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2015 CDANZ National Symposium

The 2015 CDANZ Symposium for research and leading practice in career development was held in Auckland in November 2015.

 

Slides from Doug Avery, Penny Hagen and Grant Robertson’s presentations at the Symposium and AGM Day are now available online. Papers and speakers notes, where these are made available, will continue to be added. 

um programme including Workshop Sessions 

CDANZ National Research and Leading Practice Symposium

In partnership with Massey University and Careers New Zealand 

 Timetable Register here. Price table 

Monday 23 November 2015

Massey University, Wellington Campus

CDANZ National Research and Leading Practice Symposium is the premier event on the CDANZ calendar. The theme of the Symposium is THRIVING. We thrive when we are prosperous and growing. We seek to thrive as individuals, we seek it in our practice, for CDANZ and for our industry. We seek it for our clients and for all New Zealand. At the 2015 Symposium we explore what it takes to thrive. 

We are pleased to confirm guest speakers to open the event:

  • Hon Steven Joyce – Minister for Tertiary Education, Skills and Employment, Minister for Economic Development, Minister for Science and Innovation, Minister for Regulatory Reform, Associate Finance Minister
  • Keith Marshall - Chief Executive, Careers New Zealand 

Key Notes will be presented by:

Dr Mary McMahon is a Senior Lecturer in the School of Education at The University of Queensland, Brisbane, Australia where she teaches career development theory and narrative career counselling. She has published several books, book chapters and refereed journal articles nationally and internationally. Mary researches how people construct their careers across the lifespan and has a particular interest in the use of storytelling and qualitative career assessment in career counselling. 

Thriving: What can career counselling offer?

In an era of constant change, career development has the potential to make an important contribution to individuals and to society as it did when it first emerged as a distinct field of practice. In view of its potential, career development, in particular career counselling, has reconceptualised its practices to incorporate holistic, narrative and qualitative approaches that are more sensitive to diverse needs. BUT, is this re-conceptualisation enough to ensure that individuals and career counselling itself thrive and construct hope filled futures or is more needed? Blending theory, practice examples and stories, this presentation will consider systemic thinking and constructs such as connectedness and meaning making and their relationship to thriving. 

Kiwi farmer, Doug Avery, transformed his Marlborough property Bonavaree to a place of huge success, economically and environmentally. Through his “resilient farmer” brand Doug delivers powerful support to New Zealand farmers across the three pillars — financial, environmental and social. Delivering road shows and ongoing mentoring, he helps farmers adopt new thinking and practices. Over time, this comprehensive shift will build resilience, transform farm performance and help tackle the pyramid of depression.

Doug will discuss how the three pillars – financial, environment and social are key to building resilience in any organisation, and how resilience is a vital ingredient in thriving. 

Symposium Timetable (including workshop sessions)

Abstracts for the workshops are on the website and in this PDF

Tuesday 24 November 2015

Massey University, Wellington Campus

The AGM & Professional Development Day is for members and parties who have a sincere interest in the work of CDANZ. The day includes a formal AGM along with topical speakers and a facilitated workshop on Invigorating Branches. CDANZ Members will have valuable opportunities to discuss, reflect, and envision the future for our Association and our industry. 

Registration for this event is from 8.30 am to 9.10 am

We are pleased to confirm guest speakers to open the day: 

  • Hon Grant Robertson – MP for Wellington Central and Labour’s Finance Spokesperson 

Programme Timetable. The programme will include:

  • Invigorating Branches – a workshop to re-energise, provoke thought and action around the way CDANZ members work together regionally and within their own communities.
  • Presentation by the CDANZ Professionalism Working Party
  • CDANZ Annual General Meeting

Key Notes will be presented by:  

KEY NOTE 1 – Penny Hagen

Director of Smallfire, Penny is a Participatory/Co-design Coach, Design Strategist & FacilitatorShe assists organisations to apply participatory and design-led approaches to the development of policy, organisational process, strategy and services. Penny has facilitated a range of co-design projects in Australia and New Zealand working across community, commercial and academic sectors. Penny specialises in participatory and social change projects and provides training and mentoring to design teams and organisations wanting to achieve greater social impact through the adoption of participatory and co-design approaches. Penny recently co-organised the Design of Social Innovation Symposium in Auckland.

