Beth Barrister

Career Services Mentoring Report

Organization Demo

Introduction 00

Welcome to your report!

Report for Career Services Staff showing Mentoring tips, troubleshooting and activities

Evaluating Career Options & Crafting a Career Plan 01

The career search process is not a one-size-fits-all proposition and therefore an important initial step for a person is finding an approach that works for them.

The career search process is not a one-size-fits-all proposition and therefore an important initial step for a person is finding an approach that works for them. Learning more about one’s natural decision-making style as part of a career search is an investment that will have a lifelong positive pay-off across personal and work domains.

Evaluating Career Options & Crafting a Career Plan

    A successful search process for Beth is likely to allow her to:
  • Reflect on her own and choose just a few career options to research in depth.
  • Look at her dreams, hunches, and off-the-wall ideas for clues about which career options to consider more deeply.
  • Ask herself whether the possible career choices she has identified have more positives than negatives.
  • Respond to new information, chance meetings, or spontaneous opportunities that keep her career search fresh.
A “yes” answer to these four questions suggests that a particular career option might be satisfying to Beth:
  • Do people in this field value autonomy, independent work, and in-depth consideration of issues?
  • Do people in this field value imagination, insight, and reaching toward an ideal future?
  • Do people in this field value objectivity, critical analysis, and data?
  • Do people in this field value freedom, adaptability, and openness?
feedbackIf a job or practice area doesn’t have these features, Beth will likely find it more difficult to get ahead. However, if she is aware of this and feels ready to handle the challenges that may come with her choice, she may very well make a special contribution through her unique approach to the job, practice area or field.

Practice new skills: Homework/In-Session Activity

Decision-Making Strengths and Blind Spots
  1. Show Beth the Z-Model Handout below, and call out that the processes she likely uses effectively (these are highlighted in blue).
  2. Ask Beth to pick out at least two items that most surprised her from the processes she is less likely to utilize.
  3. Have Beth create an action plan for applying these questions:
    1. When I am selecting which careers to explore, I need to ask myself...
    2. When I am evaluating of the appeal of different careers, I need to ask myself...
    This can be homework or you can work on it together in the session.
  4. Encourage Beth to continue testing her assumptions about what makes for a good career by asking new questions about her career options.

Z-Model Handout

Beth Barrister

Career Decision-Making

  • How does this career option take advantage of skills I already have?
  • What direct experience do I need?
  • What existing knowledge will I be able to apply?
  • What is the customary entry point for this career?
  • How does this career option stretch abilities I already have?
  • What experiences of mine might be transferable?
  • What new knowledge will I be able to obtain?
  • What alternative entry points exist for this career?
  • What are the advantages and disadvantages of this career option?
  • What reasons support choosing this career?
  • What parts of this career would I find most challenging?
  • How does this career promote competence?
  • What are the most rewarding and most stressful aspects of this career option?
  • Would choosing this career fit my values?
  • What parts of this career would I find most meaningful?
  • How does this career promote personal satisfaction?
Evaluating Career Options & Crafting a Career Plan Authors: Elizabeth Hirsh Katherine Hirsh © 2019 HirshWorks, LLC

Reducing Stress & Building Resilience 02

Each person's unique style influences the way they are affected by stress.

Each person/s unique style influences the way they are affected by stress. Helping them see where their personality supports or hinders them responding effectively to stress can go a long way toward building resilience, reducing stress and overcoming challenges.


Reducing Stress & Building Resilience

  • Caution Beth against seeing perfection as the standard to meet, often it’s worth risking failure rather than doing nothing.
  • Remind Beth that when directness and critique are balanced with diplomacy and praise, others are more receptive to her good ideas.
  • Challenge Beth to let others in on her thinking process sooner – others can’t help if they don’t know what she is considering and may struggle with accepting a pronouncement from Beth if they feel they had no part in shaping it.
  • Appeal to Beth’s natural inclination to do refine her thinking if it improves performance. Help her to see that it is preferable to factor in the logical consequences of her choices on her own and others’ emotional wellbeing – issues can be explored in the abstract but once acted upon, result in outcomes she and others will have to bear.

Troubleshooting Common Problem Behaviors

Hiding behind the belief that "The only truth is a universal truth."

  • Tell Beth “A truth or principle doesn’t become less true solely because it doesn’t capture all possible options, apply across all situations or predict all possible outcomes.”
  • Have a discussion with Beth about how her commitment to creating an all-encompassing framework capturing everything under a single rubric can result in analysis-paralysis and get in the way of finding a “good enough” strategy to allow her to get going.
  • Make clear to Beth that getting so caught up considering the best way to understand something can mean that she never shares her well thought out theories and misses a chance to transform those abstract ideas into an actionable approach that she and others could apply in the real world.
  • If Beth is receptive, suggest she creates a gratitude journal or look at some of the exercises in Tal Ben Shahar’s book Being Happy: You Don't Have to Be Perfect to Lead a Richer, Happier Life for ideas on both how to view things in a more realistic and positive light.

