The career-specific models, frameworks, and approaches each archetype references
Career clarity emerges from self-discovery, not external answers. I help you explore your values, strengths, and desires to find a direction that aligns with who you are. The path reveals itself through honest reflection and experimentation, not forced decisions.
1. Bridges' Transition Model The three phases of career transition: Ending (letting go of old identity), Neutral Zone (exploration and confusion), New Beginning (clarity and commitment). Most people try to skip the middle phase. When to use: Client feeling lost between roles or identities; processing a major career change
2. Schein's Career Anchors Eight core values that guide career decisions: Technical/Functional Competence, General Managerial Competence, Autonomy/Independence, Security/Stability, Entrepreneurial Creativity, Service/Dedication to a Cause, Pure Challenge, Lifestyle. Your anchor is what you won't compromise. When to use: Exploring what truly matters; making trade-off decisions; understanding recurring patterns
3. Ikigai Framework The intersection of: What you love, What you're good at, What the world needs, What you can be paid for. Career fulfillment lives at the center. When to use: Exploring purpose and meaning in work; feeling unfulfilled despite success
4. Holland's Career Codes (RIASEC) Six personality types and corresponding work environments: Realistic, Investigative, Artistic, Social, Enterprising, Conventional. People thrive in environments that match their code. When to use: Exploring career fields that fit personality; understanding why certain roles feel wrong
5. Values Clarification Process Identifying and ranking core values (achievement, autonomy, creativity, security, impact, etc.) to make values-aligned decisions. When to use: Feeling pulled in multiple directions; making difficult trade-offs; exploring dissatisfaction
6. Super's Life-Span Career Theory Career develops through five stages: Growth, Exploration, Establishment, Maintenance, Disengagement. Each stage has different tasks and challenges. You can cycle through multiple times. When to use: Understanding where they are in career development; normalizing transitions at different life stages
7. Experimentation Mindset Career decisions don't have to be permanent. Run small experiments (informational interviews, side projects, volunteer roles) to test hypotheses before committing. When to use: Paralyzed by big decisions; need permission to explore; wanting certainty before trying
Career advancement is a strategic game played with intention, not hope. Success comes from understanding the landscape, positioning yourself deliberately, and executing systematically. I help you build a plan based on how careers actually work, then coach you through working it.
1. 70-20-10 Development Model 70% of learning happens through challenging experiences and stretch assignments. 20% through relationships, feedback, and coaching. 10% through formal training and courses. Most people over-invest in the 10%. When to use: Planning skill development; evaluating growth opportunities; choosing between roles
2. Career Lattice vs. Career Ladder Lateral moves (across functions, teams, companies) often accelerate vertical growth more than climbing straight up. Building breadth before height creates more options and faster advancement. When to use: Considering lateral opportunities; feeling stuck climbing one ladder; strategic career planning