Using a Hope-Centered model of career development in challenging times

Abstract

This article presents the use of Hope-Centered Model of Career Development (HCMCD; Niles, Amundson, & Neault, 2010) to promote the career self-management of individuals as they encounter challenges and opportunities (both planned and unplanned) across the lifespan in a less predictable, stable world of work due to the recent global economic crises and changing employment trends. HCMCD is based on the essentiality of developing career adaptability that refers to a capacity to respond effectively to new information about oneself and/or one’s changing situations and to transform these into strategic career behavior, which leads to effective and satisfying career self-management. The authors emphasize that HCMCD can reinforce individuals’ need for vigilance with regard to maintaining self and occupational awareness. Accordingly, they describe the important attitudes and behaviors needed in this life-long process: a) hope, b) self-reflection, c) self-clarity, d) visioning, e) goal setting/planning, and f) implementing/adapting (Niles, Amundson & Neault, 2010). In HCMCD, hope incorporates agency thinking, pathways thinking, and goals, while self-reflection and self-clarity initiate a process to vision future career possibilities, set goals, implement plans, and adapt to new roles required. The authors describe the application of HCMCD with a case study from Turkey. They introduce and utilize The Career Flow Index (CFI; Niles, Yoon, & Amundson, 2010), which assesses degree of hope through specifically measuring the six hope-centered career development competencies. Finally, the case discussion illustrates the counseling process by explaining each competency step and offering related counseling intervention strategies according to the unique circumstances and needs of the client.

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