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CPANZ Newsletter – Issue Number 27 2005

NEWSLETTER For the

The Career Practitioners Association of New Zealand promotes professional standards

of excellence in career development and practice.

Issue Number 27, 2005

CONTENTS Page

Our President Writes.. 2

CPANZ National Executive contacts 3

Welcome to new members 3

Current membership of CPANZ 4

News from the Branches 4-6

CPANZ Executive 6-8

Articles and Papers of Interest 8-9

Book Reviews 9-12

Professional Development 12-13

General News 14

WorkSite/PaeMahi 14

Products / Assessments 14-15

Websites of Interest 15

Conferences 15-18

CPANZ Professional Development Activity in Branches Application for Funding Form 19

CPANZ Research and Development Fund – Application for Funding 20-22

NEWSLETTER DEADLINES FOR 2005

May 28 for a June edition August 27 for a September edition

November 26 for a December edition Please ensure all material for inclusion into the newsletter is received by the Editor no later

than the above dates.

CPANZ Newsletter – Issue Number 27 2005

OUR PRESIDENT WRITES… I experience immense satisfaction in being a career practitioner in a commercial practice. However the one area where I often feel compromised is my professional development activity. I believe it is critical for all practitioners to have an active and high quality experience of learning and development activities every year. However one of the realities in private practice is that every day I take off to attend a course or workshop or participate in a voluntary commitment is a day of lost earnings. It is also extremely disappointing if the experience is not worthwhile. I am also sure that those of you who work in other contexts also share these feelings and experience the indirect costs of talking valuable time out yet feel penalized when you return to work. One of my other issues is the quality of the professional learning experience. I am reminded of the soaring energy and creativity that flows after attending ‘great’ and inspiring learning event. Last year I attended David Epston’s workshop on Narrative Therapy and the innovation and reflection it triggered was a real reminder of how professional development that is mundane and mediocre is just not good enough. Practitioners in any profession need to take some time to plan and create professional development activities. I especially enjoy the time at the beginning of each year when I dream up the experiences that I will enjoy and gain growth and energy from. I always try to plan a mix to include:

• some collegial strategic planning activity (last year I was a member of the Taskforce to scope a new Career Centre at the University of Auckland Business School)

• something that will make a difference to my practice on the ground (this year I am writing a teaching programme to support the Year 10 Careers modules for 3 schools)

• the usual workshops, seminars, conferences and CPANZ branch meetings • monthly supervision sessions and new topics for our practice supervision.

I see these as the fuel that sustains and energizes me. I am delighted that so many good learning opportunities are on the careers industry calendar for this year. I am booked to attend the AUT Gelatt workshop in March and look forward to our own CPANZ Conference to be held this year in Palmerston North. What a relief when I have to submit my record of PD activity in November! It is also satisfying to be part of the CPANZ Executive who have this month released $15,000 to members to be accessed via the Research Fund, the Fund for Branch Professional Development and national workshop tours. We are excited to see branches beginning to take up the funding opportunity in creative ways to enrich professional development in the regions – the money is there and we encourage you to use every cent of it. It is an exciting year for CPANZ as we step up our activity and output and our members in their corner of New Zealand start to see some real evidence of enhanced service for their investment in CPANZ membership. Best wishes for 2005 Lee Brodie President CPANZ

CPANZ Newsletter Issue Number 27 200526 2004 3

CPANZ National Executive Contacts

email Home Business Janine Begg Secretary [email protected] 09 444 7727 09 486 8716 Russell Booth Vice President [email protected] 06 845 3059 06 835 8569 Lee Brodie President [email protected] 09 445 7129 09 489 9268 Shirley Hampton

Treasurer [email protected] 04 934 3621 04 380 2149

Kathy Jones [email protected] 03 3229693 03 3385119 David Julian [email protected] 07 823 0210 07 834 8800

x8694 Glenys Ker [email protected] 09 626 4678 917 9999x8123 Carol Linehan Membership [email protected] 04 475 8850 04 499 0270 Lynette Reid [email protected] 09 634 5211 Jennifer Ross [email protected] 09.436 1217 Sue Jones Newsletter

Editor [email protected] 04 3889220 04 8018212

CPANZ National Office Kim Coates

Executive Officer [email protected] 04 388 8765

WELCOME TO NEW MEMBERS Auckland Patricia Merton Carey Murphy Robert Smith Bay of Plenty Cherie Saunders Chrystal Stevens Canterbury / Westland Jane Haslam Filia Marks David Petrie Diane Pickersgill Jacquelyn Skene Manawatu Brenda McDonell

Northland Damian Banks Joyce Cox Leanne Wallace Otago/Southland Region Lynley Deck Jean Proctor Waikato Region Pamela Freeman Susan Paton Brian Sparrow Mariella Trynes Wellington Region Stephen Whitaker

CPANZ Newsletter Issue Number 27 2005 4

Current Membership of CPANZ

REGION NAME ASSOCIATE PROFESSIONAL SUBSCRIBE TOTALOverseas 1 1 2Auckland 19 100 21 140

Bay of Plenty 3 38 6 47Canterbury/Westland 4 54 17 75

Hawkes Bay/Gisborne 1 20 1 22Manawatu 24 10 34

Nelson/Marlborough 1 24 25Northland 3 19 3 25

Otago/Southland 3 29 5 37Taranaki/King Country 10 10

Waikato 3 36 6 45Wellington 8 47 17 72

TOTAL 46 401 87 534

NEWS FROM THE BRANCHES Northland Patrick Cody No news received. Auckland Janine Begg Recent Events in our Branch: Our October meeting saw Judith Backhouse and Astrid van Holten from Career Services present an interactive evening playing The Real Game, with much fun being had by all. At our February meeting Andrew Moore spoke on the Astrological 7 Rays and how they might be applied in an Astrological Career Counselling Session, generating positive discussion from those who had personally experienced Astrological Career Counselling and generating interest from those who would like to learn more. This session was followed by members brainstorming Professional Development requirements for the year ahead and suggesting themes and speakers for the meetings of 2005. There have been some great suggestions as a result and we look forward to featuring some diverse, solid and relevant topics this year.

