The Art of Daydreaming – Is it a Waste of Time or the Doorway to Creativity?

Posted by: Priya Senroy on May 31, 2013 3:56 pm

Hello readers…it seems that finally spring has arrived in Canada and with that arrival, I am finding myself engaging in day dreaming more. I do not know why but for some reason I am getting clients who are also sharing stories of day dreaming. In trying to process their and my own reasons for daydreaming and trying to find out if there are any therapeutic benefits of this medium to speak,  I found some interesting observations by experts.  Quoting, Eric Klinger, professor of psychology at the University of Minnesota. ‘We think of daydreams as scatterbrained and unfocused, but one of the functions of daydreaming is to keep your life’s agenda in front of you; it reminds you of what’s coming up, it rehearses new situations, plans the future and scans past experiences so you can learn from them.’ Echoing similar sentiments, “If your mind didn’t wander, then you’d be largely shackled to whatever you are doing right now,” says Jonathan Schooler, a psychologist at the University of California, Santa Barbara. “But instead you can engage in mental time travel and other kinds of simulation. During a daydream, your thoughts are really unbounded.”

And being reaffirmed that I was not wasting time, I decided to daydream with a purpose and followed some basic guidelines, which I have also shared with my clients who have found them to be ‘therapeutic’.

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Virtually Speaking

Posted by: Dawn Schell on May 31, 2013 3:54 pm

I was talking with other online counsellors and discussing the speed with which technology is changing and ways in which we all try to “keep up”.  One conclusion we came to was that we can’t stay on top of everything! There is so much to know and only so many hours in the day.   How to select what areas to focus on is challenging.   

One way to determine where to focus my learning and growth in technology could be following my clients’ interests.  Here’s an example – in recent months I have had clients talk about their experiences in virtual reality and how those have impacted their daily life.  While I have developed competencies in certain types of online counselling virtual worlds is something I don’t know much about. Whether it’s gaming or Second Life or other applications.  

So I read. 

TILT (Therapeutic Innovations in Light of Technology) magazine often has articles that address “virtual reality” and therapeutic applications.  The ways in which others use these virtual realities is intriguing though I have not yet tried any of them myself. 

Here’s one that I might try. The most recent edition[1] describes a new program called ProReal (www.proreal.co.uk).   ProReal is a program designed for coaches and therapists to use with clients to create virtual worlds.  It’s a way to do socio and psychodrama virtually. The client, along with a trained facilitator – “creates a 3D visual interpretation of a person’s world through story, metaphor, symbols and social mapping.” The idea is that the virtual landscape becomes “the visual interpretation of the client’s world”.   Fascinating. 

There is a videoclip showing how it can be used in a therapeutic setting.  I can see how useful a process and how rich a source of information it could be if this is the type of counselling you do.   

 

Dawn M. Schell, CCC, CCDP is an affiliate counsellor with Worldwide Therapy Online Inc.  http://www.therapyonline.ca

 





*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Spirited Child and Tiger Mother

Posted by: Hailing Huang on May 23, 2013 4:34 pm

Two years ago, Amy Chua author of” Battle Hymn of Tiger mother” stirred up a heated debate about the Eastern parenting vs the Western parenting

For immigrant parents this raises an important question that requires conscious reflection and deliberation: how do we parent? Some argue that we should not judge the different approaches, only the outcome counts. Yet as responsible parents, we do want to assess the potential outcomes of each approach. Parenting is not only an art , it is also a science.

‘Spirited Child’ is a label that Mary Kurcinka gives to the ‘difficult child’. Naming is the way we view our child, when we name them as difficult, they become a problem; while when we name them as ‘Spirited Child’, we see them as gifted. This is a strength based approach.