KEY NOTE 2 – Viv Maidaborn

Viv is currently the Executive Director of Unicef NZ. She is passionate about supporting people to achieve and surpass their social change and innovation goals. She has held many management roles in the community and public sectors including running the Wilson Home for disabled children, general manager for Disability Support and Community Health Services at Waitemata Health, and chief executive of Relationship Services (New Zealand’s largest counselling agency). Viv has also held many governance roles including time as a trustee of CDANZ Affiliate NZDSN/ASENZ.

um programme including Workshop Sessions

The Neuroscience of Reflective Practice

Initially developed by Donald Schön (1983), reflective practice in action was developed as a structure to enable practitioners to learn from our experiences, each of which is unique. A reflective practitioner can consider the competing and complex practice views and roles in the process, sifting the experience to find a model that fits each new and particular situation. In this session we take you on a brief tour reflective practice, applying what we have learned to several useful practice models – Rolfe (2001), Kolb (1975), Gibbs (1988) and Schön (1978) – to develop our reflective thinking muscles. We will then explore the field of neuroscience, largely through Carol Dweck’s 2006 work on mindset, before reviewing the reflective practice theory explored thus far in light of our emerging neuroscience understanding. NB: Participants need to bring an internet-connected device to this session, as taking an online quiz will be part of the workshop. 

Sam Young

Sam runs her own consultancy business, focusing on coaching, governance and management. She also lectures in management at NMIT and AUT. A lifelong learning advocate, Sam is about to embark on her PhD looking at leadership. A professional CDANZ member since 2000, she is currently serving on the National Executive, and is on the Advisory Committee for the Diploma of Career Guidance offered by Suti/NMIT. 

Gabrielle OConnell

Gabrielle O’Connell is a career practitioner providing counselling for Employee Assistance Programmes, outplacement, coaching, and occupational assessments in the vocational field. She is Membership Officer and Canterbury Westland representative on the National Executive of CDANZ. With a career portfolio that encompasses careers, social work and brief intervention counselling Gabrielle brings an eclectic range of interests and skills to her work. It is this mix that has drawn her to promote cross disciplinary approaches in careers making supervision deeply more meaningful and professionally rewarding. “The Neuroscience of Reflective Practice” is about re-creating supervision as a fantastic learning resource.

What's the secret behind the UK's rising and thriving University Careers Services sector?

The past 10 years have seen the UK’s careers sector undergo major changes which have affected the pre-HE and HE sectors in markedly different ways with the pre-HE careers sector effectively moving from best-in-class to its current fragmented and under-resourced state whilst the HE sector has risen to a position of unprecedented influence and impact.

So why has the university sector been able to flourish whilst pre-HE has struggled?

The answer is the arrival of the higher student fees in 2012 which have produced a corresponding link between strong graduate employability outcomes and successful student recruitment. This linkage is reinforced by graduate employability appearing as separate measure within national League Tables whilst also accounting for up to 25% of the weighting in subject rankings.

All this has placed university careers services centre-stage and for those services that can thrive under the spotlight the reward can be major investments and significantly higher institutional profiles.

This talk therefore focuses on where services have risen to the challenge and explores some of the associated growth in innovative provision, strategising and new service structures. The flipside will be an honest look at the reward/threat culture that university careers service staff now work within. 

 

Eluned Jones

Eluned Jones is Director of Student Employability at Birmingham University and President of the UK’s Association of Graduate Careers Advisory Services.

Eluned’s achievements include improving graduate employability outcomes for the past eight consecutive years resulting in Birmingham rising to 4th in the UK for graduate prospects; winning several national awards for innovative employability provision and creating a university-wide Employability Strategy with an associated multi-million pound investment. 

Eluned has a particular interest in student entrepreneurialism and internationalisation and is a member of the UK’s Higher Education International Unit’s Student Mobility Group and a member of the Universitas 21 Student Experience Steering Group.

Changing the perceptions of retail as a career: The Warehouse as a case study

The Warehouse Group (TWG) is a New Zealand success story, founded by Sir Stephen Tindall in 1982; it is the largest general merchandise retailer in New Zealand. The Warehouse Group includes The Warehouse, Warehouse Stationery, Noel Leeming Group, Torpedo7 Group, The Warehouse Group Financial Services and a Group Sourcing Support business unit.

 TWG employs over 12,000 people. Locations include Store Support Office in Auckland, 225 retail stores, 13 online stores and numerous distribution and fulfillment centers. Despite this growth, The Warehouse Group remains true to Sir Stephen’s dream of building a 100 year business which helps New Zealanders flourish. Research told us that the perception of working in retail was very poor - lowly paid and usually seen as being the job to do while you’re waiting to start your career. In order to help us fulfill Sir Stephens dream we recognised the need to change the perceptions of retail as a career.

