The CPP Education Blog has moved to http://www.cppblogcentral.com/category/education-blog/. You will be redirected to the new blog.

Friday, October 16, 2009

Teach Yourself and Your Students to Brand Themselves on LinkedIn

Bookmark and Share


Have you joined our LinkedIn group yet?

During these times of uncertainty in the workplace, this is the perfect time to resource with others in your field of work. Our CPP Education Team group is dedicated to career counselors, academic advisors and educational coaches as a place for them to share their thoughts and advice with one another. If you don't have an account yet, I highly recommend registering for one. It's free and there are hundreds of groups that you can join to begin networking. Of course, this is a great resource to share with your students to help them get started on learning how to not only network to find suitable jobs, but to learn how to present themselves to valuable companies. I found a slideshow with some great tips to share with your students to convince them why having a LinkedIn account is valuable. LinkedIn is not as exciting as Facebook, which is understandable, but your students might change their mind when they realize how it will help them in the future. They may also appreciate the fact that there are different ways for them to showcase their school work to help them advertise themselves to potential job recruiters. This might even be a way to get them more excited about doing their homework! Well, that might be wishful thinking. View the "LinkedIn for College Students - 10 Things You Can Do to Brand Yourself as an Expert" slideshow below. Learning these tips does not only apply to your students - these can be helpful to you as well!

To join our CPP Education Team, click here (you'll need to have an account to view the group page).

Thursday, August 20, 2009

A Warning to Share with Your Students

Bookmark and Share


It goes without saying nowadays that our personal lives can be easily displayed to the world thanks to the Internet. It’s all about being somewhat Internet savvy and using some common sense when posting anything about our lives. Yet I’m sure you know many students who post every detail of their lives on Facebook, Myspace, Twitter, Tagged, or any of the popular social networking sites. Everything from what they ate for breakfast, to how they can’t stand a certain class to even an exact time and location of where they will be hanging out in the afternoon! Unfortunately, many do not think about or even know of the consequences to pouring such intimate details out to the world. Using social networking sites is quickly becoming the way for companies to be in touch with their customers – and their employees as well. It is essential for students who are preparing for their futures as professionals to be aware of this. Unfortunately, something negative that they post today, may come back to haunt them a few years down the road when a potential employer is conducting a background check.

I wanted to share the following slideshow I found through Marketing Profs: Five Ways Facebook Can Get You Fired. Paul Dunay, Global Managing Director of Services & Social Media at Avaya, put these five stories together to show how seemingly innocent comments can cost one their job. A couple of these made me laugh as they were just outright ridiculous (actually they were all silly), but the unfortunate thing is that they are true. I encourage you to share this with your students!



Wednesday, August 12, 2009

Let’s Clear Up Some Common MBTI® Assessment Misconceptions

 Written by Karen Gonzalez
 One of the biggest misconceptions I hear about the Myers-Briggs® (MBTI®) assessment, from those who are not very familiar, is that the tool is a way to point out one’s weaknesses. I’ve had several discussions with friends and acquaintances about this when they ask me where I work. A few have even been scared to take the assessment as they believe that their results will show something negative about their personality type. I’ve even had a friend tell me, “I don’t want it to tell me I’m crazy”. Even though that particular conversation was quite amusing, I had to clear that up with my friend. In no way does the MBTI tool work to make anyone feel as if their type preference is not worthy. This got me thinking that many students may have heard about the MBTI tool (or maybe just about inadequate personality assessments off of the internet) but they may be thinking similar thoughts when asked to take it for career development purposes.


So when our Director of Research, Rich Thompson, wrote the article “How to Properly Use a Personality Assessment” (published in Talent Management Magazine, August 2009), I knew I needed to share this with you. Rich lists the top seven misconceptions about the MBTI assessment. Even though this document was published in a corporate magazine, it applies to all organizations and audiences. As Rich states, “proper use of the instrument results in expanding vision and opportunity, while misuse can result in pigeonholing and exclusion.” This article is a wonderful resource that you can share with your colleagues, students and friends. I know I’m going to keep this handy for the next time my friends ask me where I work!


Tuesday, July 14, 2009

How to Choose Career Assessments


Bookmark and Share




With the endless variety of career assessments out there, how do you know what to look for to find the right one? What questions should you be asking yourself when selecting the proper career assessment for your counseling or advising center? How will you narrow down all your options?