Up and Coming Events in our Branch: Reminder that on March 21st Dr HB and Carol Gelatt have a one day workshop on Creative Decision Making using Positive Uncertainty. Venue: Netball North Shore function room, 44 Northcote Road, Northcote. Further information from [email protected] Important dates in our Branch: We anticipate meeting every 2 months in 2005. Our next meeting is on April 4th, location to be advised. Email notification will be sent to all members in March with details. We welcome all new members to our meetings and encourage friendly and positive networking! Meetings usually open at 6pm with 45 minutes of socialising and networking opportunities over drinks and nibbles, allowing plenty of time to battle through Auckland traffic before the meeting begins at 6.45. We update what’s happening, introduce new members and there is opportunity for any member to address the meeting before our event or speaker begins around 7pm. Profiling Branch Members: Members joining us just before Xmas were Jannie Allen, Jodie Williamson and Jeremy Nichols – welcome!


Bay of Plenty Ruth Missen Recent Events in our Branch: Workshop – Values at Work – Michael Henderson (author of Finding True North and Values at Work) Our Branch is Recommending Courses:

• Maggie Bolton WDEP - presenting- William Glasser's Choice Therapy Saturday 26 February 2005…

• Dr H B Gelatt and Carol Gelatt Palo Alto, California - Positive Uncertainty in Career Decision Making - Monday, 21 March 2005

• Values at Work - The invisible threads between people, performance and profit Michael Henderson and Dougal Thompson Published by Harper Collins Publishers (NZ) 2003 –* review attached

Up and Coming Events in our Branch: Proposal for workshop – Dr Suzette Dyer – Waikato University

• Human resource management and organisational behaviour, career management and development

Next Meeting: March 16, Millennium Hotel, Rotorua 3pm Profiling Branch Members – our new committee members: Chair: Ruth Missen Secretary: Chris Grunwell Treasurer: Sarah Strong Hawke’s Bay Jan Crawford [email protected] No news received. Taranaki / King Country Grant Langley [email protected] The Taranaki/King Country Branch was officially reformed and unanimously renamed as the Taranaki Branch at its first meeting on 23 February 2005. The meeting revolved around getting to know members, attending to planning and administrative matters and

generally discussing the format for future meetings. Potential activities of interest to members included supportive problem-solving, knowledge sharing, work shops, guest speakers, professional development and worksite visits. Of special interest was the recent announcement of the proposed launch of a new careers website by Venture Taranaki and we are hoping to have the Project Coordinator speak at our next meeting scheduled for 13 April 2005. Our members have diverse areas of career focus which should engender a wide variety of topics for discussion in the future. Profiling Branch Members At a special meeting held on 9 November 2004 the following officers were elected to facilitate resurrection of the local branch of CPANZ: Grant Langley, Chairperson Michelle Lawrence, Treasurer/Secretary Manawatu Juli Paurini No news received. Wellington Carol Galloway [email protected] No news received. Nelson/Marlborough Grant McNeill [email protected] No news received. Canterbury/Westland Tui McBeath [email protected] Recent Events in our Branch: Our last PD meeting was on 25 November 2004 and we were very fortunate to have Lee Brodie, Chair of CPANZ National Exec come to Christchurch to speak about her career journey. The evening started with a name badge ice-breaker followed by networking, nibbles, wine and a lucky dip for some innovative and excellent $5 Christmas gifts. Lee then took the floor (on a comfy chair) and held our attention for the next 50 minutes. Her talk was informative, interesting and she held our attention throughout her journey. Questions


from the group provided a good round up to the evening and the year. Attendance at the PD meetings is good with an average of 25 people at each. Membership in the region is a lot higher than this and I encourage other non-participating CPANZ members to join us for Professional Development meetings held throughout the year. Our Branch is Recommending: We are planning to have one of our members, Miki Neale, attend the Gelatt conference in Auckland and then have her report back to local members to share what she has learnt. This is a cost-effective way for us to gain benefits from such speakers. Up and Coming Events in our Branch: The HRINZ have similar professional development meetings to CPANZ and we are investigating the possibility of sharing PD meetings between our two groups, where appropriate. We have heard that the HRINZ’s next PD meeting is about Curriculum Vitae and this may be a useful session for our members. Important dates in our Branch: The next PD meeting was to have been on 22 February when we were to meet at TelstraClear to learn about the telco industry and roles within that. Unfortunately the person who had agreed to host us was transferred to Melbourne and the arrangements that had been made with CPANZ weren’t passed on to anyone else in the organisation. The local Exec Committee will meet to determine when a replacement PD meeting might be scheduled and advise members as soon as possible. In April we are planning to have our PD meeting at Canterbury University to learn about Mechatronics, where engineering in robotics is at the forefront. Otago / Southland Yvonne Gaut [email protected] No News received

CPANZ EXECUTIVE

CPANZ EXECUTIVE STRATEGIC

PLAN FOR 2005 The CPANZ Executive met for 2 days in Wellington on the 12th and 13th March. Our focus was to discuss the relevance of existing strategic objectives, review existing projects and to develop a vision for the next five years. We also adapted the language of our objectives to enhance relevance and meaning. Items to be actioned in the 2005 year include:

Profile and Professionalism: (formerly Stakeholders)

- Develop guidelines for any member funded to attend overseas conferences

- Fund an Executive member to attend the AACE Conference in Canberra in March 2005.