 Debbie Gregory

Debbie has over 25 years Retail experience and is a testament to how successful a career in retail can be. Starting her journey in front lines sales her experience covers Visual Merchandiser and Store Manager for American Retail giant Sears, Area Manager of an Independent Retail Training Organisation, Regional Retail Operations Manager to a team of 200 and $10 million turnover, National Learning and Development Manager for a global eyewear retail chain through to Leadership Development Manager. As well as having her own Career Development coaching practice she is currently the Acting Head of Retail Careers for The Warehouse Group which employs over 12,000 people throughout New Zealand.

She’s a qualified Adult teacher, Coach, MBTI Practitioner and recently graduated with a Post grad in Career Development.

Debbie is passionate about retail as a career, building effective leaders and providing the development, guidance and frameworks to help people to be the best that they can be.

Diversity, Inclusion and the Role of Unconscious Bias in NZ Organisations

New Zealand’s population is in a period of rapid change with significant implications for the economy and our workplaces. 

Ensuring equity of outcomes for diverse groups is challenging. While New Zealand continues to maintain its role as a leader in the field of gender equality [i] evidence also suggests that women, ethnic groups and other minority groups are under-represented in senior management and on boards. 

In addition, to the issues of equity the fundamental challenge for all diverse organisations who want to thrive is maximising the benefits of this diversity to ensure optimum business outcomes.

In order to achieve this and meaningful inclusion we need to address one of the key issues-unconscious bias[ii]. A burgeoning body of research has demonstrated the existence and prevalence of unconscious bias-unconscious beliefs and attitudes that go beyond our regular perceptions of ourselves and others. [iii]

In this presentation we will explain the neuroscience underpinning unconscious bias and review specific tools and strategies to manage the impact of these biases. We will also be showcasing examples of organisations who have put these idea into practice through effective Diversity and Inclusion strategies and initiatives.

Fezeela Raza

Fezeela is the Diversity Manager at EEO Trust

Bev Cassidy MacKenzie

Bev is the Chief Executive at EEO Trust 

Equipping and Empowering our Emerging Workforce

2015 saw a partnership develop between CDANZ and the Careers Expo's held in Auckland, Wellington, Hamilton and Christchurch. The intention was to seek to develop a partnership model that would support the Careers Expo objectives and the new World of Work exhibit in guiding young people in their career pathways by engaging in good quality career conversations. Together with providing tools and resources that would assist our youth to become more 'work ready'. An indépendant research project was conducted in Auckland to gauge the impact of these events and seek to provide a resource to help us in further developing tyne model. The launch of the World of Work exhibit has attracted widespread interest from various organisations, and potentially provides a further partnership opportunity for CDANZ members to partner with us in reaching the community. We would like to share the results of this survey, review the engagement we had in 2015 and look at opportunities for further development in 2016. 

Mark Gillard

Mark Gillard is the Director of Calibre Associates Limited - A marketing, advertising and event management company. Formed in 1989, Calibre provides a full agency service by way of partnership arrangements with other marketing/advertising based specialists. The Careers Expo is a subsidiary of Calibre Associates and has been managed by Mark and his team for the past 25 years. 2016 is the 25th anniversary of the careers expo in NZ.

A thriving career development education - Why Counselling is Key

In today’s work environment people have numerous career choices and can expect to have multiple careers throughout their lives. However, finding employment is difficult and tenure uncertain. People’s personal lives are becoming more complex and are affected by rapid change, increased financial, social and emotional pressures, demanding workloads and limited resources.

In these stressful times more adaptability, resilience and a wide range of coping skills are needed to be successful in the world of careers and employment. It therefore becomes increasingly concerning in New Zealand, that the counselling component in career development education has been reduced to a very limited part of the programme.

This workshop proposes that career development programmes would not only benefit but thrive from more counsellor education content, in order to enable graduates to assist people to navigate their diverse pathways through the complexity of their lives and the career choices available to them.

This workshop will include a brief powerpoint presentation, an example of a useful counselling tool and interactive discussion. 

Raewyn Elder

Raewyn Elder is Coordinator and Senior Academic staff member of counselling and supervision programmes at NMIT in Nelson. Currently enrolled as a doctoral candidate with the University of Auckland her previous qualifications include M.Ed (Hons) (Couns) B.A (Hons) Dip Teaching

Raewyn is on the Advisory Committee for the Diploma of Career Guidance offered by Suti/NMIT and in 2015 was a panel member for the development of a national qualification in career development. Professional memberships include CDANZ and NZAC

Prior to joining NMIT, Raewyn’s background included private practice in workplace counselling, coaching and supervision and working in executive recruitment in Australia and New Zealand. 

