Adult Career Crises and Transitions in the Real World

The concepts of adult career crises and transitions discussed in Richard S. Sharf's book "Applying Career Development Theories to Counseling" are primarily based on the work of Nancy Schlossberg. Schlossberg developed a comprehensive model of adult transitions, which includes the different types of transitions (anticipated, unanticipated, chronic hassles, and nonevents) and the stages individuals go through during transitions.

Schlossberg's theory emphasizes the importance of understanding the transition process, the context in which it occurs, and the individual’s resources and coping mechanisms. This model has been widely used in the field of career development and counseling to help adults navigate changes in their personal and professional lives.

Sharf's book incorporates Schlossberg's theory to provide a detailed exploration of how adults experience and manage career transitions and crises, offering valuable insights and tools for counselors working with clients undergoing significant changes.

1. CHAPTER 10
Adult Career Crises and
Transitions
Christian Rey H. Balmori

2. Schlossberg developed a comprehensive model of adult
transitions, which includes the different types of transitions
(anticipated, unanticipated, chronic hassles, and nonevents)
and the stages individuals go through during transitions.
ADULT CAREER CRISES AND TRANSITIONS
Schlossberg's theory emphasizes the importance of
understanding the transition process, the context in which it
occurs, and the individual’s resources and coping mechanisms.
This model has been widely used in the field of career
development and counseling to help adults navigate changes in
their personal and professional lives.

3. Anticipated Transitions: These are predictable changes
that occur as part of the life cycle, such as graduating from
college, getting married, or retiring.
Example: A person plans for retirement by saving
money and adjusting their lifestyle accordingly.
I. TYPES OF TRANSITIONS

4. Unanticipated Transitions: These are unexpected events
that disrupt an individual's life, such as sudden job loss,
illness, or natural disasters.
Example: A professional is laid off due to company
downsizing, requiring them to quickly find a new job
or career path.
I. TYPES OF TRANSITIONS

5. Chronic Hassles: These are ongoing, minor irritations or
problems that accumulate over time, such as ongoing
conflicts with colleagues or a long commute.
Example: An employee faces daily stress due to a toxic
work environment, leading to burnout and the need
for a career change.
I. TYPES OF TRANSITIONS

6. Nonevents: These are transitions that do not happen,
despite being expected or desired, such as not getting a
promotion or not having children.
Example: A worker who expects a promotion each year
but never receives it may experience frustration and
consider a career change.
I. TYPES OF TRANSITIONS

7. The Kaleidoscope Career: This concept suggests that
careers are not linear but are constantly changing and
adapting based on an individual's life and values.
Example: A person may switch from a corporate job to
a freelance position to achieve better work-life
balance.
II. CAREER TRANSITIONS

8. The Protean Career: This type of career is self-directed,
with individuals taking control of their career
development and seeking personal fulfillment.
Example: An entrepreneur starts their own business to
pursue their passion and align work with personal
values.
II. CAREER TRANSITIONS

9. The Career Transitions Inventory: A tool used to assess
how individuals cope with career changes and transitions.
Example: A counselor might use this inventory to help
a client identify their strengths and areas for
improvement during a career transition.
II. CAREER TRANSITIONS

10. Nonnormative Career Events: These are unexpected
career-related events that deviate from the typical career
path.
Example: An employee faces an unexpected company
merger, resulting in new job responsibilities and
workplace dynamics.
II. CAREER TRANSITIONS

11. Persistent Occupational Problems: Ongoing issues in the
workplace that may lead to career dissatisfaction and the
need for change.
Example: A teacher experiences ongoing stress and
dissatisfaction due to large class sizes and inadequate
resources.
II. CAREER TRANSITIONS

12. Hopson and Adams’s Model of Adult Transitions is a
psychological framework that outlines the stages
individuals typically go through when experiencing
significant life transitions. This model is designed to help
understand the emotional and cognitive processes adults
undergo during these periods of change.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

13. Immobilization: Initial shock and inability to
act.
Example: A person feels overwhelmed and
unable to make decisions immediately
after losing their job.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

14. Minimization: Downplaying the significance of
the transition.
Example: Someone may convince
themselves that a job loss is not a big deal
and that they will find new work quickly.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

15. Self-Doubt: Questioning one's abilities and
worth.
Example: An individual doubts their skills
and fears they won't find a new job.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

16. Letting Go: Accepting the reality of the
change.
Example: A person begins to accept their
job loss and starts to consider new career
opportunities.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

17. Internalization: Incorporating the change into
one's life and identity.
Example: The person secures a new job
and integrates the experience of their
transition into their career narrative.
III. HOPSON AND ADAMS’S MODEL OF ADULT TRANSITIONS

18. Temporary and Reentry into and Leave-Taking from the
Labor Force: Women often experience career
interruptions due to family responsibilities, which can
complicate reentry into the workforce.
Example: A woman takes a break from her career to
raise children and faces challenges when returning to
work.
IV. CAREER CRISES AFFECTING WOMEN

19. Sexual Harassment: A significant issue that can disrupt
women's careers, causing stress and the need for career
changes.
Example: A woman experiences sexual harassment at
work and decides to leave her job for a safer and more
supportive environment.
IV. CAREER CRISES AFFECTING WOMEN

20. Culturally diverse populations may face unique challenges
and barriers in their careers, such as discrimination, lack
of representation, and cultural misunderstandings.
Example: An employee from a minority background
may encounter discrimination that affects their career
progression and overall job satisfaction.
V. CAREER CRISES AFFECTING CULTURALLY DIVERSE
POPULATIONS

21. CHAPTER 14
Thank you!
Christian Rey H. Balmori