- New membership applications - add the requirement to include proof of academic qualifications when applying for membership

- Review existing new membership criteria, benchmark ourselves against other organisations, prepare a discussion document and circulate.

- Develop processes to gather member information for statistical purposes

- Discuss shared PD days/events with Career Services and CATE

- Host at least one international speaker on a national circuit

- Finalise & distribute a Professional Development record book to members

- Ensure any CPANZ members who have delivered related papers internationally (in last 12 months) are included as speakers the 2005 Conference

- Develop a strategy to actively encourage members to use CPANZ membership on their business cards

- Ensure that recipients of the Research Fund have their abstracts included in newsletter and pick up speaking engagements with branches

- Invite AACC members to the 2005 CPANZ Conference

Communication: (formerly business processes)


- Deliver an updated website format and implement a new technology platform

- Ensure website contains facility for hosting Newsletter, Constitution, Member and Branch Handbooks, Executive Minutes, Executive documentation, Project Plans and feedback facility from members.

- Each Executive Member to visit their ‘buddy’ branch annually.

- Set up a process to review CPANZ brochures.

- Develop a strategy to increase number of CPANZ media releases.

- Develop a strategy to increase uptake of Branch PD funding and individual research funding.

- Develop a process for responding to branch ‘inactivity’

Organisational Culture: (formerly innovation and growth)

- Profile membership. - Consult members for a shared definition

of innovative practice. - Ensure the 2005 conference programme

reflects membership diversity Financial & Business Processes (formerly financial)

- Maintain or improve current turnaround times of new and renewal membership applications.

- Review financial processes and develop a checklist of legal and financial requirements for Executive and Branches

- Prepare policy guidelines for Executive

- travel and expenses. - Develop a strategy to ensure smooth

changeover of Treasurer, Secretary and

- Membership Officer roles for October 2005

CPANZ NATIONAL EXECUTIVE NEWS

Panui for Maori CPANZ members I am putting the call out for assistance in

developing a strategic plan for Maori members in CPANZ! This plan may cover a range of matters from professional development to opportunity to meet with other Maori members. Please email or phone me with matters you would like to see CPANZ address for you thereby acknowledging the importance of your membership to our organization. All CPANZ Members – Innovative Practice At the February 2005 CPANZ Executive meeting the topic of organizational culture was raised. This lead to the obvious question, “what is the organisational culture of CPANZ”? In support of this question the promotion of ‘innovative practice’ was seen as one representation of our organisational culture. We now need to know what members believe this to be! Your thoughts, views and opinions on what and how you see innovative practice in careers, would give us a great start. Please email me with your thoughts, one liners, reference material etc so we can begin to develop this concept for CPANZ. Contact: Lynette Reid [email protected] or 027 294 4248/09 634 5259

EXECUTIVE MEMBER BIO Glenys Ker is currently the Manager of The Career Centre at Auckland University of Technology (AUT). She is a qualified career counsellor and a trained teacher with over 15 years experience in higher and further education – ten years in Polytechnics and five years in the University sector. She has held positions as a lecturer in business and as head of an academic department. She is currently a member of the National Executive of the Career Practitioners Association of New Zealand (CPANZ) and has previously been the Chairperson of the Auckland Branch. Her specialty area of practice is in the field of career support for elite athletes; and she has a strong professional interest in the professional development of career practitioners. Glenys brings her professional expertise and personal beliefs to bear in the theory and practice of work/life balance and has been recognised for her efforts in this regard by the New Zealand


EEO Trust with her “Walk the Talk” Award in 2003 with her husband Phil.

ARTICLES AND PAPERS OF INTEREST

“Spirituality in Career: A NZ Maori Perspective” 2004 International Career Development Conference, Sacramento, California USA Spirituality is at the very forefront of Maori values and worldview. In this paper we examine how a Maori worldview interconnects spiritual matters within a careers context. Spiritual values assist Maori define self-meaning. Relationships are sought and strengthened between the physical environment, ancestors and the person, to honor their identity and place. To achieve an understanding of where, how and why such relationships impact and influence career processes requires a particular worldview. We encourage all to reflect upon a Maori worldview for viewing their own career and the career pathways of their clients. This is an abstract of a paper presented by Lynette Reid and Dale Furbish in 2004. If any CPANZ branch would like to hear this paper presented by Lynette Reid please contact Russell Booth, CPANZ Executive, rbooth@careers govt.nz, phone 06 835 8569. This offer is made to all branches as a result of Lynette receiving funding from the CPANZ Research Grant made available for the first time in 2004.