I know there are a lot of factors to consider when choosing the right assessment for your students. You of course want to give your students (or clients) the best results out there, as your goal is to help them find the right path to success. For this reason, I felt compelled to share the following white paper which was written by Judith Grutter, MS, NCC, MCC: Selecting Career Assessments. Judith is a trainer and career development program consultant with over 30 years of experience, as well as the Principal of GS Consultants (http://www.gsconsultants.net/). Just like you, she once had to ask herself these same questions. She wrote a lot of valuable advice on this topic and gives guidelines as to what you should look for during this selection process. I hope you find this white paper to be a good guideline for you, as there are many factors that you may not have considered which are covered here.

Tuesday, July 7, 2009

The "Interview Survival Kit" from the Washington Post

Here is a great resource site from the Washington Post called the Interview Survival Kit. I’m linking you to their first article titled “Prepare for Pitfalls: How to get through tough job interviews”. This article gives students (or anyone going through a job search) great advice from a panel of experts the Washington Post gathered. From this page, you are able to navigate to several other article links that I recommend for you to share with your students. There is another article which offers advice such as sample questions to ask at the end of an interview when an interviewer asks “Do you have any questions for me?” so as not to come empty handed.

When I was in college, I loved reading these types of articles to find advice. I liked it when they didn’t sound so serious and business-focused. These are written with students in mind, as I’ve come across other advice articles with the same intent, but would bore me out of my mind.

You’ll also notice that there is a Nail the Interview game link, which I had shared with you in a past
blog. For some reason, this particular link did not work for me. So if you run in to the same issue, click here to view the game from the Atlanta Journal-Constitution website.





I hope you enjoy!

Tuesday, June 30, 2009

Learning More About RSS Feeds


Bookmark and Share



I recently set up my own iGoogle page to keep track of all my favorite blog pages. I soon learned how useful this was and wanted to share this with you. So what exactly is RSS? RSS stands for Really Simple Syndication. The point of signing up for RSS feeds is that you save time without having to visit each of your favorite sites individually! If there is a website you visit frequently and want to be informed of any new articles or blogs, or even videos and images, this is the best way to go. When you sign up for an RSS feed, you are immediately informed of when a page is updated through an RSS reader. It is like creating your own personalized newspaper of what you want to read.

First, I do need to stress that if you are using Internet Explorer 6, RSS feeds do not work properly or you are not able to sign up for them at all. Therefore, I suggest for you to upgrade to Internet Explorer 7 or higher, or use Mozilla Firefox. You will need a reader to view your “newspaper”. Some of the most common free readers (also called “Content Aggregators”) are
Google Reader or News Gator Online. You can find plenty of other free readers by doing a simple search online. These allow for you to read all your feeds in one location. You can also receive alerts through email or your phone.

Once you have a reader, start going through your favorite websites to search for their web feeds. You may have for the most part already noticed an orange icon on websites, whereas others may just have a link that says something like ‘subscribe to our feed’. You would then either click on the icon to automatically add it to your reader (Google Reader is common on many sites), or you can right-click on it and select ‘Copy Shortcut’ or ‘Copy Link Location’ to copy the URL of the feed (to add to any feeder). Then you go to your feeder and find and then click on the icon that lets you add feeds. A small window should pop up to let you insert the URL of the feed you’d like to add, so you just paste it there. Once you’ve done that, you have just added a new feed to your reader!

Now that you’ve learned how to subscribe to an RSS feed, sign up for ours to keep yourself updated on any new blogs or materials we post for you! Subscribing is easy! Simply go to the bottom of page and and click on “Subscribe to: Posts (Atom)”. You have the following options: 1) Add to iGoogle (this is a free homepage you can create with a Gmail account) 2) Subscribe in Google Reader. Chose one or both of those options and start receiving our updates!

Wednesday, June 17, 2009

Help Your Students Nail their Interview!


Bookmark and Share



I found a game online called Nail the Interview on the Atlanta Journal-Constitution website. I thought this was a neat interactive game for your students to play to prepare for the interview process. You begin by selecting a character. You are then given three resumes to choose from. Depending on your choice, you will either get a rejection letter in the mail or a call from the interviewer. You also have the option to look at some resume tips. As you proceed, you go through the different steps in the interview process.

If you make it to an interview, you are asked a series of interview questions. Even though several of the answers to the questions (you are given multiple answers) seem to be common sense, they provide framework answers for the student to prepare for. Basically, for most of them, the correct answer can be fairly obvious, but the way the answer is written is a great way to get your students to think about their own answers to those similar questions during an interview. The students will also receive several tips along the way. Try it out for yourself to see what it is all about and share it with your students. Click here to access the site. This site is also linked to Yahoo!® Hot Jobs®.



If you know of any other fun and free games to help students prepare, such as this one, please share with us!