Practice new skills: Homework/In-Session Activity

  1. Ask Beth to look at the list of overuse tendencies and pick out three of the items.
  2. Have Beth explore how the items she chose have adversely affected her life and what she might like to do differently instead. This can be homework or you can work on it together in the session.
  3. Suggest Beth use these prompts to record any new insights, a-ha’s and actions that could be tried.
    1. Keep track of with whom, when and under what circumstances you find yourself overdoing your style in order to improve your ability to recognize which people and situations result in overuse of your preferred strategies.
    2. Note anything that helped you to cope in stressful situations and how this might help you to expand your perspective, try new things or reach out to others more readily.

List of Overuse of Preferred Style ITEMS TO GIVE Beth – She picks 3

Beth Barrister

Beth may overuse her natural style and increase her stress when she:

  • Fails to recognize that she and the others in her life have an emotional stake in whatever actions she takes.
  • Sees her own feelings as irrelevant if her objective analysis says that something should be good (or bad).
  • Assumes that the proper mood will strike and things will get done without her needing a plan or structure to keep herself on track.
  • Looks at so many options that determining which approaches and opportunities are best becomes overwhelming.
  • Longs for an idealized future when everything will be better, failing to prioritize practical things that could be done now to support her wellness.
  • Excludes or trivializes simpler or more traditional stress reduction techniques, failing to grasp that there is a reason they became traditions.
Reducing Stress & Building Resilience Authors: Elizabeth Hirsh Katherine Hirsh © 2019 HirshWorks, LLC

Handling Conflict & Difficult People 03

This section highlights particular strategies, both effective and ineffective, that a person may rely on when faced with conflict.

Handling conflict and difficult people is a challenge for all of us. This section highlights particular strategies, both effective and ineffective, that a person may rely on when faced with conflict. It describes how overuse of certain strategies might inflame rather than reduce conflict unless the person becomes conscious of their limitations. It also enumerates the sorts of difficult people who tend to irritate them as well as the awkward situations that may evoke resistance in them. Finally, it offers tips to help you support the person in developing greater competence and professionalism in conflict resolution.


When Handling Conflict & Difficult People

  • Encourage Beth to step back to allow her normal gift of objectivity to re-emerge before trying to analyze the conflict.
  • Suggest that Beth use thinking aloud and rhetorical questions to help her reflect on the causes of the conflict.
  • Remind Beth that feelings, her own and those of others, are important data points for understanding why conflict occurred and figuring out which solutions are the most are most desirable.
  • Help Beth to see that seeking the truth isn’t only about questioning assumptions and finding flaws in logic; how people feel and what they need has to be considered as well.

Troubleshooting Common Problem Behaviors

Believing there is a universal approach to conflict

  • Tell Beth “ You can’t solve every conflict with a single method no matter how brilliant or theoretically sound.”
  • Have a discussion with name to explore why many conflicts require individualized solutions that address the specific needs and wishes of the people involved.
  • Explain that “While the desire to treat everyone equally is a noble one, when logical principles clash with real people’s needs, care should be taken to find a solution that honors both the ideal of fairness and the feelings of the individuals concerned.”

Being exacting to the point of missing the real issue

  • Tell Beth “Splitting hairs or arguing over precisely what happened can often push people away.”
  • Have a discussion with Beth about how debating others over the particulars of an issue can mean the point gets lost; others feel they aren’t being heard which makes a genuine exchange less likely.
  • Explain that “Many people use nitpicking the facts underlying a conflict as a way to handle emotional distress and feelings of vulnerability.”

Being unsettled by strong emotions

  • Tell Beth “Conflict resolution isn’t simply a matter of rendering an impartial decision about what’s right and wrong.”
  • Have a discussion with Beth to explore how getting in touch with her feelings is rational way to determine what matters most to her during conflict.
  • Explain that “No matter how disorienting it can be when conflict seems emotionally driven, acknowledging the importance of your own and others’ feelings allows you to find solutions that are both personally satisfying and logically sound.”

Practice new skills: Homework/In-Session Activity

  1. Ask Beth to look at this list (SEE LIST BELOW) of people who might trigger her to lose her cool and pick out three items.
  2. Have Beth brainstorm possible ways of staying calm when meeting these sorts of people. This can be homework or you can work on it together in the session.
  3. As a next step or additional homework, suggest Beth record any new conflicts and reflect on them. Have Beth respond, orally or in writing, to the following prompts:
    1. “To improve your ability to recognize which people and situations trigger you, keep track of with whom, when and under what circumstances you lose your cool.”
    2. “To improve your coping skills going forward, note anything that helped you to manage your negative emotions when you couldn’t avoid dealing with these sorts of difficult people.”

List for Homework/In-Session Activity

Beth Barrister

Beth may be triggered to lose her cool by people who:

  • Seem narrow-minded and inconsistent
  • Focus solely on the current reality
  • Prioritize duty over fun
  • Make emotional appeals
  • Appear to tolerate sloppy thinking
  • Require Beth to rush
  • Make no room for questions
  • Discourage skepticism
  • Want to stick with the known or refuse to look at what’s possible
  • Fail to recognize Beth’s competence
Handling Conflict & Difficult People Authors: Elizabeth Hirsh Katherine Hirsh © 2019 HirshWorks, LLC