Therapist explains how to choose a career

In this video, we delve into strategies for selecting the right career. We explore the mechanisms of career assessment to determine an individual's ideal vocation. Additionally, we cover various career development theories and provide personal insights. Exciting news is shared about the release of the 'Personal Growth Journal: 75 Templates to Thrive,' available for pre-order. The journal is designed for situational journaling with 75 templates tailored to different experiences, offering tools for emotion regulation and future planning. Unlike the previous 'A Season of Life' journal, this new edition is meant for as-needed use rather than daily entries. Recommendations are given for purchasing the paperback version for a better experience, although the ebook is optimized for Kindle users. Pre-orders are set to release on December 28th. The discussion then shifts to career assessment methodologies, including personality tests, interest inventories, skills assessments, and values assessments. Each of these elements plays a crucial role in identifying suitable career paths, with links to corresponding tests provided in the pinned comments.

This section focuses on the four primary components of career assessment: personality tests, interest inventories, skills assessments, and values assessments. Personality tests are essential for understanding how certain traits can make someone more or less suited for specific vocations. While the MBTI (Myers-Briggs Type Indicator) is a popular tool, it is criticized for its lack of scientific reliability and validity, particularly in job applications where introverts might be unfairly filtered out. Alternatively, the MMPI (Minnesota Multiphasic Personality Inventory) is recognized as a more comprehensive psychometric tool. However, its relevance to career assessment is debated. Despite skepticism towards these tests for career suitability, gaining insights into one's personality remains valuable, either through self-assessment or with a career counselor's assistance. Without access to a counselor, individuals can self-reflect by identifying their strengths and weaknesses and researching the traits beneficial for their desired careers. Using the Big Five Personality Traits as an example, careers such as therapy might be best suited for those who are extroverted, conscientious, open to new experiences, agreeable, and low in neuroticism. Interest inventories, particularly those using the Holland Code, assess personal interests across categories like realistic, enterprising, investigative, artistic, social, and conventional. Skills assessments focus on identifying current competencies, which are more adaptable than personality or interests, as skills can be acquired over time. Values assessments are crucial for ensuring alignment between personal values and those upheld in a career, such as integrity and responsibility in psychology.

This paragraph introduces several theories of career development, emphasizing the progression of work identity throughout different life stages. Developmental theories, like Ginsburg's Theory, propose stages of career exploration, beginning in childhood with fantasy play and evolving into realistic career choices in young adulthood. Ginsburg's Theory outlines stages such as fantasy (under 11 years old), tentative (ages 11-17), and realistic (ages 17-24), culminating in crystallization and specification phases where individuals solidify their career choices. Another developmental theory, Super's Developmental Self-Concept, posits that career choices evolve alongside personal self-concept, outlining stages like growth (birth to mid-teens), exploration (mid-teens to early 20s), establishment (mid-20s to mid-40s), maintenance (40s to early 60s), and disengagement (late 60s to retirement). Conversely, Trait-Factor theories emphasize the compatibility of individual personality traits with career requirements, such as Holland's Career Typology Theory, which categorizes people into six types: realistic, investigative, artistic, social, enterprising, and conventional. Each type correlates with specific career paths, with individuals typically exhibiting a dominant type and two secondary types. Social Cognitive Theory suggests that career choices are influenced by societal modeling and self-efficacy—believing in one's ability to succeed. Factors like personal performance, vicarious experience, verbal persuasion, and physiological and emotional influences contribute to career decision-making, highlighting the role of environmental and internal factors.

In this section, personal insights on career choice are shared, challenging the traditional view of a linear career path. Emphasizing lifelong learning and adaptability, the speaker advocates for pursuing passions rather than adhering to a static career trajectory. The concept of 'Ikigai,' a Japanese philosophy for finding purpose through the intersection of what you love, what you're good at, what the world needs, and what you can be paid for, is recommended for further exploration. The speaker rejects the notion of retirement, instead advocating for a fulfilling career that one remains passionate about beyond conventional retirement age. Writing is cited as an example of a lifelong pursuit, underscoring the importance of meaningful work. The speaker warns against making career choices based on fear, sharing a personal anecdote of initially avoiding public speaking and teamwork, only to discover these skills were necessary in the chosen field of therapy. This highlights the risk of prematurely closing off career options due to perceived limitations or fears. The key takeaway is to select a career based on genuine interest and excitement rather than avoidance of discomfort. Viewers are encouraged to pre-order the new mental health journal, with the option of choosing between the ebook or waiting for the paperback release. The video concludes with a prompt for viewers to share their thoughts in the comments section.