Monday, June 15, 2009

Understanding the Differences in Scoring the MBTI® Assessment


Bookmark and Share





We have received several requests from our customers regarding confusion about what are the ways of scoring and administering the Myers-Briggs® (MBTI®) assessment. I wrote up the following descriptions to give you a better understanding.

We have two forms available for the MBTI assessment:

  1. MBTI Form M (Step I™ Assessment): This is the most commonly used version of the assessment. Contains 93 items.

  2. MBTI Form Q (Step II™ Assessment): Provides a more detailed analysis of each of the MBTI preference dichotomies. Contains 144 items.

After choosing the Form you would like to take, a Report must then be generated to view the results. You have the following options to choose from for each form, and any of them can be either used on our online assessment delivery system, SkillsOne®, or be pre paid for mail in scoring. I have linked each of the reports to a sample report for you to get a better idea if you are not yet familiar with these:

MBTI® Form M (Step I™):

  1. MBTI® Self-Scorable – This is a 93 item booklet which can be used in workshop or classroom settings for on the spot interpretation when computer access is not available. It includes easy-to-understand instructions and comes with an answer sheet and basic interpretive information.

  2. MBTI® Profile – Provides reported type, explanations of the preferences, characteristics frequently associated with the type, and an easy-to-read graph displaying the preference clarity index. This is primarily classified as a summary of your student’s or client’s type.

  3. MBTI® Interpretive Report – This includes all data from the profile, but with more information about the student’s or client’s type to conduct an interpretation. This includes a summary of their strengths and needs based on personality type, tips for finding best-fit type and it shows how their responses to the instrument relate to scored MBTI type. This is basically a more thorough report than the profile for your students or clients to understand their type.

  4. MBTI® Career Report – Helps to assess a student’s or client’s type and how that plays a role in the career exploration process. This report explores preferred work tasks and work environments, as well as popular occupations for those with their same preferred MBTI type.

  5. MBTI® Communication Style Report (*New) – This personalized interpretive report is designed to help your students or clients understand their communication strengths based on reported or verified four-letter type results. The report offers tips for communicating with others as well as suggested steps for development.

  6. MBTI® Team Report – This report is to be used in a team setting (up to 64 members) to help with teambuilding. Provides a description of a group’s type along with its strengths and weaknesses. This also provides information for each member to learn and understand each others’ similarities and differences so they can effectively work with one another.

  7. MBTI® Interpretive Report for Organizations –Describes in depth how a student’s or client's MBTI type may be expressed in the organization as it also relates their preferences to likes and dislikes in work settings. Explains student’s or client's communication and problem-solving styles. Provides personalized suggestions for development. Ideal for organization and management development, as well as for team building applications.

  8. MBTI® Work Styles Report – This is a report designed to help any two individuals work together more effectively, especially when there are potentials for conflict to arise between them (if not already). This helps the individuals to not only understand their type, but their counter part’s type as well, in order to create a more positive work environment. Sections in this report include communication style, information gathering, decision making, and project management.

  9. MBTI®Complete – Our online edition of the assessment which can be found on http://www.mbticomplete.com/. This can also be purchased through the SkillsOne® site. The advantage to this report is that when you have a student or client take it, they are able to view their results right away along with a summarized explanation of their type.

MBTI® Form Q (Step II™):

  1. MBTI®Step II™ Profile – This report gives your students or clients a graphical representation of their results. This presents the student’s or client’s results on the 20 Step II™ facets, along with a short description of each on the graph so they understand their results.

  2. MBTI® Step II™Interpretive Report – This report delves deeper into the 20 facets by providing personalized descriptions on each. The results are then applied to four components of professional development such as communication, change management, decision making, and conflict management.

I hope you found this blog helpful. If you have any questions, our Customer Relations staff is always happy to help!

Thursday, June 4, 2009

What are you talking about?


Bookmark and Share



How many times have you spoken with someone about a simple issue and have ended the conversation in a heated argument? Or have you ever had a hard time getting your point across to someone that just doesn’t seem to get it and you end up frustrated instead? In both scenarios, it may not have been the topic at hand, but the way the conversation was handled. We all know that improving our communication skills is crucial. Not only do you need to communicate well at work with your students or clients during counseling sessions or with coworkers, you also need to communicate with family and any other people outside of work. But have you taken the time to really analyze your own communication style and take the necessary steps to improve it?

CPP just launched the new MBTI® Communication Style Report this past week. Download the sample report here while you read on. The report is based on your Myers-Briggs® (MBTI®) personality type preferences. The purpose of the report is to help you understand your natural communication style, and how your four-letter personality type preference can influence this. The report discusses each of your preferences by listing your key strengths, your communication approach and tips for communicating with the opposite preference (i.e. if your preference is for Intuition, your report will show you tips for communicating with Sensing types). As noted on the first page of the report, this report describes your natural preferences, not your learned skills or abilities.

