Week 7 discussion response to classmates


Please no plagiarism and make sure you are able to access all resource on your own before you bid. Main references come from Capuzzi, D., & Stauffer, M. D. (2012) and/or American Psychological Association (2010). You need to have scholarly support for any claim of fact or recommendation regarding treatment. I have also attached my discussion rubric so you can see how to make full points. Please respond to all 3 of my classmates separately with separate references for each response. You need to have scholarly support for any claim of fact or recommendation like peer-reviewed, professional scholarly journals. I need this completed by 07/12/19 at 12pm.


Responses to peers. Note that this is measured by both the quantity and quality of your posts. Does your post contribute to continuing the discussion? Are your ideas supported with citations from the learning resources and other scholarly sources? Note that citations are expected for both your main post and your response posts. Note also, that, although it is often helpful and important to provide one or two sentence responses thanking somebody or supporting them or commiserating with them, those types of responses do not always further the discussion as much as they check in with the author. Such responses are appropriate and encouraged; however, they should be considered supplemental to more substantive responses, not sufficient by themselves.

Read a your colleagues’ postings. Respond to your colleagues’ postings.

Respond in one or more of the following ways:

· Ask a probing question.

· Share an insight gained from having read your colleague’s posting.

· Offer and support an opinion.

· Validate an idea with your own experience.

· Make a suggestion.

· Expand on your colleague’s posting.

1. Classmate (J. R-W)

When it comes to couching one must understand that coaching can help an individual become a great leader. But when it comes to consulting it provides much needed expertise and assistance. These two can sometimes get blurred with a situation that is not effective at providing what the individual is in need off. The main difference between both of them is that coaching pulls out answers from the individual and consulting actually tells the individual what to do. According to Capuzzi & Stauffer 2012 it stated that “Career consultants provide career counselling and placement services & consultants are typically degreed professional with experience in the business (Capuzzi & Stauffer 2012). In my eyes I think when you coach you can uncover your strength on your own. While consulting allows you to get the tools to support you within your process. I think both of these strategies are a great and it all depends on the client you have in references to their goals and intentions. But I think I would lean towards career counseling because you are able to help the client built their own strength by allowing to pull out their own strength.


Capuzzi, D. & Stauffer, M. (2012). Career counseling: foundations, perspectives, and applications. New York: Routledge.

2. Classmate (C. Fri)

Coaching and Consulting Comparison

Consultation is an indirect intervention for a client or group. The consultant is considered an expert, the consultee is capable, and the consultant and consultee must be matched and compatible. The consultant is more of an advisor or enhancer, and there is no therapeutic relationship needed between client and counselor during consultation. There are seven models of consultation: triadic, technical, collaborative, facilitative, mental health, behavioral, and process. Coaching combines career counseling, organizational counseling, and employee development, and it is less-defined than consultation. Some other possible names for coaches are mentor, management consultant, or human resource specialist. Coaching addresses career planning, accomplishment of career alternatives, and personal/vocational problems. There are three approaches to coaching: leadership- leadership support, development/success- current or future opportunities, and performance- enhancement for possible challenges. There are two models of coaching: coactive coaching and Hershenson’s model of work adjustment. The client should choose a coach that matches with their objective, knowledge, and expertise in order to achieve their goals. Like consultants, career coaches do not need to gain and maintain a therapeutic relationship with their clients but rather a strong and successful working relationship (Capuzzi & Stauffer, 2012). 

Key Insights Gained 

The Triadic Model of consultation is made up of four consultation modes: provision- “used when the client finds him/herself confronted with a problem and without the resources of time, interest, or competence,” prescriptive- “used when the client is looking for a specific solution or prescription for a specific problem,” collaboration- used when the “consultant functions more as a facilitator than as a technical expert,” and mediation- used when the client “initiates contact and requests help for solving a problem” (Capuzzi & Stauffer, 2012, p 283-284). Coactive coaching is similar to that of person-centered counseling. “This approach endorses that all people are naturally creative, resourceful, whole, and completely capable of finding their own answers to whatever challenges they face” (Capuzzi & Stauffer, 2012, p 291). Hershenson’s model of work adjustment focuses “on personality, work competencies, work habits, and work goals while considering the work setting” (Capuzzi & Stauffer, 2012, p 292). Three intrapersonal subsystems are developed by three environments: family- work personality (individual’s self-concept, work motivation, and needs/values), school experience- work competencies (work habits, interpersonal skills, and physical/mental skills), and peer/reference group- work goals (Capuzzi & Stauffer, 2012).

Utilizing These Approaches

In order to utilize either of these methods of counseling, the counselor must take into consideration ethical and legal concerns. Proper training of these methods and models must be understood. Cultural competence and cultural sensitivity are needed trainings in order for the counselor to effectively and efficiently serve all types of clients. Confidentiality is a necessity when a counselor is working with any type of client. A counselor, depending on their specialization and client population could have an interest in or desire to utilize their knowledge of consultation or career coaching services. With that thought, the counselor will want to make sure to undergo the proper schooling, trainings, and have a knowledge in ethical, legal, and confidentiality concerns (Capuzzi & Stauffer, 2012).


Capuzzi, D. & Stauffer, M. (2012). Career counseling: foundations, perspectives, and applications. New York: Routledge.

3. Classmate (T. Rat)

           Career coaches look to clients as being the expert of their life. They learn the client’s skill set, strengths and weaknesses, interests, values, personality, preferred work environment, then clarify and align with the client. A coach helps the client self-actualize and help develop long-term goals, putting the client on track to achieve their target. A career consultant is viewed as the expert and serves more like an advisor to help a client solve a particular problem (Simpon & Glowiak, 2012). Their responsibility is to solve a specific concern. Basically, a coach empowers and consultants give advice on an issue.

Career coaches may find it challenging when a client needs to stay within a specific geographic area and jobs or salaries, and other influences are not readily available. It could be challenging for a career consultant to maintain an expertise in the area(s) they are consulting. It could be a lot of additional certifications and/or continuing education.

I have acted as a consultant in provisional and prescriptive modes for corporations, and for my employer working along side a manager or supervisor to help assist in creating a new job/job description/and recruit for the position. Coaching resonates more with me. Although, I don’t rule anything out.


Simpson, L. R. & Glowiak, M. V. (2012). Supervision, coaching, and consultation.  In D. Capuzzi & Stauffer, M. D. (Eds.), Foundations, perspectives, and applications (2nd ed., pp 279 – 312). NY, NY: Routledge, Taylor & Francis Group.

Bottom of Form

Required Resources

· Capuzzi, D., & Stauffer, M. D. (2012). Career counseling: Foundations, perspectives, and applications. (2nd ed.). Boston, MA: Pearson Education.

  • Chapter 9, “Establishing a Thriving Career Development       Program”
  • Chapter 10, “Supervision, Coaching, and       Consultation”



· National Career Development Association. (2015). Internet sites for career planning. Retrieved from www.ncda.org/aws/NCDA/pt/sp/resources

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