Learning Theory of Career Counseling: Mark Lemuel L. Arceo, LPT

LEARNING THEORY OF
CAREER COUNSELING
MARK LEMUEL L. ARCEO, LPT.
MAEd Guidance and Counseling
LEARNING THEORY OF CAREER
COUNSELING(LTCC)
It emphasize that each individual’s unique
learning experiences over life span are most
influential in the career choice process.
THERE IS NOT ONE CAREER THAT IS BEST

FOR A PERSON
Dr. John D. Krumboltz

LEARNING THEORY OF CAREER
COUNSELING(LTCC)
According to LTCC, there are four factors
that dictate how someone choices career.
- Special abilities or Genetic endowment

- Environmental Conditions and Events.
- Learning experiences
- Task approach skills
Dr. John D. Krumboltz
Role of clients
Clients do not need to make career decision for the sake of deciding but,
rather, should be encouraged to explore, eliminate and make tentative tryouts
in a learning process that makes progress toward accomplishing their
personal goals. (Krumboltz, 1996)
Role of career counselors
The counselor as an educator provides the environment for clients to
develop interests, skills, values, work habits, and many other personal
qualities. (Krumboltz, 1996)
● Mentor
● Coach
● Educator
4 PRACTICAL APPLICATIONS FOR COUNSELORS
1. Assessment instruments are used to stimulate new learning by
identifying needed new skills, cultivating new interests, and developing
interpersonal competencies.
2. Educational interventions should be increased to provide more

opportunities of learning about one’s abilities to meet career demands.
3. Success criteria should be based on learning outcomes and not solely

on whether a client has made a career decision.
4. Counselors should integrate career and personal counseling; learning

should not focus on personal as well as career issues.
LTCC Model
This career counseling model relies heavily on decision-making model.
Stages of LTCC Model

Stage 1 - Interview
Stage 2 - Assessment
Stage 3 - Generate Activities
Stage 4 - Collect Information
Stage 5 - Share Information and Estimate Consequences
Stage 6 - Reevaluate, Decide Tentatively, or Recycle
Stage 7 - Job Search Strategies
Stage 1 - Interview
Client-counselor relationship are established and maintained throughout the
counseling process.
Stage 2 - Assessment
Uses objective assessment to provide links to learning interventions and
subjective assessment to identify client’s core goals, and faulty or unrealistic
strategies to reach goals.
Results are used in two ways;

1. To suggest to clients how their preferences and skills match
requirements found in educational and occupational environments
2. To develop new learning experiences for the client.
Career development is considered as a temporary state that can be improved to

enhance the client’s potential for career exploration.
Stage 3 - Generate Activities
Tentative goals and steps necessary to reach it are formulated during the
intake interview are further evaluated in this stage.
- Taking interest inventory

- Evaluate abilities
- Personal problem counseling
Before completing, clients select two or more occupations to explore.

Stage 4 - Collect Information
Major objectives are to introduce clients to career information resources, their
purpose, and use.
- Client and counselor also develop a format for evaluating occupations.

- Opportunity for advancement
- Pay scale
- Worker associates
- Preparation time for occupations
- Skills required
Stage 5 - Share Information and Estimate
Consequences
Client and counselors discuss the information gathered for each occupation
evaluated.
- Counselors assist clients in estimating their chances of success in a

chosen occupation
- To state tentative conclusions
- Reasons for conclusions
- Ideas for further exploration
Stage 6 - Reevaluate, Decide Tentatively or
Recycle
In this stage, client and counselor establish a firmer commitment to career
direction.
- Some clients continue to job search

- others recycle for more information
- or change in direction.
Stage 7 - Job Search Strategies
Clients become involved in the usual programs of interview training, preparing
a resume, or joining a job club.
Counselors view clients core goals to understand
how clients arrive at decisions.
Two major goals of this model
1. To build an understanding of what motivates human behaviour.
2. To understand how thought processes and actions influence career
development and subsequent career decisions.
According to living systems framework (LSF), the primary and most

direct influences on decision making are;
a. Information processing and storage - accumulated knowledge about the world and
one’s self
b. Directive cognition - entire set of desired and undesired outcomes
c. Regulatory evaluations - thought processes that determine one can or should try to
accomplish right now
d. Control processes - thought processes that determine strategies for how to accomplish
current objectives and coordinate action.

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LEARNING THEORY OF

THERE IS NOT ONE CAREER THAT IS BEST

Dr. John D. Krumboltz

- Special abilities or Genetic endowment

2. Educational interventions should be increased to provide more

3. Success criteria should be based on learning outcomes and not solely

4. Counselors should integrate career and personal counseling; learning

Stages of LTCC Model

Results are used in two ways;

Career development is considered as a temporary state that can be improved to

- Taking interest inventory

Before completing, clients select two or more occupations to explore.

- Client and counselor also develop a format for evaluating occupations.

- Counselors assist clients in estimating their chances of success in a

- Some clients continue to job search

According to living systems framework (LSF), the primary and most

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