To give you an example, one of the main tips that jumped out at me as an Extravert for improving communication with an Introvert was “Pause and wait for a response; don’t jump in to fill silence, especially with small talk”. I’m guilty of this as silence tends to make me nervous. I assume that when someone doesn’t respond to me right away, I need to keep the conversation going by filling in the silence. Sometimes my talking can be irrelevant to the original topic due to my extraverted nature. Yet I now realize that this can be annoying as I’m not giving the other person time to think, and thus I may receive a negative response for this reason.

After reading the breakdown of your individual type preferences, the report gives you an overview of your four-letter personality type. This includes a section titled “Giving and Receiving Feedback”, which helps you understand just that! One of mine is that I may take criticism personally and become hurt. This was true before I learned about my personality type, as I used to think that if I was criticized, I was failing and that would make me feel upset. Yet since I became aware of that, I have learned to embrace criticism for my own personal development, and this has only helped me to be better in what I do! The last section of the report gives you tips and steps for improving your communication. This section is helpful for developing a personal plan.

By learning how you communicate with others, you will be able to foster and strengthen your relationships to form positive bonds for future interactions. Understanding our communication preferences is key as we need to do all we can to improve ourselves to give us that extra competitive advantage in the workplace or most importantly, just to better ourselves. So don't forget to check out this new report!

Friday, May 29, 2009

How Engaged Are You at Work?


Bookmark and Share




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:
  1. Meaningfulness – how meaningful your work is to you.

  2. 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.

  3. Competence – involves how you feel about the quality of work and results you achieve.

  4. Progress – your sense of advancement and accomplishment in your work.
The higher you rank in these, the more involved and thus energized you will feel to continue doing your best. According to Ken Thomas, studies have shown that those who are more engaged will report lower levels of stress, a stronger quality of life, and experience more positive emotions on the job (download the free technical brief). These positive influences are then passed on to your students and colleagues. The first step is to find out where you rank in each of these. There are three range levels in which your engagement in each of these four intrinsic rewards is categorized: high range, middle range, and low range. By knowing where you fit, the profile helps you understand your level of involvement, and provides you with action steps to put in to place.

As an A-level assessment, you don’t need to be certified in order to try it out, and help yourself to a more rewarding career. Even those who feel that they are fully engaged in their jobs may be surprised to find that there are always areas of improvement. Knowing that you are taking steps to improve in your work satisfaction will not only be rewarding to you, but those around you will also notice. If you are interested in learning more or trying out the assessment for yourself, go to our website to learn more.



*Source: “The State of Employee Engagement 2008,” BlessingWhite, Inc.

Friday, May 22, 2009

Video Resources to Aid in Career Development for Your Students


I recently came across a site called CareerTV (http://www.careertv.com/) 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!



Monday, May 18, 2009

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


Bookmark and Share



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:
  1. 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.
  2. When students take the assessment, their interests are related to interest patterns of workers who are satisfied with their work within an occupation.
  3. 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.
  4. 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:

  1. Strong Profile

  2. Strong Profile, College Edition

  3. Strong Interest Inventory® Manual

  4. Strong User’s Guide

  5. Strong College Profile User’s Guide

  6. 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 program. To learn more about this, please visit www.gsconsultants.net.

Tuesday, May 12, 2009

Generational Differences in the Workplace


Bookmark and Share





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 Y and Boomers at work? http://www.pbs.org/wgbh/pages/frontline/digitalnation/blog/2009/04/tech-etiquette-gap-between-gen-y-and-boomers-at-work.html

Wednesday, April 29, 2009

Linking Personality Type to the Career Exploration Process


Bookmark and Share




Working so closely with the Education Market, I was naturally curious to generate the different reports that are available for students in helping them with the career exploration process. One of the most recent ones generated for me was the MBTI® Career Report Form M. Even though I am no longer a student, I still found the results to be very interesting, as this report is also a great resource for anyone looking for a career change or for increasing job satisfaction.

The MBTI Career Report matches your preferred personality type with a list of occupational titles that compare with those of your same type who are satisfied in those fields. Here is a walk through of the report sections with what I found to be the most useful aspects to share with you during a counseling session with your students:

Summary of Your Myers-Briggs® (MBTI®) Assessment Results
As with all reports, this page gives you a brief summary of your type. The table on this page is a great resource to use with a student as a way to verify their preferred type after they have been given their initial interpretation of the MBTI instrument.

