Refresher on Modules I & II
In order to help ensure the knowledge and skills are transferred from the workshop to the
workplace, we have designed a refresher course. This will consist of a review of the major
concepts taught in Module I & II.
In order to help ensure the knowledge and skills are transferred from the workshop to the
workplace, we have designed a refresher course. This will consist of a review of the major
concepts taught in Module I & II.
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MODULE I
A.C.E.C.
A. Underlying Principles
1. Client is able
2. Counselling makes a difference
3. Counselling is meaningful dialogue
B. Counselling Approaches
1. Carl Rogers
2. R.E.T. (Rational Emotional Theory)
3. Reality Therapy
4. Behavioral Counselling
C. Four Stages of Learning
1. Unconsious Incompetence
2. Counsious Incompetence
3. Consious Competence
4. Uncounsious Competence
D. Johari Window
E. Reluctance/Resistence
1. Acknowledge
2. Re-state goal
3. Examine Risks
4. Gentle Confrontation:
a. Identity inconsistency
b. Use "I statement"
c. O.E.Q. - Back to client for response
F. Refraiming:
1. External/Internal Locus of Control
G. Mandated Clients
1. Empathy
2. Clear Roles and Responsibilities
3. Non-Defensive
4. Build a Working Alliance
H. Phases of A.C.E.C.
1. Phase I – Identification of the
Employment Difficulty
a. Establish a collaborative relationship.
(Mattering)
b. State the employment difficulty. (How
can I help you?)
c. Formulate the constraint statement. (I
can’t do …”A”…; because …”B”…)
Home Base, nail it down.
d. Establish the purpose of the interview.
(To develop an action plan)
2. Phase II – Clarification of the Employment
Difficulty (Air time ratio 30/70,
hear their story using empathy)
e. Clarify the cognitive, affective,
behavioural and contextual aspects of
the difficulty. (thinking, feeling, doing &
situation)
f. Clarify personal and environmental
resources and limitations in relation to
the employment difficulty. (Strengths &
Challenges)
g. Clarify the client’s values in relation to
the employment difficulty.
3. Phase III – Development of an Action Plan
h. Formulate a counselling goal and
generate options. Contingency
Statement. If I am to do …”A”….; then I
must: ( brainstorm options )
i. Validate and prioritize options.
j. Establish the action plan. Be SMART:
specific, measurable, attainable, relevant
& timed.
Phase IV – Implementation and Evaluation
k. Verify the achievement of the counselling
goal. (Short term)
l. Determine client self-sufficiency in the
labour market. (Long term)
A.C.E.C.
A. Underlying Principles
1. Client is able
2. Counselling makes a difference
3. Counselling is meaningful dialogue
B. Counselling Approaches
1. Carl Rogers
2. R.E.T. (Rational Emotional Theory)
3. Reality Therapy
4. Behavioral Counselling
C. Four Stages of Learning
1. Unconsious Incompetence
2. Counsious Incompetence
3. Consious Competence
4. Uncounsious Competence
D. Johari Window
E. Reluctance/Resistence
1. Acknowledge
2. Re-state goal
3. Examine Risks
4. Gentle Confrontation:
a. Identity inconsistency
b. Use "I statement"
c. O.E.Q. - Back to client for response
F. Refraiming:
1. External/Internal Locus of Control
G. Mandated Clients
1. Empathy
2. Clear Roles and Responsibilities
3. Non-Defensive
4. Build a Working Alliance
H. Phases of A.C.E.C.
1. Phase I – Identification of the
Employment Difficulty
a. Establish a collaborative relationship.
(Mattering)
b. State the employment difficulty. (How
can I help you?)
c. Formulate the constraint statement. (I
can’t do …”A”…; because …”B”…)
Home Base, nail it down.
d. Establish the purpose of the interview.
(To develop an action plan)
2. Phase II – Clarification of the Employment
Difficulty (Air time ratio 30/70,
hear their story using empathy)
e. Clarify the cognitive, affective,
behavioural and contextual aspects of
the difficulty. (thinking, feeling, doing &
situation)
f. Clarify personal and environmental
resources and limitations in relation to
the employment difficulty. (Strengths &
Challenges)
g. Clarify the client’s values in relation to
the employment difficulty.
3. Phase III – Development of an Action Plan
h. Formulate a counselling goal and
generate options. Contingency
Statement. If I am to do …”A”….; then I
must: ( brainstorm options )
i. Validate and prioritize options.
j. Establish the action plan. Be SMART:
specific, measurable, attainable, relevant
& timed.
Phase IV – Implementation and Evaluation
k. Verify the achievement of the counselling
goal. (Short term)
l. Determine client self-sufficiency in the
labour market. (Long term)
MODULE II
INDIVIDUAL EMPLOYMENT
COUNSELLING
A. Systematic Approach
1. Where is my Client now?
2. Where does my Client want/need to be?
3. How can I assist my Client to get there?
4. How will my Client and I know when
we've arrived?
B. Mattering Levels
1. Attention
2. Importance
3. Needed/Dependence
4. Ego-Extension
C. Decision Making
1. Options/Alternatives
2. Factors/Prioritize
D. Learning
1. Observation
2. Rehearsal
3. Feedback
E. Self Management
1. Self Monitoring
2. Self Contracting
3. Self Reward
F. 3 M's of Counselling
1. Metaphors
2. Myths
3. Moxie
G. Counselling as an Art Form
H. Professional Growth & Development
INDIVIDUAL EMPLOYMENT
COUNSELLING
A. Systematic Approach
1. Where is my Client now?
2. Where does my Client want/need to be?
3. How can I assist my Client to get there?
4. How will my Client and I know when
we've arrived?
B. Mattering Levels
1. Attention
2. Importance
3. Needed/Dependence
4. Ego-Extension
C. Decision Making
1. Options/Alternatives
2. Factors/Prioritize
D. Learning
1. Observation
2. Rehearsal
3. Feedback
E. Self Management
1. Self Monitoring
2. Self Contracting
3. Self Reward
F. 3 M's of Counselling
1. Metaphors
2. Myths
3. Moxie
G. Counselling as an Art Form
H. Professional Growth & Development
Refresher Training
| Dragon 9 Training 2200 Angus Street Regina Saskatchewan S4T 2A2 306.525-4460 |
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