Project Kāmehameha: Digital Career Resources for Maori

Strengthening education to work transitions of young Māori in an ever-increasing digital world, is the vision Project Kāmehameha set out to achieve. Research work for Project Kāmehameha to inform the development of future digital career tools for Māori learners was completed in May 2015. Careers New Zealand is now using the findings to inform the implementation phase of the project to enhance current and develop new digital tools and resources for Māori learners and their key influencers. The session will share insights gained from Māori learners, whānau and teachers and the steps Careers New Zealand is taking to strengthen its online tools and services. 

Philippa Matatia – Careers NZ

Philippa Matatia is the Project Lead of Project Kāmehameha and also the current chair of the Careers New Zealand’s Māori staff network responsible for monitoring the organisation’s progress against its Māori key performance indicators.

Innovative practices that create more meaningful engagement with students

 Being creative in thought, innovative in practice and courageous in trying new approaches has resulted in more meaningful engagement between students, employers and a university careers service. Find out how it has been achieved and practices and approached that you maybe able to incorporate into your practice.

Learning Outcomes: Audience will be able to:

1. Understand innovative ways to create meaningful engagements for all partners.

2. Understand processes and structures that enable the building of positive and meaningful relationships.

3. Identify creative practices to raise service visibility that encourages early, and multiple engagements.

 Being creative in thought, innovative in practice and courageous in trying new approaches has resulted in more meaningful engagement between students, employers and a university careers service. This presentation will showcase the collaborative efforts between Microsoft NZ and the University of Auckland Career and Development Services (CDES). This collaboration resulted in a cutting-edge career development programme that proved very beneficial for both students and employers. Details regarding a similar collaborative approach between Google and CDES supporting employment in the digital market place will also be shared. The second part of the presentation will focus on innovative practices regarding the ways in which a central service can establish relationships with faculties to proactively engage students and staff; how to raise visibility of its services; and the need for students to engage early

 Catherine Stephens

Catherine is the Manager of Career Development and Employment Services at the University of Auckland New Zealand. She has a Masters in Career Development and over 25 years’ experience working in the field with both school leavers and graduates to support successful transitions into work and study/training. Prior to working at the University of Auckland, Catherine was the Project Executive for Careers New Zealand, leading the writing and implementation of the Career Education Benchmarks for New Zealand secondary schools . She has also worked extensively in NZ secondary schools. Catherine has travelled to a wide range of overseas universities and has a strong understanding of the opportunities available to young people. Catherine was recently the Chair of the Auckland Branch of the professional association CDANZ and recently received a University of Auckland recognising her contribution to the university.

Past, present and future: creating a sustainable in-house career development service in health. 

 Organisational career development enhances organisational effectiveness through an engaged workforce. When employees thrive, an organisation thrives. 

 In 2008 Waitemata DHB and Counties Manukau Health, two of New Zealand’s largest healthcare providers, introduced in-house career development services. Since then, both organisations have seen radical change, from significant re-structures to a new organisational purpose, and changed models of working. For the career development service to thrive we needed to be responsive to the organisational context.

 We’ll share our experiences of establishing a new service and then building and adjusting that service to respond to organisational needs. We will compare and contrast the approaches each organisation has taken in creating a sustainable responsive career development service, and explore with you some key questions:

  • How do we continue to keep organisational career development relevant and sustainable?
  • How do we balance the needs of the individual and the organisation with good practice, and with our own capability and capacity?
  • What do we need to put in place to be able to thrive in our roles?
  • What do we need from CDANZ to strengthen organisational career development? 

 

This workshop is aimed at delegates who work in organisational career development and workforce development.

 

Kathryn Scott

Kathryn worked for nine years in the learning and development field in large private sector organisations, before specialising in career development. She joined Waitemata District Health Board in 2008 in the newly created role of Career Development Consultant. In February 2015, Kathryn became People Capability Leader, a role which still includes career development as well as people, leader and manager development initiatives. 

Kathryn has a Graduate Certificate in Career Development, a Diploma in Organisational Psychology, and is Myers-Briggs Type Indicator accredited. 

Joanna Budai

Joanna has 16 years’ experience working as a career and development consultant within a variety of settings. While offering an in-house career coaching service for staff of Counties Manukau Health for the last 8 years, most recently the focus of her work has been on developing performance and organisational development. Joanna has a Graduate Diploma in Career Development, is Myers-Briggs Type Indicator accredited and is a Master NLP (Neuro Linguistic Programming) Practitioner.