This article appeared in the New Zealand Herald

March 5, 2005 edition. Name: Anna de Valk Age: 36 Pay: Between $35,000 to $60,000 depending on workload and responsibilities. Job title: Managing director of Careerlife Ltd and Job Connections. Working hours: 40-50 hours weekly. Employer: Self-employed. Qualifications: A double major degree in sociology and employment relations and a graduate certificate in career development. What do you do? Through my ACC vocational rehabilitation role I provide services to people who have had an injury that prevents them from working and are in the process of moving back into the workforce. I conduct occupational assessments to identify a person's transferable skills and discuss work roles that the person is able to do. I also work with people to help them gain current work experience, write CVs, coach in interview skills and job search techniques and help people find jobs. For WINZ clients we discuss career options, training requirements, goal-setting and strategies for a successful return to work. For private-career counselling I go with the needs and wants of clients. This could include finding out what drives/motivates people, dealing with redundancy, creating work/life balance, CVs, job search techniques, and networking. Why did you choose this job? I'm interested in the choices people make and the influences that determine these choices, such as social structures in society. The meanings we give things and the way we order our lives as a society interests me. I've also always been one to want to help others and that's a big part of my job. What skills do you need to become a career consultant? Empathy and listening skills are really important, as is the ability to communicate with people from differing backgrounds. Judgments need to be cast aside and you need to have a genuine desire to work with people to empower them. The ability to write reports and manage time is also crucial. Best part of your job? I enjoy seeing people realise their goals and dreams. I also enjoy flexibility and variety in my job.


Most challenging/difficult part of your job? Curbing my urges to follow different career paths myself. What other people do for a living interests me and I'm often tempted to try something new. What sort of training do you get? To be a professional member of the Career Practitioners' Association of NZ you must complete a minimum of 50 hours of professional development annually. I attend workshops and courses throughout the year and participate in professional supervision. What would I need to do your job? To work as an occupational assessor for ACC you need a degree relevant to vocational rehabilitation, such social science, psychology or human resources. You need two years' experience in the careers field and must be a member of a relevant professional association. What are the career prospects? Career consulting skills can be transferred into various other occupations, including life or corporate coaching, career advising in schools, career counselling, case management, for example with ACC or WINZ, private insurance companies or large organisations. Other opportunities include work in the disability or mental health sector, project co-ordination for specific labour market or social initiatives, contract management, policy work and advising for Government organisations. Any interesting one-off projects? Every person I meet is a one-off, and all are very interesting. What advice would you give someone considering this career? You will get the most out of this occupation if you have a genuine interest in people and their lives. Career consulting attracts those with energy and enthusiasm and it is a great time to investigate opportunities in the careers industry because it's still young.

BOOK REVIEWS

Rose Wilkinson reviews the following… Prisoners of Our Thoughts: Victor Frankl’s Principles at Work

by ALEX PATTAKOS, Stephen R. Covey. The late Viktor Frankl's hopeful Man's Search for Meaning emerged from his experience in a Nazi concentration camp. With Frankl's blessing, Pattakos, a cofounder of the Innovation Group consultancy and a former professor of public and business administration, applies Frankl's lessons to corporate America's workplaces. Logotherapy, Frankl's therapeutic approach, says we are free to respond to all aspects of our destiny; Pattakos argues that if we all have a will to meaning, then even if we work for unenlightened companies, we can still "connect meaningfully with others" within the workplace. Finding your sense of humour, giving to others and forgiving, and "de-reflecting" (or shifting your focus of attention) are all strategies for connection; one should consider "ten positive things" when losing a job or taking a pay cut. Pattakos ends each chapter with a "Meaning Moment" and a "Meaning Question," which can seem contrived (how exactly is your work like a "mission"?) and a lot of the advice will feel like familiar workplace etiquette that has been rebranded. Still, Pattakos's is a humane approach that allows for purpose in even the most purposeless-seeming environments, which is surely palliative care-if not a cure-for work ruts. The author distils Frankl's ideas into seven core principles: Exercise the freedom to choose your attitude;

Realize your will to meaning; Detect the meaning of life's moments; Don't work against yourself; Look at yourself from a distance; Shift your focus of attention; Extend beyond yourself.

By demonstrating how Dr. Frankl's key principles can be applied to all kinds of work situations, Prisoners of Our Thoughts opens up new opportunities for finding personal meaning and living an authentic worklife.

Fearless Career Change: The Fast Track to Success in a New Field by Marky Stein.


A complete program for quickly transitioning to a new career from the bestselling author of Fearless Interviewing. In Fearless Career Change, top career coach Marky Stein shows readers to transition to a new career with minimal stress, time, and personal expense. She belies the myth that it takes years to prepare for a new career, and she offers a proven model for accelerating the career change process. With the help of work sheets, quick tips, and sample documents—including resumes, cover letters, phone scripts, and more--she gets readers up and running with what they need to: Quickly identify their desired career paths

Avoid procrastination, self-sabotage, fear of failure, and other psychological obstacles to starting a new career

Get the training they need as quickly as possible

Start their own businesses

Write winning resumes and ace every

interview--even if the new field is completely different from the old one.

Changing Career By Paul Goodhead. Random House NZ, 2004 "Changing Career" addresses common issues such as procrastination and fear of leaving the comfort zone and presents practical, proven tools and process for: identifying when a career shift is needed; working with the particular challenges a mid-career change presents; describing a process of planning and making a positive career shift; self-analysis of skills, values, interest and motivations; creating a vision of what you want to do and translating that vision into a realistic specification; creating a plan for accumulating skills, experiences and permission to get you where you want to go; planning and taking action to create or find and win the job you want;

achieving balance in your life; processes for identifying and managing the obstacles that stand in the way of making a mid-career shift. Paul Goodhead has successfully managed his own career transitions and advised many others. Over 25 years he has moved from research chemist to human resources manager to self-employed business operator and consultant.

Woman 2 Woman: New Zealand Women Share their Experiences of Careers By Amanda Ellis and June McCabe.

Whether she is working as an employee or running her own business, this is a book for every New Zealand woman. How to find the right job or start a business, how to get ahead, when to get out and how to make money doing it, how to balance work and life and how to set yourself up with the secure future you want - this book is a step- by-step guide. It blends insightful quizzes, invaluable guides to balance sheets, Superannuation, with the stories and tips of dozens of wonderful New Zealand women.

