I thought today’s lecture was really interesting and think that the techniques related to Personal Construct Psychology could be really useful in attempting to measure things that are extremely hard to measure! It could be a very useful way of organising and simplifying sometimes extremely complicated thought processes so that they can be viewed relative to each other while still remaining in the domain of the individual rather than the adviser. I suppose then the adviser really is there to guide the client through the meaning of the process rather than directing them in any way towards a desired outcome.
However, in the real world, it’s hard to see what setting this could be used in because of pragmatic considerations such as time constraints, as it must surely be quite a lengthy process if it is to be done effectively. Also if you are to avoid bombardment of the client with questions drawing out the relevant information would also very time consuming? Perhaps that is my lack of experience, though, as I have only observed Careers Scotland and Connexions which are similar in lots of ways. Maybe using this as a tool is more feasible in, say, voluntary organisations?
Also, I’m still not entirely sure (although I understand that this is a different psychological model to psychodynamics) that unconscious thought processes (or at least thought processes that it is hard for the client to recognise) wouldn’t contribute to their personal constructs. Can these constructs be changed so easily, depending on what has created them in the first place?
Also, does it only work on the premise that there is a problem within the client that needs fixing rather than just a need for information or support?
As always, I seem to have more questions than answers, but it does seem to be a very useful tool which would provide perhaps otherwise unseen clarification of areas of contradiction in a clients thinking which may be causing them problems.
I think the time constraints are the biggest battle an adviser has to face when working with SDS or Connexions. There is also the problem with how an adviser will justify or quantify the time spent with the client if they haven’t been given the dreaded action plan to take away!
It will be interesting to obeserve how, if possible, we can integrate slight changes to the way we practice in organisations but it does all boil down to money and if we aren’t seeing enough clients (as dictated to us by our bosses) then we will be told to tow the company line!
By: cloudy1 on March 28, 2009
at 12:13 pm
I have to agree with you that Kelly’s constructs are really interesting, but where do they fit in the world of career guidance given that analysing another person’s constructs must be a time-consuming process. Sounds like great fun though…
By: muad-dib on March 17, 2009
at 5:53 pm
Sorry about the anonymity-it wasn’t supposed to be. I didn’t fill the details in before posting. There does seem to be more questions than answers when it comes to career guidance and counselling, but I suppose that’s a good thing, constantly being aware of individuality, different circumstances etc., and questioning the best way to help clients taking everything into account.
By: margarita23 on March 17, 2009
at 5:49 pm