Chat with us, powered by LiveChat Vocation ?Describe your understanding of vocation (calling), what it means to you and what you believe your vocation might be. Use at least one of the Ted Talks or artic | WriteDen

Vocation ?Describe your understanding of vocation (calling), what it means to you and what you believe your vocation might be. Use at least one of the Ted Talks or artic

The paper should include all of those thing.

APA Format/Overall Organization: Title page, appropriate headings, reference page. Organize the paper in a coherent way. Make sure to proofread your paper for spelling and grammar errors.

Vocation  Describe your understanding of vocation (calling), what it means to you and what you believe your vocation might be. Use at least one of the Ted Talks or articles in Moodle under Unit 3.

  Introduction   Introduce who you are and what is important to you. Summarize your personality, interests, values, skills and experiences in 2-3 paragraphs. (How would you briefly describe yourself in a cover letter or in an interview?)

  Birkman Report   Birkman Map: Describe your Interests, Usual Style, Needs and Stress behaviors and if you agree with it. Why or why not?

Birkman Interests: Describe your top 3 areas of interests and if you agree with the Birkman. Why or why not?

  Career Path

Choose one potential career path that would be a good fit for you based on what you know about your skills, interests, values, and experience. Describe why you chose it.

     Action Steps: Name three steps you can take to bring you closer to that career path. What are the obstacles or challenges that could potentially get in your way? Who can help you? How?

   Resume Create a targeted resume for this career path. Highlight your skills and experiences that would make an employer want to hire you for the career path you have chosen.

  

The Birkman Method

Behavioral and Occupational Assessment

for Leadership & Team Development

Why TWU uses Birkman for the BA LEAD

Birkman provides insights that help leaders:

Leverage their natural leadership style

Know how to stay recharged and recognize when they are getting stressed

Remain effective in high pressure moments

Lead others in ways that will meet their needs

Career Exploration Report

Self-assessment is the first step in the career planning process…

This report is designed to give you a deeper understanding of yourself and the career options that are your best fit.

Your report can help confirm career choices you are making, show you alternative career choices and build your personal awareness of the strengths, motivators and working environments that will help you succeed.

Basic Concepts

What Birkman Measures

USUAL BEHAVIOR

How you usually behave (when your needs are met); your strengths, which compose your best, most productive style.

This is how other people see you.

NEEDS

How you need and expect to be treated by other people and your environment.

Often unseen by others.

STRESS BEHAVIOR

Your frustrated behaviour; your reactive,unproductive style.

How you act when your needs go unmet.

INTERESTS

What you like to do, the results you want.

The kinds of activities that give you the most satisfaction.

What Birkman (Really) Measures

Birkman is a linguistic assessment that seeks to measure the “mindsets” or “perceptions” that drive a person’s Behaviours & Motivations

Usual Behaviour

Stress Behaviour

Interests

Needs

(Hidden)

(Observable)

The Underlying Insight

– Roger W. Birkman, Ph.D

“The reality of life is that your perceptions – right or wrong – influence everything else you do; when you get a proper perspective of your perceptions, you may be surprised how many other things fall into place.”

Birkman Colors

With Birkman, color becomes shorthand for understanding fundamental differences between personality types.

Birkman Map

Birkman Map

Extravert

Introvert

Task

People

Symbol location is mapped on two axes

Birkman Map

Based on opposites

Thinker

Doer

Communicator

Analyzer

Birkman Map

Intensely Green

Moderately Green

A Blend of all colors

Symbol location is expressed as an intensity of color

Usual Behavior

YELLOW USUAL BEHAVIOR

Focused

Collaborative

Consistent

Independent

RED USUAL BEHAVIOR

Practical

Active

Decisive

Candid

GREEN USUAL BEHAVIOR

Flexible

Sociable

Responsive

Competitive

BLUE USUAL BEHAVIOR

Reflective

Tactful

Expressive

Suggestive

The Diamond represents your Usual Behavior

Needs

YELLOW NEEDS

Protection from interruptions

Detailed directions

Consistency

RED NEEDS

Direct authority

Outlet for energy

Clear-cut situations

GREEN NEEDS

Recognition

Group interaction

Flexibility and varied activities

BLUE NEEDS

Opportunities to express feelings

Time for reflection

Respect

The Circle represents your Needs

Stress Behavior

YELLOW STRESS BEHAVIOR

Rigid and overly insistent on rules

Reluctant to confront others

Resistant to change

RED STRESS BEHAVIOR

Become impatient

Dismiss others’ feelings

Be busy for the sake of it

GREEN STRESS BEHAVIOR

Fail to follow the plan

Easily distracted

Distrust others

BLUE STRESS BEHAVIOR

Find it hard to take action

Discouraged

Indecisive

The Square represents your Stress Behavior

YELLOW INTERESTS

Developing procedures

Working with numbers

Scheduling activities

Analyzing details

Interests

RED INTERESTS

Building/Implementing

Solving problems

Seeing finished products

Working with your hands

GREEN INTERESTS

Promoting

Motivating

Selling and persuading

Working with people

BLUE INTERESTS

Visual appeal of designs

Involvement of music

Using words or stories to communicate

The Asterisk represents your Interests

Going Deeper

Birkman Interests

Birkman Interests

Interests are motivators (what drives and energizes you)