Kiwi Effect, The OP By Campbell, Jenny and Green, Lawrence. A tool with which to make the most of the Kiwi attitude for success in business. 23 successful Kiwi business people were interviewed about their achievements and failures. With Kiwi effect you can: Read stories and learn from mistakes of successful Kiwi business people.

Learn about the key aspects of the Kiwi Effect and why they are important.

Take a self test to find out your inner strengths and areas to develop.

Apply practical exercises to improve your own ability.


Values at Work. The invisible threads between people, performance and profit By Michael Henderson and Dougal Thompson. Published by Harper Collins Publishers (NZ) 2003 The basic premise of the book is that every organisation does its business by a set of values, whether they are aware of it or not. Indeed, the page prior to the contents carries the caption “You don’t have a choice whether your organisation works with values - You do have a choice in how” The first part of the book is aimed at business managers who the authors believe need to be giving attention to the issues of values for the sake of a healthy and profitable work environment. They define values as “the sum of our preferences and priorities, that which captures and expresses what’s important to us, both in life and in business. Values are not the same as ethics, morals, principles, judgements, attitudes, virtues or even needs. However, values are closely related to beliefs, and it is the author’s contention that all values arise out of prior beliefs. From the point of view of our clients values, I’m not sure there is much point in trying to separate beliefs, needs and values anyway. The bottom line is “What’s important?” They quote an interesting survey taken from the Australian workforce that illustrates the changes in values between 1988 and 1998. “In 1988 people felt compelled to work in order to live as they desired – any work would do, so long as it generated revenue necessary to create their desired lifestyle. In 1998 people are first looking at who they are as a person and then seeking to create a life around this, including meaningful work that supports who they are as a person. The second half of the book gets more interesting from the perspective of the careers practitioner, as they begin to discuss how values are linked to personal performance at work, and how clarifying your personal values and having these values aligned with a the company values creates a win-win situation. The pre-requisite is of course that the leaders

and managers of the company genuinely respect their staff, and that they are willing to make the effort to create alignment between personal and company values. What I liked about it mostly is that the book has some application to us as Career Practitioners. It’s a NZ book, written by someone who runs Values workshops for businesses to clarify both organisational and personal values. Included is some material for conducting a personal Values Audit, along with a Values Inventory that includes 125 Values Definitions. They have a website as well: www.valuesatwork.org where you can download a values questionnaire, although for the full interpretation of it’s results presumably you need to contact them for the interpretation. Michael Henderson has written another book called Finding True North, which I am keen to read because it appears to be more relevant to careers people in dealing with personal values. Discovering personal values for our clients and aligning them with various types of work is part of the role we have, and this book could be helpful. Reviewed by Paul Fitzmaurice

Making a Living while Making a Difference. By Melissa Everett. While we are enjoying the lowest unemployment rate in decades, our need o mesh career with purpose is at an all-time high. And, as business and society continue to place greater emphasis on social and environmental responsibility, opportunities for career-seekers with a conscience have never been better. This completely revised second edition of Making a Living While Making a Difference updates the rapidly expanding career opportunities in socially responsible and green business, industry, commerce, and non-profits. Professional career counsellor Melissa Everett guides the reader through a 10-step program for career development that stresses personal fulfilment, integrity, and contribution. Unlike traditional career guides that focus on defining skill areas, Making a Living While Making a Difference focuses on personal, social, and environmental values as the driving force for


career decisions. Melissa Everett is an author, columnist, and career counsellor in private practice in Kingston, New York. She is the author of Making A Living While Making A ifference: The Expanded Guide to Creating Careers with a Conscience (New Society ublishers). She has written two previous books and many articles, and writes a monthly online column, "New World, New Work." As a career consultant and writer on workplace issues, she helps people take charge of their working lives to increase fulfilment and contribute to the well-being of their communities and the environment. She has worked with M.B.A. candidates, environmental professionals, civil servants, non-profit professionals, entrepreneurs, and many others at all stages of life. Everett is the recipient of the Olive Branch Award of the NYU Centre on War, Peace and the News Media for her book Breaking Ranks (New Society Publishers).

PROFESSIONAL DEVELOPMENT

Some branches and individuals are starting to take advantage of applying for financial support from the Professional Development in Branches fund which is excellent! We have approved one application for the support of a branch member to attend the upcoming Gelatt workshop on behalf of the branch. I also understand there are more applications for support for other PD activities in the system. To apply for support from the PD in Branches fund, please fill in the Professional Development in Branches application form. A copy was sent to all branch chairs but if you want another copy electronically then you can contact me. It is a great way to meet the costs of speakers from outside your region or for you to send members to particular professional development activities. To ensure transparency in all our policies and procedures I asked for a professional member to help with branch applications for funding from National Executive. Sue Mortlock from

Wellington volunteered – thank you Sue! I said in the last newsletter that I would also give you some feedback regarding the PD questionnaire we sent out at the end of last year. Thanks to all those who did respond – it was interesting to get your feedback. Most people who responded (30 in total) were in private practice and responses were from all over the country – no particular geographical area dominated. In terms of financial costs for attending a professional development day, the majority of members who responded thought that an acceptable range was $50 to $100 although slightly less thought $100 to $50 was acceptable. It depends of course on where it was held and who was running it! Members also suggested speakers (local and international) that branches may want to consider. Perhaps the international speakers may be invited to speak at national workshops or at the upcoming conference. These included;

• Judi Miller – Solution Focused Strategies

• Michael Henderson Values @ Work • Colin Hopkirk MBTI • • Melissa Everett – Author of Making a

Living While Making a Difference • Mary McMahon – Career practitioner • Competencies • Leland Ruwhiu – Cultural Supervision • Johnella Bird – Narrative approaches to

worklife issues I’ve forwarded this list on to the 2005 Conference Committee too. In addition, members also suggested areas they would like workshops/seminars on. If you think you can deliver a workshop/seminar on these areas – let me know! These could be possible conference topics:

• Department of Labour and ITO speakers • Career development assessments

including CAG programmes • Employers perspectives towards people

with disabilities • Careers assistance for disability sector • LMI – skill shortages and oversupply • Current CV styles


• Current Career theories (quite popular!)