In her book, ‘Raising your Spirited Child’ Mary Kurchina illustrates the nine types of temperaments of a ‘spirited child’.  Through vivid examples and a refreshingly positive viewpoint, Mary Kurcinka offers parents strategies for handling their spirited child.  The description of spirited child reminded me of Amy Chua’s portrayal of her second daughter Lulu in ‘Battle Hymn of the Tiger Mother’. Lulu exhibited many of the characteristics of a spirited child. For instance, she displays high levels of persistency, intensity, and perceptiveness… I wonder, if Amy Chua had understood her daughter’s temperaments from this viewpoint, would she have treated her second daughter differently, with less harshness.

As Mary said “identifying your child’s temperamental traits is like taking an X ray. It helps you to understand what is going on inside of your child so you can understand how he is reacting to the world around him and why. Once you understand the reasons behind his response, you can learn to work with them.”

Amy Chua, author of “Battle Hymn of the Tiger Mom”, is a mother of two daughters and a professor from Yale University. Although Amy Chua was born and raised in America, she insisted that she would apply a traditional Chinese parenting approach, a style which is rigid and strict.  She demanded excellence from her daughters. For instance; they could not attend a sleepover, have a play date, watch TV or play computer games, be in a school play or get any grade less than an A.

Many people have criticized Ms Chua’s dictatorship style of parenting. But Amy Chua says that was the way her parents raised her and her three sisters. And all of them felt grateful for what their parents had given them.  Her diligent and rigid approach only backfired with her second daughter Lulu. At the age of 13 Lulu’ rebelled against her mother’s demands. This took the form of shouting at her mother in public “I hate my life! I hate you!”  It was at this point that Ms Chua says she decided to retreat.

On the one hand we do  admire Amy Chua’s courageous  candor with disclosing her shadow  side of parenting,  and it is through her disclosure of ‘ dirty laundry” ,  that we are able to know and learn  about her approach and reflect on  our approach. On the other hand, from Amy Chua’s experience, we also learn that there is no universal way of parenting. One approach may work out well in one generation or with one child; it may not work out well for another child. As much as we want our children to be adaptable to the new environment, we, as parents need to be open minded and adjust our approach accordingly.

During the last thirty years, many valuable parenting books are available for today’s parents, such as John Gottman’s ‘ Raising An Emotionally Intelligent Child,’ Dr Thomas Gordon, P.E.T (Parents Effective Training), John Gray’s Children Are From Heaven, Michael Popkin’s Active Parenting Today, and Mary Kurcinka ‘s Spirited Child, and many more.   We have gained more knowledge about the various behaviors, cognitive functioning, or their emotional needs of our children. Updated knowledge has helped us to better understand our children’s needs at each stage of development, and their temperaments. As today’s parents, no matter where we are from and where we are stay, we are able to be better equipped and   do not have to rigidly follow what our parents have handed down.

Rachel Remen has a wonderful saying about gardening, and  it can also apply to parenting:  ‘No master gardener every made a rose. When its needs are met a rose bush will make roses. Gardeners collaborate and provide conditions which favor this outcome. And as anyone who has ever pruned a rosebush knows, life flows through every rosebush in a slightly different way.’

Hailing Huang , MA

www.kwfellowtraveler.com




*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Personal Responsibility

Posted by: Asa Don Brown on May 23, 2013 4:28 pm

“Personal responsibility is the willingness to completely accept choices that we have made throughout our lives.”
                                                                                    ~ Asa Don Brown, Waiting to Live

Personal responsibility is the ability and willingness to accept our past, whether good or bad as a marker within our history.  It is also recognizing that our history does not have to define us or be the determining factor of our lives.

PERSONAL RESPONSIBILITY IS NOT

Responsibility is not identifying with our past failures or successes.  Nor is it allowing others to place the past upon our person.  Responsibility cannot be the acceptance of other’s failures or successes.  We may have all had a moment in time, whereby we slough off personal responsibility, transfer personal responsibility or blame others for our failures or the successes in our lives.   Personal responsibility is not the denial of our successes or of our failures, rather it is the willingness to take ownership of our personal history.  