Employers attitudes towards employing someone diagnosed with mental illness

EDGE Employment is an employment service specifically designed to meet the needs of people who experience mental illness who are wanting work. EDGE Employment recently undertook a research project to gauge the attitude of employers towards employing a disabled person (in our case someone diagnosed with mental illness). Our objectives were to promote EEO principles and challenge stigma of mental illness in employment. In an effort to engage as many employers as possible the project included an: • Online survey – email with designed questionnaire with prize (targeted local business owners ) • Online survey - Surveymonkey tool to reach more local employers • Workshop presentation – NHBA( North Harbour Business Association ) + NZ Best Workplace winner(Mars NZ) for 2013 and 2014 • Social media activities (Facebook and Linkedin) • Business Expo presence ( mid Sep 2015) The research phase of the project continues until mid September. We will then analyse the findings and look forward to reporting on them at the CDANZ Symposium.

Boz Kalinic

Boz is originally from Croatia. As a Certified Hypnotherapist and NLP Trainer, he is passionate about making difference in people’s lives and assisting them to reach their full potential . Boz has been working in the disability sector for number of years in New Zealand where he assists individuals to go beyond their limitations and enjoy life more fully. He joined EDGE Employment in 2013 "Assisting people in finding a job and providing support while employed, stand out for me as the most effective strategy of recovery."

 Joseph Jang

Joseph has an LL.B degree from The University of Auckland and practised as a lawyer for eight years, helping immigrants who were in need of relocation and integration into a new land with different cultures.He is passionate about social justice and supporting people who are socially marginalised. Following a midlife awakening, he completed my Master of Applied Social Work at Massey University and in 2012 started working with people experiencing mental health challenges at Connect Supporting Recovery, Joseph recently joined EDGE Employment. "I have no doubt that employment is a great means to enhance the recovery of people with mental health challenges while reducing mental health stigma. Indeed, I really enjoy working alongside people in their recovery journey and reintegration into community." 

Peer Supervision by Skype: An Accessible Tool to help us Thrive

Supervision has three main functions: it is Normative (quality-assuring ourselves), Formative (learning and developing as practitioners) and Restorative (resourcing and sustaining ourselves). Supervision helps us explore the “so what?” of our own experience with clients. The links with our personal wellbeing at work are clear. But although many practitioners value supervision, it often clashes with our time availability, our other life roles and our budgets. Peer supervision is a method of benefitting from the advantages of supervision for no cost. When a group of peers has learnt to do supervision effectively with each other and has developed a trusting relationship, the group as a whole can thrive. However peer supervision on its own does not address the time scarcity and multiple life roles faced by many practitioners. Meeting by Skype offers a mode that allows peers to meet their other obligations and still participate in the renewal process that supervision offers. Talking with “2 dimensional” peers may at first feel artificial but the group soon interacts in an authentic and satisfying way, enabling practitioners to benefit from the advantages of supervision and experience a sense of occupational community.

Robyn Bailey

Robyn in a senior lecturer in career development at AUT University. She has been involved in career practice for almost 30 years and with educating career practitioners for almost 20. One of her interests is in encouraging practitioners to learn through examining their own work. She particularly enjoys walking beside practitioners as they grow. 

Symposium Timetable including Workshop Sessions

Abstracts for Afternoon Sessions

Schedule of Sessions

Don’t Get Left behind! The use of online technologies by New Zealand tertiary students in relation to digital career literacy

Digital career literacy is concerned with the ability to use the online environment, to search, to make contacts, to get questions answered and to build a positive professional reputation (Hooley, 2012).

So does the expectation meet the reality for NZ tertiary students? This presentation will report on a survey carried out to gauge the use and understanding of online technologies in relation to digital career literacy by students at Massey University and Unitec Institute of Technology. The survey will also look at student base-line data around their use and knowledge of LinkedIn, a professional social media networking platform.
Anecdotal feedback will also be obtained from tertiary career practitioners across New Zealand in relation to how they contribute to the development of digital literacy competencies.

Andrew Tui

Andrew Tui is the Career Centre Team Leader at Unitec Institute of Technology in Auckland. As a self-proclaimed ‘social media geek’, he previously presented his research paper “Do you Tweet, Like, Share or Pin?” at the 2014 Career Research Symposium. He holds a Bachelor of Commerce and a Bachelor of Arts from the University of Auckland and the Graduate Diploma of Career Development from AUT. His work history is varied with experiences in the public, private and not-for-profit sectors. A proud ENFJ of Samoan-Chinese descent, Andrew enjoys spending time with his aiga, playing the ukulele, emulating Roger Federer on the tennis court, and supporting local community events. https://nz.linkedin.com/in/andrewtui

Grant Verhoeven

Grant’s passion is helping people unlock their career potential. He is the Career Development Consultant at Massey University and for the past five years has specialised in career development and professional coaching. He helps his clients build an effective brand, develop their digital profile and move into their chosen vocation. He is the Career Development Consultant at Massey University where he is working on enhancing student’s digital career literacy. He holds a Master of Management, a Bachelor of Science and is completing a Bachelor in Social Services in Career Practice.