• Developing private business • Counselling career changers • Motivating young people and tertiary

students • Career paths and issues for migrants

and refugees • Working with different cultural groups

In terms of those members who expressed interest in delivering workshops and seminars to members either locally or nationally I will be contacting you soon for an outline of a possible presentation which we could then advertise to branches. We have a wealth of knowledge and expertise out there waiting to be tapped! If you have any questions or comments, please contact me Russell Booth (06) 835 8569 or [email protected]

General News

Glenys Ker (see our Executive bio earlier in this newsletter) has been invited to be a Keynote Speaker at the “Enhancing your Employability” conference in Dundee, Scotland. This is a conference where all the universities in Scotland work together collaboratively. Her abstract for this conference paper is as follows: Abstract: Employability: more than getting the next job Many tertiary institutions provide services and develop strategies to connect their students, especially their graduates with the world of work. Career fairs, graduate employment programmes and “employers on campus” initiatives are common strategies adopted by universities to boost graduate employment rates. However, such strategies often miss the point: our graduates are best served not by a quick fix job placement but by being encouraged to develop lifelong skills which enhance their employability and their ability to

seize the opportunities for fulfilling careers – opportunities which will inevitably present in a random way throughout their life.

In my address I will explore the nature and scope of employability, particularly as it relates to students in further and higher education. I will outline a framework for best practice career services in university contexts which are designed to enhance student employability as a lifelong career competency. I will outline a range of services and employability strategies which have placed Auckland University of Technology’s Career Centre at the forefront of

career services in the tertiary sector in New

Zealand. Finally I will provide some challenges for administrators, career professionals and academic staff in universities for enhancing the employability of their students.

WorkSite/PaeMahi

This will be a regular column in the newsletter from this edition

https://www.worksite.govt.nz is a great resource for anyone who needs up-to-date, reliable information about employment and the labour market in New Zealand. It’s the best place to go online when you or your clients have a question about work and skills. WorkSite/PaeMahi can point you to everything you want to know. You’ll find information from government agencies including Department of Labour, Career Services, Ministry of Social Development, Ministry of Education, NZ Trade & Enterprise as well as community, business and industry groups. Some of the topics covered include:

− Education & Training − Career Advice & Guidance − How to Find Work in NZ − Employment Contracts Explained − Minimum Wage & Holiday Entitlements


− How to Resolve Problems At Work − NZ Skills Shortages & Employment

Trends − Seasonal Work & Voluntary Work − Health & Safety at Work − Work / Life Balance − Setting Up A Business − Employing Staff & Employment Laws − Rights and Responsibilities at Work

Start spreading the word. We’ve developed and a range of informative flyers and colourful promotional posters for you to use or give to your clients. There is one general flyer and six specific flyers focused for employees, job seekers, employers, migrants, students, and self-employed and small business people. hey’re free to order. If you’d like to find out more or order some for your workplace contact the WorkSite/PaeMahi team at [email protected]

PRODUCTS / ASSESSMENT TOOLS

Access to top jobs and employers for your

clients QualMaster, the latest in electronic recruitment systems and a unique job placement tool, is now available to CPANZ members by special arrangement. Recruiting from the internet is the current trend in employment. The number of jobs on sites is growing at 25% per year. There are now 12,000 jobs per month on internet based recruitment sites. Unlike other electronic recruitment systems, QualMaster provides its jobseekers with a unique online CV known as a QPASS. Additional applicant information is recorded on the QPASS using the CAVS method (Complete, Accurate, Validated, Stars).

Complete because the QPASS contains all certifications, work history, skills, abilities, experiences and a

psychometric profile of the jobseekers “needs” (values) and “behaviours” (motivators) which helps employers determine how well applicants might fit into the organisation. Accurate because registered assessors make sure that only proven information is allowed. Validated because each QPASS is validated for accuracy in qualification, work history and references. Stars is the process of valuing (scoring) all information and calculated the “Star” rating for each QPASS.

Every jobseeker has the opportunity to have their information validated by an independent assessor and the chance to promote their own personal strengths. The recommended retail price for a QPASS is only $238. A special arrangement between QualMaster and CPANZ allows members to access QPASSES for their clients and receive either:

• $100 (incl GST) for every CV that is converted to a QPASS or

• Offer QPASSES to their clients at a reduced price of $150 (incl GST).

The time required to process a QPASS is minimal as the jobseeker completes all material online. QualMaster will train you and provide information you can give to your client about the system. Help your clients get to the front of the job queue with a QPASS. email [email protected] quote “CPANZ member”

Selector – Product Update

In the ten years since a fledgling Selector started in Feilding we’ve developed assessment tools for the aviation industry, broadened our


scope to cover the general business arena, listed on the New Zealand Stock Exchange during the ‘dot com’ boom and have recently completed a successful transition to a delisted public company in new offices on Auckland's North Shore at Mairangi Bay.