Activities you like (not skills or aptitudes, only interests)

High scores (75+) show a strong interest

Low scores (-25) show areas you may tend to avoid

Mid-range scores (40-60) are moderate interests

90 and above – activity is more than an interest; it’s something you need to have (a life mandate) to be fulfilled

Birkman Interests

Red Interests

Outdoor: Work in an outdoor environment (i.e. playing outdoor sports, farming, gardening)

Technical: Hands-on work with technology and machinery (i.e. programming, assembling, using gadgets)

Scientific: Research, analysis, intellectual curiosity (i.e. investigating, exploring, experimenting)

Green Interests

Persuasive: Persuading, motivating, selling (i.e. debating, influencing, promoting)

Social Services: Helping, advocating for people (i.e. teaching, counseling, volunteering)

Blue Interests

Artistic: Creation, appreciation for arts, aesthetics (i.e. painting, appreciating art, designing)

Literary: Appreciation for language (i.e. writing, reading, editing)

Musical: Playing, singing or listening to music (i.e. attending concerts, collecting/appreciating music)

Yellow Interests

Administrative: Systems, order and reliability (i.e. systems tracking, record keeping, categorizing)

Numerical: Working with numbers and data (i.e. accounting, investing, analyzing)

Preferred Work Styles

Management Styles (Development Samples)

Knowledge Specialist (psychologists, psychiatrists, physicians, professors, therapists, lawyers, counsellors, researchers)

Directive Management (operations managers, engineering managers, project managers, construction managers, etc.)

Delegative Management (property managers, hotel and restaurant mangers, bank mangers, accounting managers)

Specialist Style

High scores indicate strong alignment with professional functions.

Tend to manage by relying on specialized knowledge.

Likely to utilize both directive and delegate approaches to effecting progress, but more subtlety and collegially than their more traditional colleagues.

Directive Style

High scores indicate strong alignment with production or operations functions

Tend to direct the efforts of others, using “hand-on” approaches to effect progress with others.

Red managers typically exercise closer (tighter) control through direct oversight of activities, frequently showing or telling others what to

Delegative Style

High scores indicate strong alignment with either (or both) sales or administrative functions.

Tend to delegate tasks, using “hands-off” techniques and mechanisms to effect progress through others.

Green managers typically delegate through “chain of command,” while Yellow managers typically rely on systems and procedures.

Corporate Styles

Work Motivation (willing worker scale):

Low = work needs to be meaningful (entrepreneurial)

High = happy to work as a means to an end

Self Development (educational attainment scale):

Low = willing to formally learn as a means to an end

High = loves formal learning for the sake of learning

Corporate Adaptability (work ambition scale):

Low = works because they have to

High = works because they get to

Social Styles

Social Adaptability (work attitude scale):

• Low = cares more about work life balance

• High = cares more about work for work’s sake

Social Responsibility (work behaviour scale):

• Low = diverges from traditional work values

• High = conforms to traditional work values

Work Preferences

Scores, ranging from 1-10, are a series of inverse pairs. Each pair will always add up to 11. So, you cannot be high or low on both scores in a pair.

Pairs address three work preference questions:

• Public Contact/Detail: How you prefer to work?

• Global/Linear: Where you prefer to work?

• Conceptual/Concrete: What you prefer to produce?

How you work?

Public Contact: High scores indicate a preference for work which is highly interactive (talking people).

Detail: High scores indicate a preference for work which is task oriented (task people).

Where you work?

Global: High scores indicate a preference for work which is based in the physical office setting.

Linear: High scores indicate a preference for work which is not physically confining or restrictive.

What you produce?

Conceptual: High scores indicate a preference for work that that is in service to others (working in the system; the process aspects of work).

Concrete: High scores indicate a preference for work that produces tangible output/results (working on the system; the project aspects of work).

Job Families/Job Titles

Job Families/Job Titles

Job Families are groups of occupations based upon similar work functions performed

Most similar in personality to those who have found satisfaction in their work

Not based on ability or skill

Job Families/Job Titles

Job Titles measure satisfaction with work tasks associated with a job title

Listed in descending order, from highest match to lowest match

O*net (website)

Research a Job Title of your choice:

What is the job outlook?

What are 2-3 skills that are required for this job?

Have you ever considered this job for yourself?

