...assessments from this reality emphasized descriptive characteristics of both workplaces and individuals that could be matched for optimal person-to-position fit (Brott, 2004; Cohen, Duberley, & Mallon, 2004; Herr, 2001; Savickas, 1992, 1993). These assessments proved reliable and helpful in assisting clients.

Technology, globalization, and the free market economy have created a workplace that changes constantly, with specialized skills becoming obsolete seemingly overnight, mergers and acquisitions causing career instability, and employees feeling like free agents rather than lifelong assets (Amundson, 2005; Ballard & Ballard, 2002; Bright & Pryor, 2005; Chen, 2005; Cohen et al., 2004; Imel, 2001; Perrig-Chiello & Perren, 2005). At the same time, the expanding diversity of the workforce has made it difficult to capture a "norm" for individuals or for careers (Amundson, 2005; Clark, Severy, & Sawyer, 2004; Hershenson, 2005; Semmler & Williams, 2000; Stead, 2004).

Although many counselors continue to use traditional assessments, the use and interpretation of these measures has expanded to incorporate discussions of meaning, purpose, and creativity (Amundson, 2005; Bloch, 2004; Blustein, Schultheiss, & Flum, 2004; Brott, 2005; Inkson, 2004; Mignot, 2004; Savickas, 1997; Winslade, 2005). Rather than working with clients to make one decision based on fit, counselors are empowering clients to constantly assess themselves and working situations for long-term career transition management (Amundson, 2005; Bloch, 2004; Brott, 2005; Chen, 2003; Savickas, 1997; Winslade, 2005).

Constructivist career theories have emerged from this new concept of career counseling. Briefly, constructivist career development assumes that individuals organize themselves and the world around them into categories based on their own experiences and reflection on those experiences (Blustein et al., 2004; Brott, 2004, 2005; Bujold, 2004; Collin & Young, 1992; Hermans, 1992; Hoskins, 1995; Peavy, 1995; Savickas, 1993, 1995; Young & Collin, 2004; Young & Valach, 2000). The concept of career is such a construct and, therefore, varies for each individual based on experience and the understanding and personal framing of that experience. The process of career counseling includes the construction of a new concept of career, specific to the individual, created through action and discourse (Brott, 2005; Cochran, 1997; Hermans, 1992; Savickas, 1993; Young & Collin, 2004; Young & Valach, 2000).

Narrative career counseling is a type of constructivist model emphasizing language, discourse, and theme development (Amundson, 2005; Bloch, 2004; Brott, 2004, 2005; Christensen &...

NOTE: All illustrations and photos have been removed from this article.



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