Discovering your career passion online

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  • ALL OF THE ABOVE INFO IS FROM WHAT COLOR IS YOUR PARACHUTE, 2009
  • E / I : Extraverts are seen as having more energy directed towards the outer world and introverts are seen as having more energy directed towards the inner world. S / N : These are perceiving activities which operate more broadly when not constrained by rational direction.Sensing: Focuses on the immediate experiences available to your 5 senses, such as enjoyment of the present moment, realism, acute powers of observation, past and present experiences and practicality – Sensers may not sufficiently attend to future possibilities.Intuition: refers to the perception of possibilities, beyond what is visible to the senses, including future events. Intuiters can become imaginative, theoretical, abstract, future oriented, original or creative. Sometimes they become so intent on pursuing possibilities that they overlook actualities.T / F : Two kinds of judgment:Thinking: Thinkers come to decisions by linking ideas together through logical connections - characteristics associated with analytical inclination, objectivity, concern with principles of justice and fairness, critical thought.Feeling: Feelers come to decisions by weighing relative values and merits of the issues. They rely on the understanding of group values and personal values. They are more subjective than “Thinkers”. Feelers have a desire for affiliation, warmth, and harmony.J / P : Attitudes or Orientation towards the outer worldIn Judging attitude a person is concerned with making decisions, seeking closure, planning operations, or organizing activities.Judgers are prone to say “yes we have enough information to make a decision.”In Perceiving attitude a person is attuned to information which has new ideas, interesting patterns and future possibilities.Perceivers seem to be spontaneous, curious, adaptable, and open to change.Their aim is to receive information so that they don’t miss anything that might be important.
  • Discovering your career passion online