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Things that Go Bump in the Process: Cognitive Processes

Posted by: Jeffrey Landine on May 22, 2013 3:59 pm

This is our last blog in the series of helping to understand the sources of factors that help us to understand the phenomenon of reality shock. In the first three blogs, we introduced the concept of reality shock, outlined a theory to help explain the sources of oversight that lead to dissatisfaction, and identified three such sources. In this blog, we deal with the last of these sources that of the cognitive processes used to make the “fit” between what the individual brings and what the occupational environment requires. 

One of these processes involves the cognitive processes of assimilation and differentiation of occupational information.  For example, individuals, who have interests and abilities that orient them to choose work in the helping professions may neglect to consider the implication of their lack of control over the outcomes of their care. In health institutions, individuals admitted to health care facilities usually have relatively short stays, or they may experience death while there. Individuals, who work in these institutions, may find that the intrinsic reinforcement that comes from seeing their inputs leading to successful outcomes may experience dissatisfaction when working in such health care environments. Due to the patterns of care, health professionals often do not see patients throughout their illness, and do not know their recovery patterns. This lack of knowledge may lead to a source of dissatisfaction, because they may not receive the rewards of knowing that their inputs have led to successful outcomes. This source of dissatisfaction brings into focus the need for individuals to assimilate and differentiate the information used to make occupational decisions and the activities that provide them with intrinsic rewards. 

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Careers & Technology

Posted by: Dawn Schell on May 22, 2013 3:55 pm

As I understand it the revised Canadian Standards and Guidelines for Career Development Practitioners will be reviewed and discussed at the upcoming conference [wishing I could be there!]. The three key areas that were revised were technology, diversity, and the Career Counselling area of specialization.   Check out  http://career-dev-guidelines.org/career_dev to see these changes.  My focus for this blog post is on technology.  It is certainly an area that has been changing rapidly over the past few years and there are ongoing discussions about best practices for Career Practitioners.

One of those discussions was recently hosted by the Career Counselor Technology Forum.  They held a two-part international webinar series on “How the Internet Changed Career”.

The first webinar was presented by Tristram Hooley, whom I have often referenced in these blog posts in the past.  He is a Reader in Career Development and Head of International Centre for Guidance Studies at the University of Derby. You can listen to his webinar here – http://careercounselortechnology.com/resources/past-webinars/

A brief summary of his presentation:  He says the internet changes the context in which career is enacted.  By that he means, the internet has changed the way in which we find out about work, find work, apply for work, communicate, build networks and learn.  Which means new skills are required for effective career management.  What are those skills?  Hooley calls these skills “digital career literacy” and he lists seven C’s: changing, collecting, critiquing, connecting, communicating, creating and curating.  You can find a more detailed description of the seven C’s in the article listed below. [1]  According to Hooley, career practitioners need technical skills and we need to have “digital career literacy”.  I would agree.

The second webinar was comprised of a panel of U.S. career services professionals who shared their responses to the first webinar and also shared their experience in using technology in their career services.  The first question they answered was – How has technology changed your work in the last two to three years?  As I paused to think about that for myself I can see a myriad of ways in which my work both in general and career counselling has changed.  Not the least of which is the sheer volume of information that is available.  Learning how to filter that information for both myself and my clients has required me to really develop one of the seven C’s – critiquing.

Another message that came through loud and clear from the panel was the necessity of incorporating social networking into our teaching/training around job search.  It’s now become an essential career tool.  Knowing how to manage our online presence and how to navigate the social networking waters is crucial.

The last item I want to mention is this – the panelists all agreed that no matter how much technology we use we still need to find a balance between using the technology and maintaining a personal connection with our clients. So true!

I found the webinars to be informative, thought-provoking and inspiring.  And, it became clear to me that I still have work to do to improve my own digital career literacy.  Anyone else feel the same? 

 

Dawn M. Schell, MA, CCC, CCDP is an affiliate with Worldwide Therapy Online Inc. http:///www.therapyonline.ca

 





*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

The Counsellor Will “See” You Now – Again

Posted by: Dawn Schell on May 9, 2013 3:58 pm

Dan Mitchell and I did a webinar for the CCPA on the topic of videocounselling titled “To Skype or Not to Skype”.  Videocounselling has been a hot topic in some online mental health  LinkedIn groups in recent months.  I blogged about videocounselling last year around this time and have continued to pay attention to the wider discussions in our field.