Over the coming year we will be focusing on building our business in New Zealand and Australia while not forgetting our international clients. Product development continues with

planned improvements to Selector PA (SPA),

eP2 and SAM. In addition, we will be formally releasing the Selector Measure of Resilience (SMR).

If you have product enquiries contact our consultant psychologist Grant Amos on +64-9-966 0232 or, for technical enquiries, Peter Asquith on +64-9-966 0233.

WEBSITESOF INTEREST

Career Competencies in the big wide world... http://www.dest.gov.au/directory/publications/australian_blueprint.pdf http://www.mceetya.edu.au/public/career.htm http://www.career-dev-guidelines.org/CD/English/PDFs/2.pdf http://www.ncda.org/ncdaps.htm http://www.ncda.org/pdf/counselingcompetencies.pdf Tony Watts address: http://www.natcon.org/natcon/presenttions/opening_keynote_watts_discussion_paper_2004.pdf

CONFERENCES

CPANZ 4th Biennial Conference

Friday 30th September to Sunday 2nd October

2005 Convention Centre, Palmerston North

Work-life balance is of growing importance to employers and workers, the New Zealand economy and society in general, as: - people’s expectations are changing; - jobs are changing and; - the New Zealand workforce is changing. Balancing work and home life is a growing concern for both employers and workers. Improving that balance can help with employee recruitment and retention, match people who wouldn’t otherwise work with jobs, and benefit families and communities. “Ka mahi, ka ora, ka patuki tahi - work and life in balance”, is the theme for the 4th Biennial Conference of CPANZ to be held in Palmerston North starting on Friday 30th of September and ending on Sunday 2nd of October 2005. The sub-themes explore the essential elements that make up a balanced career practitioners life. Air (What’s Happening on the Airwaves) will delve into exciting new developments and new tools for career practitioners’ work; Fire (Creating Your Passion) will explore passion and work, including looking at what success really means and Earth (Keeping it Real) will examine current issues in career practitioners’ work. And what’s great about this conference is that career practitioners will have the opportunity to practice balance – Water (Nurture Your Soul) session allows you to choose acting, drawing, music or dance to explore, challenge and develop both body and soul. Career practitioners from a wide cross section of New Zealand such as schools, higher education, rehabilitation, government, private settings, corporate environments, and health and community environments will find the conference to be professionally and personally stimulating. Call for Proposals

Information regarding applications to present a conference workshop will be published in the


next newsletter. Tentative dates at this stage for applications to present a conference workshop are 03 June 2005 with workshop proposers being notified of acceptance or otherwise by 17 June 2005.

Conference Logo

Ngā Whakamārama mo Te Tohu

An Explanation of the Logo “Ka mahi, ka ora, ka patuki tahi - work and life in balance” 1) The two central icons represent a stylised person 2) The two outer icons represent work and life The mirrored image represents an equal balance of work and life. The background icon on the coloured image represents achievements in work and life. Ngā mihi aroha ki a Manu Kāwana o Rangitāne. Nāna te tohu nei i waihanga. Organising Committee Liz Chandler (Chair) - Career Connexions Ltd Tony Vincent (Treasurer) - Independent Contractor Juli Paurini (Secretary) - Independent Contractor Russell Booth (National Exec Rep) - Career Services rapuara Judy Swainson - Awatapu College Carol Bailer - WorkBridge Jenny Bean - Career Services rapuara Claire Stirling-Hawkins - Career Services rapuara

Relevant Websites www.dol.govt.nz/worklife/

www.eeotrust.org.nz www.futureofwork.govt.nz

www.worklife.co.nz www.nzctu.org.nz

THE CAREER MASTERS INSTITUTE 2005 ANNUAL PROFESSIONAL CONFERENCE

April 13-16, 2005

Denver, Colorado

I promise this will be an extraordinary event with great speakers and an atmosphere of camaraderie unlike any you've ever experienced! You'll leave the conference with a wealth of new information and knowledge, great new resources, promising opportunities, new friends and colleagues, and a smile on your face. It's our guarantee! ~Susan Whitcomb, Executive Director, Career Masters Institute

Program At-A-Glance

Here's what one attendee said about last year's CMI conference:

"...the best professional development conference

I've attended in my 18 years of practice." Held at the magnificent Brown Palace Hotel (built in 1892 – www.brownpalace.com). We’re also happy to let you know that we’ve negotiated a discount airfare agreement with Delta Airlines. You’ll find the full conference program (including pre-con workshops) and complete details about the hotel and the airfare discount on the CMI website at www.cminstitute.conference.html.

AACC NATIONAL CONFERENCE

March 30 – April 1 2005 Australian Association of Career Counsellors Inc For all conference details and regular Updates go to:

www.aacc.org.au


Dear Colleagues I am pleased to announce a one-day workshop to be held at the Netball North Shore Function Room, 44 Northcote Road, Northcote on Monday, 21 March 2005 by Dr H B and Carol Gelatt. H B and Carol are amongst the world’s leading and sought after experts on career decision making.

H B explains that positive uncertainty is a decision making strategy when you don’t know what the future will be. It helps people not to be paralysed by uncertainty but to see uncertainty as opportunity for creativity.