Grant was the regional president of the International Coach Federation and is working towards his professional membership of CDANZ. 

 Thriving in Today’s Economy – Did You Know? 

Did you know that academic inflation is on the rise? Do you know what academic inflation is? The push for higher levels of education, higher GPA’s, higher levels of soft skills and the ability to be able to hit the ground running when you are finally employed; is becoming far more prevalent in the New Zealand labour market. The labour market is also becoming more diverse, new migrants bring different skill sets and complex work ethics. There is an increase in demand for students to engage in postgraduate study to enhance their career or competely change it. We will discuss the top ten trends for graduate students entering the workforce and give you food for thought on how students are transitioning into the undergraduate space under prepared for the changing economy. The emerging trends in the economy have had an effect on the current working population to be able to thrive. We will address practical ways of working with these cohorts to build resilience and how our institutions are working to build individual and community capability by considering the emerging trends in the postgraduate space. 

Tia Greenstreet

Tia is currently the National Postgraduate student recruitment officer at Massey University based in Albany. Prior to this she was the Head of Career Education at Epsom Girls Grammar school. She has also worked for Otago University, Kelston Boys High school and Rangitoto College. Tia is also the Auckland Career and Transition Educators executive chairperson and sits on the Auckland CDANZ executive

Charlotte Deans

Charlotte Deans has until this year, been the only tertiary postgraduate liaison at a New Zealand university for 7 years. She works at Victoria University of Wellington. She is a qualified career practitioner from a primary teacher background and advocates for lifelong holistic education. Charlotte enjoys travelling, meeting new people and learning about other cultures.


Thriving or Surviving: Corporate and Transitional Career Development in Bangladesh and NZ  a sociodramatic exploration and dialogue.

Over the past two years we have explored career training opportunities in Bangladesh. In a country of more than 160 million people, with 35 public universities, 70 private universities and over 50 banks there is huge human potential. Economic, environmental and cultural factors impact on people’s career aspirations. The focus has for so long been on surviving. Career development is a pipe dream for many as they have neither the skill nor the encouragement to think practically about improving themselves once they have a degree or a job. This restricts their personal development and the wider economic development that Bangladesh is hoping for. 

In this highly interactive session we will use sociodramatic action methods to explore the forces at play when people anywhere in the world seek to improve their careers as students or as employees. Through group conversation we hope to generate ideas that will help us all gain a deeper understanding of career development, cultural issues and working in an environment where employment opportunities are limited. 

John Faislandier

John Faisandier FNZATD, an accomplished conference presenter, psychodramatist and trainer, is passionate about enlivening people to think, feel and act in new ways. He has worked throughout New Zealand, the Pacific and Asia and brings insights from his academic training and practical experience in alcohol and drug rehabilitation, race relations, teaching, counselling and pastoral care. His award winning programme Thriving Under Fire teaches people to manage emotions in the workplace.

 

Ahmed Bari

Ahmed Bari with 20 years experience in training, marketing, HR and management fields conducts Life/Career Development sessions in SE Asia and New Zealand. His strong positive attitude and an engaging personality draws people to him and inspires them to seek better lives and careers. Ahmed is the founder of Step-up Foundation Bangladesh, a charitable organisation working for children and youth development in Bangladesh, India and Nepal.

 Both Ahmed and John are partners in Workplace Skills Development Academy and deliver career training in Bangladesh.

 

Pacific Adolescent Career Pathways

The Pacific Adolescent Career Pathways is a longitudinal study that explores and addresses information gaps on the formative years of career planning of Pacific adolescents, in particular understanding more about students’ career choices and the factors that influence them.

The research findings provide a rich description of the Pacific students’ experiences and a foundation for agencies to develop recommendations for policy development and delivery of career-based services and products for Pacific youth.

 Cassius Kuresa  Careers NZ

Cassius Kuresa has worked for Careers New Zealand as a community engagement facilitator in Porirua for the last two years. He’s the current chair of Careers New Zealand’s Va Pasifika staff network and is responsible for monitoring the organisation’s progress against its Pasifika key performance 

 

Development of possible selves through career crafting for THRIVING

My presentation is based on the concept of career crafting which I have adapted from Job Crafting. I will talk about my personal experience of career crafting, and how it can be employed to develop possible selves for THRIVING. I have planned it as a workshop wherein the audience would get an opportunity to work with this concept.