Skype is perhaps the most commonly used venue for videocounselling and a number of concerns are regularly being raised about using it for counselling.  One of those concerns is Skype’s Terms of Use.  I’m not a lawyer but here’s what I read.

4.2 Restrictions. You may not and you agree not to:

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

The Benefits of Friendship on a Relationship

Posted by: Asa Don Brown on May 6, 2013 1:47 pm

“It is not a lack of love, but a lack of friendship that makes unhappy marriages.”    ~ Friedrich Nietzsche

The key to a healthy relationship is the purposeful development of a healthy friendship.  Couples who have achieved the merits of friendship, have strived to develop their relationship beyond the confines the marriage. 

“Excluding some very good family relationships, the only other close adult relationships we have besides marriage are with our long-term friends.  What is extremely interesting about these two affiliations is that marriage is the least successful adult relationship, whereas long-term friendships are by far the most successful.” (Glasser & Glasser, 2000, p. 17)

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Things That Go Bump in the Process: Oversights

Posted by: John Stewart on April 22, 2013 4:16 pm

In one of our previous blogs, Jeff and I outlined three sources of oversight to account for the phenomenon of reality shock, a phenomenon that is used to describe why individuals, who made seemingly “good” decisions to enter an occupation, experienced a great deal of dissatisfaction after working within that occupation. We have chosen to consider reality shock with the “person-environment fit” model; that is, a model that examines the degree to which unique characteristics of the person and the requirements needed by job “fit” together to bring sufficient satisfaction for the person and productivity for the work environment. In our last blog we highlighted some of the difficulties in individuals’ perceptions of what was chosen and what was experienced on the job. We refer to these as sources of oversight that can take place during the time between making, preparing for and entry into the occupation.

In this blog we want to focus on oversight coming from the workplace and the differences between what was anticipated and what was experienced.  Individuals choose occupations by considering the benefits or reinforcers that are provided by an occupation. These reinforcers may be intrinsic ones such as satisfying interests and abilities or they may be extrinsic ones such as holidays, pay and employment benefits such as health care or educational study leaves. The source of dissatisfaction may occur when the individuals are implementing their roles and responsibilities on the job, and come to realize that these reinforcers are not as strong as they appeared to be when they made their occupational choice. There may be other factors that produce more dissatisfaction. This discrepancy highlights the need for the individual understanding their reinforcers and how these lead to personal satisfaction on the job. Given the relative young age at which individuals make this choice, it is easy to understand that they may not have had enough life experiences to appreciate this information in their occupational decision-making. As well, it highlights the importance in career planning of helping individuals consider their unique sources of satisfaction and how these relate to the occupation providing these.

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA

Career Stories: Changing the Story You Tell

Posted by: Guest on April 17, 2013 3:53 pm

What story do you tell about your career? Who are you in your career story? Would you like that to be different? How? What story do you want to tell?

Clients I work with, who I call mid-career shifters, whether they have a job or not, come in because they feel dissatisfied at work. Something is missing and it’s hard to even articulate what or why. Those who are in their late 30’s and beyond may also communicate that they want to make a job shift but that change also terrifies them, not only because of general concerns about the economy and prospects for securing a new job, but also because of their age and stage in life.

To change or not to change – is also a question of letting go of a piece of identity that we have worked a long time to create and maintain. Who will I be if I am not the H.R. Manager, Financial Planner, or College Instructor?  

Even if the job that used to be satisfying just doesn’t anymore, making mid-career changes may seem like ending a relationship with an old friend. In fact, it’s a normal feeling to resist the change you want to make, so claims Harvard developmental psychologist Robert Kegan. It’s normal to not want to let go of a piece of identity you’ve worked hard to create and to maintain over the years.

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*The views expressed by our authors are personal opinions and do not necessarily reflect the views of the CCPA