How Your Type Affects Your Career Choice
I was given a summary of both Preferred Work Tasks and Preferred Work Environment according to my type. The majority of my own work tasks included helping others, such as “focusing on people and process issues rather than on technical problems”. This section gets your student thinking about a certain occupation they may be considering and how their type may play out in that particular environment. A great online resource to find information on occupations is by visiting the O*NET database (http://online.onetcenter.org/). This is especially helpful as most students do not know what to expect as far as environment or work tasks in their desired occupation.

How Your Type Affects Your Career Exploration
This section identifies what your strengths are in the career exploration process. You are also given a list of challenges along with suggested strategies. This is a great section to help your students familiarize themselves with their preferred type and have them focus on their strengths. For example, one of my challenges is that I may make decisions on what I think will please others. My dominant Feeling preference sometimes gets in the way as I tend to worry about others around me instead of thinking about how it will affect my goals and their outcome. Therefore, that is what I need to get myself to focus on next time I have a decision to make.

How Your Type Affects Your Career Development
I found this section to be most useful for someone who has been out in the ‘real world’ at their job. As you know, certain aspects of our workplaces are not always ideal for our natural preferences. For example, having a preference for Introversion in a company which expects you to brainstorm ideas out loud during meetings can be hard to get used to. We have to learn to adapt by sometimes using our nonpreferred preferences in order to survive, or at least feel comfortable in our jobs. This section gives you a list of how your style has helped you to develop strengths in different areas. Just as the section above, you are also presented with challenges and suggested strategies for overcoming those.

Job Families and Occupations for [Your Type]
This section gets into the fun part! This section is divided into three parts. The first lists what’s called a Ranking of Job Families for [Your Type]. Here you are presented with a bar graph that includes 22 broad occupational categories (“job families”), each with specific occupations, and how they rank in popularity with those who share your type. This graph is broken down into Most Attractive, Moderately Attractive and Least Attractive.

The second part lists the Most Popular Occupations for [Your Type]. It is important to note that a student should not take the listed occupations too literally, especially since they do not have much experience with the world of work. The tasks and the environment of the occupation are what need to be stressed for the student to gain a better understanding of which job titles may be of most interest to them.

The last part lists the Least Popular Occupations for [Your Type]. Again, it needs to be stressed to a student that the listed occupations should not to be taken too literally. It is important to remember that people with your student’s type do enter these occupations, but not in large numbers as to be classified under a popular occupation for that type. This is where a follow up session may come in to place to discuss what type of environment your student should expect in this occupation and how to manage any situations that may arise.

If you are interested in learning more about this report or sharing it with your students, check it out here. I hope you found this walk through helpful and look for more blogs like this to help you during your counseling sessions!

Tuesday, April 14, 2009

Greetings from a new blogger!


Bookmark and Share




I’d like to introduce myself as one of the newest bloggers to our Education Community site! My name is Karen Gonzalez and I began working for CPP in November of 2007 as the Marketing Coordinator. I have been dedicated to serving the needs of our customers who work in the fields of Education and Career Counseling, and I am also the editor of our quarterly CPP Career Insider. When I accepted the position at CPP, I had just graduated from college a few months before (May 2007) and I was very excited to share my experiences as a recent student with my coworkers.

My encounter with CPP’s products began while I was in college. During the course of my college career, I switched majors three times. I spent more time worrying about which major to choose than I did thinking about the future. It wasn’t until my last semester in college that I began to panic about what I was supposed to do after I graduated. I had already chosen a major I liked, but I was uncertain, and I also was not sure where that major was supposed to take me. I was intimidated to visit my career center because I was already a senior and knew I should have visited earlier, but I never made the time for it. When I finally worked up the nerve to seek guidance, a career counselor who helped me suggested I take the Myers-Briggs Type Indicator® (MBTI®) and Strong Interest Inventory® assessments. I had already been given both assessments a few years before, but I unfortunately hadn’t been given a proper interpretation. Therefore, I hadn’t found my results useful, so I dismissed the second opportunity to take them.

Shortly after joining CPP, I became certified in both the MBTI and Strong Interest Inventory assessments. I now realize the tremendous value these hold and recognize the importance of a proper interpretation. Had this been the case in my experience, I would have been much more confident in the major that I chose. It was much more stressful than it needed to be with all the endless career choices I was presented with. Being an ENFJ, my Intuition made it a bit difficult to narrow down which career path I wanted to take. Luckily, I ended up loving the one I did finally choose, and here I am now!

We will be introducing our new online Counseling and Guidance Spring/Summer Catalog soon. We have made a few exciting changes so make sure to come back to check it out! The rest of the Education Team and I look forward to connecting with you, so look for our blogs! If you have any questions or suggestions about any topics you’d like to see, please let me know!