Possible selves are important as they act as incentives and they provide an evaluation of the current self. Markus and Nurius (1986), proposed possible selves as representing individual’s ideas of what they might become, what they would like to become and what they are afraid of becoming. I have combined this concept with my doctoral research on career crafting. I will talk about cosmetic and core selves based on the experience from the auto-ethnographic study as well as the findings from my doctoral research. The use of crafting practices will be demonstrated for developing possible selves for achieving personal success.

The session (35 minutes) will be divided into two parts: the first part will describe the approach, and the second half will facilitate participants to use career crafting to examine their current selves and develop possible selves.

Dr Mohini Sukhapure

Mohini came to Christchurch from India in 2012 resonating with the theme of "rebuilding" life, and she is “thriving” in the second innings. She has a rich experience of teaching and training in the tertiary as well as corporate sector in India. At present, she is associated with Lincoln University and UCIC as a lecturer.

Mohini came across the concept of Job Crafting in 2011, which led her to the formulation of the concept of career crafting. Her personal experience inspired her further to investigate this concept in her second PhD at Lincoln University. Currently she is writing her doctoral thesis. Mohini is a keen reader, tramper, passionate conservationist, chorister, and an avid listener of Western Classical music.

Employability at AUT

  ‘What job will I get with this degree’ is a frequent refrain from prospective and current students in tertiary education, and with rising fees and competition for graduate positions, it’s a legitimate question. In consultation with employers, academics and recent graduates, the Employability and Careers team at AUT have sought to provide an answer to it with the Future Career Sheets. These attractive printed and online resources aim to broaden the perspectives and expectations of those interested in each degree area, so that readers gain a nuanced and comprehensive understanding of the subject matter.

This seminar will outline the motivations driving the production of the resource, detail the process undertaken by the writers, and discuss potential uses for readers. This will serve as an introduction to AUT’s new Employability and Careers delivery model to students, which will commence operation in early 2016. 

Shaun Pulman

Shaun Pulman is a Career Specialist and Project Writer at AUT, and is on the Executive for Auckland CDANZ. He has worked in career development in the public sector (for Careers NZ) and in tertiary organisations (AUT, University of Auckland and Victoria University of Wellington) across the country for over 10 years.His previous significant writing project was the Tertiary Benchmarks, which he completed in association with Careers NZ in 2012.  

A license to Work

Across Auckland, 10.4% of Auckland 15 to 24-year-olds are not in education, employment or training (NEETS). In response to this pressing issue, Shirley Johnson has worked with partners to develop a Youth Employability Passport, a pilot project aimed at supporting young people to secure and retain employment by building, practising and integrating the competencies employers are seeking. Shirley will share the learnings from the first phase of the project – what it takes to build young people’s employability skills, and the implications of that for schools and community providers as they support young people in the transition from education to work. 

Shirley Johnson - Manager, Auckland Skills

As Manager of Skills Auckland, Shirley’s work is closely allied to the delivery of the strategic objectives identified in the Auckland plan and Economic Development Strategy. Through partnerships she contributes to developing integrated models and initiatives that aim to achieve stable and sustainable growth in the skill base of Auckland's knowledge-driven economy. Shirley comes from Christchurch where she has previously worked as the International Relationship Manager for local government as well as working extensively within the Social Service sector. www.cometauckland.org.nz

International students and their career development: Are they different and do they need a differentiated career development service?

International students play an important part in education and our economy. Not only do they provide a source of funding for institutions, they can contribute in many ways – diversity, knowledge, skills and experience that would enhance our current workforce and society.

But what do we know about helping International Students? Are we meeting the career development needs of these students? Do they need a differentiated service? If so, how would a careers service department manage it given the constraints most of us are under? Do they think career services meet their needs? The workshop will present the issues, findings and implications from my Masters project as well and provide discussions on the topic.

Rebecca Du

Rebecca has 8 years of work experience in the tertiary sector. After graduating, she started as a receptionist at the University of Auckland Career Development and Employment Services where it sparked her interest in careers work and where she completed the Grad Dip in Career Development. She moved into the Business School Student Development department where she saw a gap between what students had and employers wanted. This prompted her to continue studying where she completed her Master of Career Development and looked at the Self Perceived Career Development needs of International Students. She now works at AUT.

Student transition from high school to university  Are they prepared and how can school/career departments help them to be better prepared?

