should take, so counselors must exercise caution with the assessments they offer as many students will believe the first thing they see. One of the most respected and widely used of career assessment tools is the Strong Interest Inventory® assessment. The occupations have been updated several times in the past 80 years to reflect the most current occupations. The Strong has provided research-validated and time-tested insights to thousands in their quest for finding a fulfilling career path. Here is why: By discovering their true interests, students are then able to expand and explore various career options or specific college majors with this knowledge – and of course with your guidance. When students take the assessment, their interests are related to interest patterns of workers who are satisfied with their work within an occupation. Students are given a description of their preferred style of working, learning, leading, risk taking, and team participation to help them learn more about themselves. The assessment’s norm group is representative of ethnic, racial, and demographic workforce diversity. There is a misconception that when presented with a list of possible occupations, students will feel forced to choose only amongst those. Yet with a proper interpretation, counselors can utilize the results by bringing out the student’s individual skills such as Critical Thinking, Service Orientation, Coordination, Writing, and Speaking, and applying them to a career path the student may be undecided about. If you are not sure where to start, here are some suggested materials we recommend: Strong Profile Strong Profile, College Edition Strong Interest Inventory® Manual Strong User’s Guide Strong College Profile User’s Guide Where do I go Next? In order to purchase or administer the Strong assessment, you must be certified. You do not need to be certified to purchase any of the support materials. If you are uncertain as to whether or not you are certified, you may always contact us to find out (800.624.1765). G/S Consultants offers certification programs, and they also offer a convenient online certification...

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Generational Differences in the Workplace

May 12, 2009 in Eye on Edu | 1 comment

We are all aware of how social networking and technology have become the “normal” way for many people to communicate. At the same time, as Generation Y gradually enters the workforce, there has been large concern over the proper usage of technology and social networking sites during work hours. This generation has grown up with MP3 players and making plans for a Friday night through Myspace. It is not uncommon to find Gen Y workers updating their status on Facebook during work hours, as it is deemed as something completely normal in their view. I came across an article* online on Frontline about a study LexisNexis recently did on a small sample group about whether there is a technology gap between different generations in the workplace. Here are some of the statistics I found interesting to share with you: *67% of Boomers think using a laptop or PDA (e.g. Blackberry) during in-person meetings is impolite, versus 57% of Gen Yers. 68% of Baby Boomer workers find it distracting, while only 49% of Generation Y workers do. And 32% of Gen Yers think it’s essential, compared with 11% of Boomers. *71% of Baby Boomers believe social networking sites inappropriately blur the lines between personal and professional life. 65% of Generation Yers think so. *47% of Generation Y workers think PDAs and mobile phones contribute to the decline of proper workplace etiquette, compared with 69% of Baby Boomer workers. Students must be made aware of the proper usage of technology and social networking sites at work. It should be stressed that they need to speak with their managers on what is deemed as appropriate usage, if at all. Many companies simply block these sites, but as more companies are marketing through social networking sites themselves, this has become a larger issue for companies to control. GS Consultants recently offered an interesting workshop on this topic: Type Challenges Across Generations — Baby Boomers/Gen X/Millennials. MBTI® type preferences were used to uncover how the different generations approach issues in life such as workplace values, retention, the economy and much more. Two recommended products that CPP offers to help you learn more about type are Introduction to Type® and Introduction to Type® and Communication. Knowing about how different generations view such issues is crucial in helping your students to be aware of what to expect amongst diverse organizations. *Source: Tech etiquette gap between Gen...

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