Conclusion

,

Career

Identity – Purpose – Direction

What am I going to do next?

OR

What am I going to do for the rest of my life?

PROTOTYPE

“Prototypes should be designed to ask a question and get some data about something your interested in…prototypes help you visualize alternatives in a very experiential way. That allows you to imagine your future as if you are already living it (p. 112).”

What are some potential ways to prototype a possible path?

NOW it’s YOUR turn…

Let’s Brainstorm together!

PROTOTYPE Conversation

How did you get started in this career?

What are your main tasks/responsibilities?

What do you like most about your work and the career you have chosen?

What do you dislike most about your job and the career you have chosen?

What kind of education, training or experience do you need for this career?

What personal characteristics do you think are needed for someone to be successful in your career?

Have any changes in the labor market or elsewhere affected your work? What changes can you foresee in the future?

What advice do you have for someone interested in this career?

Is there anyone else you would recommend I speak about this career, or any resources you would recommend I explore that would help me?

PROTOTYPE Conversation

Network

Warm Contacts

Lukewarm Contacts

Cold Contacts

Who could you ask for a prototype conversation (life design interview)?

What would you write in an introductory email?

Prototype

LinkedIn:

a social networking website aimed at professionals, allows members to contact past and current colleagues, look for a new job, uncover new business opportunities and network with experts within a particular industry.

Job Search

Opportunity: how to find a job?

Canadian Websites (links on Moodle)

Read Chap 7 from DYL

Agree or Disagree?

It’s not WHAT you know, it’s WHO you know?

Resume

Resume

A written summary of your experiences and skills and most often used in getting a job.

Resume

Three important considerations:

1. Your audience

2. Avoid generic “fluff”

“Sold merchandise”

OR…

“Increased weekly store sales by 20% in the first month of employment”

3. Make it professional & attractive

PROOFREAD!!

Resume

Three types of resumes (resume handbook on moodle):

1. Chronological – emphasizes experience by listing job titles and responsibilities and dates

2. Functional – highlights qualifications with little emphasis on dates

3. Combination – emphasizes experience and skills

Sections of a Resume

1. Heading

Name/phone/email/address

2. Job Objective or Highlights of Skills/Qualifications

Objective: Market researcher

Objective: Marketing or grant-writing position for a non-profit organization

Sections of a Resume

2. Highlights of Skills/Qualifications:

Bilingual Chinese/English

More than 3 years of experience in customer service occupations

Extensive experience with PC and Mac operating systems

3. Education

School, graduation date, major(s)

Sections of a Resume

4. Experience

List most relevant parts of the experience

Lead with action verbs

Provided customer service…

Organized office tasks…

Created Powerpoint presentations for…

Sections of a Resume

5. Interests (optional)

Is it relevant and do you have the space?

Resume Tips

Resume Don’ts:

Include a photo

Give the reason why you left your last job

Include References – they can be made available upon request

Use first person

Use the heading “resume”

Resume Tips

Resume Do’s:

Make sure it is accurate and honest

Use resume paper if printed

Use a proofreader!!!

YOUR TURN…Check out these resumes…

How are they good? How could it be improved?

resources

www.twu.ca/career

You majored in what? Mapping your path from chaos to career By Katharine Brooks

Designing Your Life: How to build a well-lived joyful life By Bill Burnett and Dave Evans

Finishing strong…

To Do:

– SETL (Course Evaluation)

– Watch NICK WANG interview on Moodle

– Final Assignment due July 29th at 11:59pm (PST)

THANK YOU!!!

Student Experience of Teaching and Learning

Your responses are confidential and anonymous.

You will be given 15 minutes to complete the survey.

Go to: setl.twu.ca. Type this into your browser.

Login using your TWU user name and password.

Click on the SETL for this course – LDRS 432 I5 SP21.

IMPORTANT: When you finish, hit the SUBMIT button.

22

Learning Outcomes

Knowledge and its application

Understanding the value and role of vocational calling and career planning in the context of all aspects of life;

Formulate a clear description of one’s vocation and career planning;

Cognitive Complexity

Assess the impact of modeling and mentoring in effective leadership development;

Inter- and intra- personal wellness

Identify personality factors may influence the level of satisfaction in different types of work;

Leadership

Develop strategies for taking personal responsibility for career development;

Equip emerging leaders with the knowledge and skill to develop personal development plans for those they lead.

,

LDRS 432: Building Leaders II Vocation and Career Planning

Summer 2021

Identity – Purpose – Direction

Work Orientation

What are we talking about?

Work

Career

Job

Calling

Vocation

Work Orientation Dr. Amy Wrzesniewski & colleagues

Job Orientation – means to an end

Career Orientation – focus more on success or prestige

Calling Orientation – form of self-expression and fulfillment

Work Orientation Dr. Amy Wrzesniewski & colleagues

You cannot predict someone’s work orientation based on their job title or income.