Transition for school students is about leaving one institution where the academic rules of engagement and the cultural and educational expectations are understood. They may have developed a sense of belonging, often encouraged and developed by the school. They then move to an unknown, alien environment where the language and context is unfamiliar and often unclear. In the research, transition theory was considered and a literature review undertaken. Students were surveyed to gain student voice and opinion on the transition from school to university. This was done via other schools, Facebook and via universities where possible. In the Career Education Benchmarks introduced to NZ schools in 2010, there is a Transition Dimension and this was considered in detail in this study. Australian and American universities are highlighted as these countries have more universities and therefore offer students more choice, so this issue is focused on in greater detail. In some cases, universities have set up programmes to enable smoother student transitions, which lead to higher retention and completion rates for students. The paper concludes with observations, conclusions and suggestions regarding what schools may do to help students transition well into tertiary study. 

Liz Morris

Liz was born in Glasgow and started working in the career development field in 1986 after gaining her postgraduate qualification. For 15 years in the UK she worked as a generic, higher education and special needs careers adviser. Liz ran a company in London offering training for the long term unemployed and refugees and this is when she completed a counselling qualification. She has worked in careers and guidance in NZ schools since moving here with her NZ husband and 2 sons, 14 years ago. Since then Liz has gained teaching qualifications and completed a Masters degree in Career Development. 

Assessment Tool

Wouldn’t it be great if we could reliably measure the reading, numeracy, writing, vocabulary skills of adults in a robust consistent way? Fortunately there is!

The TEC’s Literacy and Numeracy for Adults Assessment Tool (the Assessment Tool) is the key diagnostic tool of literacy and numeracy competency for adults in New Zealand. There was no nationally recognised diagnostic assessment for literacy and numeracy before the Assessment Tool’s launch in 2010.

This workshop will talk about what the Assessment Tool is, what it can do, how it works, and we’ll have a conversation about how this might be useful for you and your work. 

The Assessment Tool helps tutors understand their learners’ needs against a standardised ‘scale’ or theoretical framework of literacy and numeracy competencies. It helps tutors target their teaching to strengthen literacy and numeracy skills. It also allows learners to track their progress over time and lets educators and organisations report on the progress made by groups or cohorts of learners.

More organisations and government agencies are finding the Assessment Tool a useful way to improve how they work with adults with low literacy and numeracy skills which use their services. This includes adults who interact with the Ministry of Social Development, prisoners inside Department of Correction facilities, and recent interest from the Accident Compensation Corporation on how to better inform the vocational rehabilitation process.

 

David Do

David Do has been an Advisor in Literacy and Numeracy at the Tertiary Education Commission (TEC) since 2012. The TEC is responsible for funding tertiary education, and assisting people to reach their full potential.

 

He led the refresh of the TEC’s Adult Literacy and Numeracy Implementation Strategy. The 2015-19 Strategy sets out how the TEC will work with the tertiary sector, with employers and across government to lift literacy and numeracy skills. The Strategy has been developed following consultation with tertiary sector stakeholders and employers. The Strategy’s key workstreams are to:

  • reach more people to help them succeed (particularly in the workplace)
  • better target support to individual learners to help improve their outcomes (such as Maori, Pasifika, younger, new to New Zealand, and those with learning disabilities)
  • ensure tutors and trainers are well equipped to help their learners succeed
  • support and influence other government agencies.

 

David was the co-President of the New Zealand Union of Students’ Associations 2010-2011 and was also on the TEC Board as a Learner Participant over those two years. He has a Bachelor of Arts (Honours) in Politics from the University of Auckland.

Kaua e mate wheke, mate ururoa Don't die like a octopus, die like a hammerhead shark


Ko Kākānui te maunga
Ko Mataruia te punawai
Ko Te Kaha te marae
Ko Tamahae te tangata

Ko Te Ehutu te hapu
Ko Te Whānau-ā-Apanui me Ngāti Maniapoto ki Tainui ngā iwi.

Tihei mauriora 

Tia Greenstreet presents an oral account of her perceptions and research on the connections between career development, Māori narrative and story telling. Her background stems from a Māori and European context, whanau traditions, a love of fairy tales, daydreaming, seeing the good in others, teaching and helping others. She is a professional CDANZ member, ACATE chairperson and sits on the Career development policy forum for NZ. She is currently National Postgraduate Student Recruitment Advisor for Massey University and has worked in both the secondary and tertiary sectors assisting students to develop their career management competencies to thrive.

 

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[1] http://mwa.govt.nz/new-zealand-women#sthash.Oog83Apq.dpuf 

[1] http://www.diversitybestpractices.com/publications/proven-strategies-addressing-unconscious-bias-workplace 

[1] http://www.law.harvard.edu/students/orgs/crcl/vol40_2/lee.pdf?q=bias

 

Schedule of Sessions