    1. 1. Location: POD 60Phone: (416) 979 – 5177Email: career@ryerson.caHours: Mon – Thu 8:30 am – 6:30 pm/Fri 8:30 am – 4:30 pm
    2. 2. Career Development Workshops Get Ready Get Set GO Know yourself and what you Present yourself with style Make your move want• Discover Your Career • The “Wow” Factor: Resumes • Job Search Strategies that Passion & Cover Letters that stand Maximize Results out• Pinpointing Resources for • Interview Techniques that • Leveraging Social Media for Career Planning Land the Job Your Job Search • Grad School Application • LinkedIn: Developing Career Essentials Connections & Effective Profiles • Keep It Pro: Business • Make it a Breeze: Etiquette & Dress Transitioning from School to Work • Don’t Slurp the Soup! Tips for Dining Etiquette Success • Showing Achievements: Crafting an Engaging Portfolio
    3. 3. “Most job-hunters who fail to find their dream job, fail not because they lack information about the job market, but because they lack information about themselves.” ~ Richard Bolles
    4. 4. Agenda1. Objectives of Career Exploration2. Components of Self Assessment • Values – Card Sort • Interests – SII • Personality – MBTI • Skills – Card Sort3. Reflection4. Next Steps5. Summary
    5. 5. Most Common Question “I don’t know what I want to do. Is there a test or something that can tell me what career is right for me?” NO
    6. 6. Objectives of Career ExplorationSelf-assessment is the first step of the career planningprocess. It allows you to learn more about your:• Interests • Natural talents• Skills • Work styles• Personality • Unique strengths in• Values relation to career fields and titlesThe result is:• An informed career decision• Information for a strong resume• Self knowledge for interviews
    7. 7. Components of Self Assessment Values InterestsWhat is important to you What you enjoy doing• E.g.) Wealth, status, • E.g.) Taking photos, playing independence, security, etc. basketball, socializing, etc. Personality SkillsWhat drives/motivates you, What you are good atindividual traits, needs, andattitudes • E.g.) Public speaking, computer programming, coordinating, etc.
    8. 8. VALUES
    9. 9. Values• Beliefs we develop early in life – right and wrong, good and bad• Shaped by family, culture, education, religion, socialization processes• Some maintained for life, others may change• E.g.) Having children, financial stability, health, religious beliefs, job security
    10. 10. Identifying Values: Card SortSort cards according to 3 parameters: • What I Strongly Value • What I Value At Times • What I Don’t ValueAfter:• List your 10 Most Essential ValuesThese 10 essential values will help you:• Identify appropriate career choices by matching your work values with characteristics of occupations
    11. 11. INTERESTS
    12. 12. InterestsE.K. Strong Jr.• Researched peoples likes and dislikes for activities, objects, and types of people• Discovered similar interests amongst satisfied individuals in the same career Strong Interest Inventory (SII)
    13. 13. Work StylesDr. John Holland’s theory classifies people and workenvironments into 6 types: 1. Realistic 2. Investigative 3. Artistic 4. Social 5. Enterprising 6. Conventional Also known as the Holland Codes or RIASEC!
    14. 14. Holland Code: RealisticPeople who tend to prefer:• Athletic or mechanical tasks• Working with objects, tools, machines, plants or animals• Being outdoorsSample majors: Science andEngineeringSample careers: Engineer,military service
    15. 15. Holland Code: InvestigativePeople who tend to prefer:• Observing, learning, investigating• Analyzing, evaluating, science and math problem solving• Independent workSample majors: Human Science,Physics, Chemistry, ComputerScienceSample careers: physician,professor, chemist
    16. 16. Holland Code: ArtisticPeople who tend to prefer:• Creativity, innovation, intuition• Working in unstructured situations• Using their imaginationsSample majors: Art History, StudioArt, Theater and PerformanceSample careers: interior designer,editor, musician, reporter
    17. 17. Holland Code: SocialPeople who are / tend to prefer:• Working with and helping people• Informing, enlightening, helping, training, developing or curing people• Skilled with wordsSample majors: Psychology,SociologySample careers: counsellor, nurse,community organizer, socialadvocate, teacher
    18. 18. Holland Code: EnterprisingPeople who tend to prefer:• Influencing, persuading or performing• Leading or managing for company goals or economic gain• Working with peopleSample majors: InternationalBusiness, Marketing, ManagementSample careers: investmentmanager, buyer, realtor,entrepreneur, fundraiser
    19. 19. Holland Code: ConventionalPeople who tend to prefer:• Clerical or numerical ability• Attention to detail, following through on others’ instructionsSample majors:Accounting, FinanceSample careers:accountant, actuary, math teacher
    20. 20. Holland Codes: Additional InfluencesOther possible influences: • Family • Teachers • Friends • Cultural context • Coursework • Environment • Volunteer experiences (growing up)
    21. 21. PERSONALITY
    22. 22. Personality: MBTI Myers-Briggs Type Indicator • Isabel Myers and Katherine Briggs’ wanted to help people learn their personality • MBTI measures differences in traits between individuals • Assumes other minds work on same principles as own • Incorporates Carl Jung’s theory that people use 4 basic mental functions or processes
    23. 23. Personality & Work: MBTI• MBTI theory argues that certain personality types are a better fit for particular careers• E.g.) Dominant “Feeling” function in a legal career• Use MBTI in conjunction with other inventories (interests and values)
    24. 24. Personality: MBTIMBTI uses 4 dichotomies: Extraversion vs. Sensing vs. iNtuition Introversion (Functions) (Attitudes) • How you understand and • Identifies outward or inward process information flow of energy Thinking vs. Feeling Judging vs. Perceiving (Functions) (Lifestyle) • How you make decisions • How you like to live your outer life OR your orientation to the outer world
    25. 25. SKILLS
    26. 26. Skills AssessmentHard / Technical Skills: Soft / Transferable• Measurable Skills:• Factual knowledge • Talent that can• Specific processes/ “transfer” from one procedures field of study, job,• Learned during formal leisure activity to training, at school or on another the job • Acquired throughout entire life: school, work, extracurriculars, volunteering, hobbies
    27. 27. Identifying Skills: Card SortSort cards according to 3 parameters: • What I Like To Do • What I Would Like To Learn • What I Don’t Like To DoAfter:• List the top 10 skills you would like to use or learnThese 10 skills will help you:• Identify appropriate career choices by matching your work skills with characteristics of occupations
    28. 28. Reflection • Confirmations? • Surprises? • What’s next for you?Revisit values, interests, personality, and skills periodically to see if anything changes.
    29. 29. Next Steps• Add “Next Steps” to brochure• Developing an “Action Plan”
    30. 30. SummaryTo discover a career that is suitable for you, it isimportant to conduct a self-assessment on your: VALUES INTERESTS PERSONALITY SKILLS
    31. 31. ResourcesCareer Assessments:• Strong Interest Inventory (SII)• Myers-Briggs Type Indicator (MBTI)Additional information:• http://www.ryerson.ca/career/students/planmycareer/ selfassessment/
    32. 32. Connect With Us! Contact Information:www.facebook.com/RyersonCDEC Location: POD 60www.twitter.com/RyersonCareer Phone: (416) 979 – 5177 Email: career@ryerson.cawww.youtube.com/RyersonCareer Hours: Mon. – Thur. 8:30 am – 6:30 pm Fri. 8:30 am – 4:30 pm www.ryerson.ca/career

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