Work Orientation Dr. Amy Wrzesniewski & colleagues

Shifting your Work Orientation

Rewrite your Job Description

Change your Internal Job Title

Find the Hidden Purpose

Vocation

Vocation

The truth that God calls us to Himself so decisively that everything we are, everything we do, and everything we have is invested with special devotion, dynamism, and direction lived out as a response to his summons and service.

1. Primary Calling – We are called to Someone (God)

2. Secondary Calling – Our personal response to God’s call

Os Guinness

Vocation

“Vocation does not mean a goal that I pursue. It means a calling that I hear. Before I can tell my life what I want to do with it, I must listen to my life telling me who I am. I must listen for the truths and values at the heart of my own identity, not the standards by which I must live – but the standards by which I cannot help but live if I am living my own life.”

“Our deepest calling is to grow into our own authentic selfhood, whether or not it conforms to some image of who we ought to be.”

Parker Palmer from Let Your Life Speak

Vocation

“The place God calls you to is the place where your deep gladness and the world’s deep hunger meet.”

Frederick Buechner

Vocation

“Your profession is not what brings home your weekly paycheck, your profession is what you're put here on earth to do, with such passion and such intensity that it becomes spiritual in calling.”

Vincent van Gogh

Vocation

When we are heeding our calling,

“we are offering our gifts in service to something we are passionate about in an environment that is consistent with our core values”

Leider & Shapiro Whistle While you Work: Heeding your Life’s Calling

Vocation

It’s not so much WHAT you do, it’s HOW you do it.

Ted Talks

1. Go to Moodle (Unit 3) and watch TWO of the following Ted Talks:

How to Find and Live a Calling

Why Some of Us Don’t have One True Calling

More to Life than Happiness

2. Answer the Forum and Respond to one classmate

This Week

Reflection #2 Due: July 22nd by 11:59pm (PST)

Read DYL Chapters 6-8

Last class will be Wednesday

,

LDRS 432: Building Leaders II Vocation and Career Planning

SUMMER 2021

Introductions

What is your name?

Where are you from?

What did you play when you were a child?

Syllabus

Identity – Purpose – Direction (kush & kim, 2004)

identity

Why is self-awareness important?

“Self-awareness is key to becoming an authentic leader” (George, 2007, p. 67).

Find the right role

Increase self-confidence

Be consistent

Connect with others

Complementary skills

How?

Pay attention to yourself

Take time to reflect

Self-assessments

And remember…”Self-awareness is only half of the challenge. You still have to accept yourself” (p. 82).

Ingredients

Ingredients of Identity

Personality

Interests

Skills

Values

Strengths/Gifts

Passions

Life Experiences

Personality

We are born with our personalities. They shape our thoughts, feelings, and behaviour and inform our interactions with others. There are many way to measure personality…

Where do you get your energy?

What information do you pay attention to?

Do you make decisions with your head or your heart?

Do you prefer a structured plan or do you prefer spontaneity?

Interests

Hobbies, interests, activities that we are drawn to. Interests can be related to career, but not necessarily.

Values

Values defined…

Strongly held beliefs that guide or motivate our attitudes and actions. They help us determine what is important to us.

What are YOUR values?

Core Values List (from jamesclear.com)

Authenticity

Achievement

Adventure

Authority

Autonomy

Balance

Beauty

Boldness

Compassion

Challenge

Citizenship

Community

Competency

Contribution

Creativity

Curiosity

Determination

Fairness

Faith

Fame

Friendships

Fun

Growth

Happiness

Honesty

Humor

Influence

Inner Harmony

Justice

Kindness

Knowledge

Leadership

Learning

Love

Loyalty

Meaningful Work

Openness

Optimism

Peace

Pleasure

Poise

Popularity

Recognition

Religion

Reputation

Respect

Responsibility

Security

Self-Respect

Service

Spirituality

Stability

Success

Status

Trustworthiness

Wealth

Wisdom

Skills

The ability to do something well.

TRANSFERABLE SKILLS (“portable”) – a set of abilities that are relevant and useful in many different areas of life and applicable in many settings

HARD SKILLS – require specific knowledge and training (language skills, ability to code, bookkeeping)

SOFT SKILLS – self-developed attributes acquired through experience (communication skills, character traits, leadership)

Strengths

According to Clifton and Buckingham (authors of Strengthfinders)…

TALENT x INVESTMENT = STRENGTH

pASSIONS

Life Experiences

Ingredients of Identity

Personality

Interests

Skills

Values

Strengths/Gifts

Passions

Life Experiences

To Do:

Participation: Ingredients of Identity Handout submit via Dropbox

Read DYL: Chapters 1-2

Reflection #1: Due July 15 submit via Dropbox

Have a great week!!

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