For nearly 40 years HB Gelatt has been regarded as an expert in career decision making, and the creator of Positive Uncertainty, a philosophy of decision making in uncertain times. He devotes his time to writing books, articles and curriculum on his approach to decision making and is a frequent speaker to professional groups and organisations throughout the Unite States, Canada and Japan. He also consults with organisations on the design of educational programmes to help individuals make effective decisions. H B’s career encompasses a range of distinguished activities and many honours have recognised his work in the fields of decision making and career development. His educational background includes doctoral and master’s degrees in counselling philosophy from Stanford University and a bachelor’s degree in psychology from San Jose State University. Carol Gelatt is an executive consultant and author who has a unique blend of business management and senior-level leadership experience to her work. Her clients range from CEO’s and board chairs to vice presidents, senior-level directors, high potentials and MBA’s from top business schools. In 2001, HB and Carol established Gelatt Partners to guide individuals and organisations through significant change events and major decisions in order to grow and increase their opportunities for success. They recently co-authored and published the completely new

second edition of their popular decision making book, Creative Decision Making Using Positive Uncertainty. I hope you will join us for what promises to be a stimulating professional development session. The attached Registration Form gives further details. Should you have any questions, please feel free to contact me by email – [email protected] I look forward to receiving your registration and seeing you at the workshop. Regards Dale S Furbish Ed D


GELATT WORKSHOP

The Graduate Diploma in Career

Development

Announces the

2005 International Career Expert Series

Presented by

Dr H B Gelatt and Carol Gelatt

Palo Alto, California

Positive Uncertainty in Career Decision Making

HB and Carol Gelatt are among the world’s leading experts on career decision making. Their workshop will present their most recent model and provide hands on opportunities to apply this strategy.

Monday, 21 March 2005

at Netball North Shore, 44 Northcote Road

NZ$250 per person

(includes lunch and morning/afternoon teas)

Deadline for registering - Friday, 11 March 2005

For more information, please contact Dale Furbish - email:

[email protected]

Yes, please register me for the Gelatt Workshop. Please post cheques, made payable to AUT, to: Gelatt Workshop, The Career Centre, AUT, Private

Bag 92006, Auckland 1020

Name: ………………………………………………………………………………………………….. Address: ……………………………………………………………………………………………….. Telephone: (Day) ( ) ……………………………… Fax: ( ) …………………………………


CPANZ

PROFESSIONAL DEVELOPMENT ACTIVITY IN BRANCHES APPLICATION FOR FUNDING

Branch Name: _________________________________________________________________ Person applying on behalf of Members: ____________________________________________ No of Membership: PROFESSIONAL: ASSOCIATE: Activity/Project applying funding for: Date(s): _________________________________ Prepare and attach an outline of costs. Include: Your own Branch’s financial contribution Explanation of why this Professional Development is important for your Branch members How you will feedback to other CPANZ members when activity/project is completed? e.g. Article in CPANZ newsletter, video master for copying to other branches etc ______________________________________________________________________________

______________________________________________________________________________

Applicant’s signature: __________________________________ Date: _________________ Please post to: Russell Booth, 20 Neeve Road, Taradale, Napier or email to [email protected]

Please NOTE: For approved projects when completed; send receipts to the value agreed to CPANZ Treasurer, CPANZ National Office, PO Box 27 357, Wellington for prompt reimbursement.


CPANZ Research and Development Fund

Application for Funding

Name: ____________________________________ CPANZ Professional No: __________________________ Purpose of Fund: The purpose of this fund is to foster research and/or the dissemination of research findings and/or best practice, which will be of benefit to CPANZ members generally. This fund is available only to Professional Members. Activity/Project Applying for:

RESEARCH

DISSEMINATION OF RESEARCH FINDINGS/BEST PRACTICE For Research: Applicant must supply: • Evidence of a practical research plan • Other research credentials, i.e. to satisfy the committee that you have sufficient experience to

competently carry out the proposed research • Experienced members may team up with an experienced team member For Dissemination of Research Findings/Best Practice applicants must describe: • The findings/best practice to be disseminated and the benefits to the career profession from having

access to this information. • Funding may be granted for attending conferences and/or professional development workshops

COSTS All costs must be provided on a GST exclusive basis. Please complete the standard sections as applicable. Where GST is payable within NZ please state the amount. GST excl Conference Fees (early bird only)

Airfares (attach quote) Fare Airport Tax

Accommodation Nights Rates

TOTAL COST (GST exclusive)

CONTRIBUTIONS

$

$ -

$ -

$

$


To be contributed GST excl

Other funding (describe)

Personal contribution

TOTAL Contribution (GST exclusive) Provide details of conference attendance and/or presentations funded by CPANZ in the last two years: Please give an explanation of why this activity/project is important to you and your professional development: Please give an explanation of why this activity/project is important to CPANZ: Conditions of support: Successful applicants under each category must commit to share their research and/or best practice with CPANZ members either regionally or nationally within 24 months of the award of funding. Travel and related expenses associated with this obligation will be fully refundable. Please provide details of how you would prefer to share research and/or best practice findings with CPANZ members:

Stand alone workshops/seminars (Please circle) Branch Region

Biennial CPANZ Conference presentation

Other (please state) ________________________________________________________

$

$

$


(TICK) All supporting documents attached. (Airfare quotes, conference details, copy of Abstract/Poster)

I agree to abide by the conditions of funding support. Applicant’s signature: ______________________________________ Date: _______________ Check By Group: Russell, Lee, Carol, Glenys _____________________________ Date: ______________ Please post to: Glenys Ker, Auckland University of Technology, The Career Centre, Private Bag

92006, Auckland

Dates for receiving applications: 31/3/05, 30/6/05, 30/9/05

Document in Microsoft Internet Explorer Early/CPANZ 27 2005 Autumn.pdf · CPANZ Newsletter Issue...

Documents

Transcript of Document in Microsoft Internet Explorer Early/CPANZ 27 2005 Autumn.pdf · CPANZ Newsletter Issue...