Using Mindfulness-Based Cognitive Therapy in Individual Counseling to Reduce Stress and Increase Mindfulness: An Exploratory Study With Nursing Students

Mark J. Schwarze, Edwin R. Gerler, Jr.

The purpose of this exploratory study was to investigate the effectiveness of a modified mindfulness-based cognitive therapy intervention using individual counseling sessions to reduce stress and increase levels of mindfulness among nursing students. An AB single-subject experimental design replicated three times was implemented. Results indicated reduced stress in two out of three participants and increased mindfulness levels in all participants. Implications for college counselors and counselors working with clients in high-stress occupations are provided. Additionally, the results show promise for the use of mindfulness-based cognitive therapy in individual counseling.

 

Keywords: mindfulness, mindfulness-based cognitive therapy, stress, college counselors, nursing, single-subject experimental design 

 

Mindfulness-based cognitive therapy (MBCT) has been described as part of a third generation of cognitive therapies (Harrington & Pickles, 2009). Along with dialectical behavioral therapy and others like it, MBCT has integrated the construct of mindfulness with standard cognitive-behavioral paradigms. MBCT found its origins in the work of Kabat-Zinn’s (1990) mindfulness-based stress reduction program. This 8-week group-based program consisted of Buddhist mindfulness mediation practices to help chronic pain sufferers reduce their stress associated with illness. MBCT has incorporated elements of mindfulness-based stress reduction and cognitive-behavioral therapy to help individuals become more aware of thoughts and feelings and put them into context as mental events rather than self-defining constructs (Teasdale et al., 2000).

 

Seeing a need for an intervention to help patients who had repeatedly relapsed into depression, Segal, Williams, and Teasdale (2002) formalized MBCT as a standardized program of therapy. Designed as an 8-week program with specific guidelines for each session, MBCT was originally conceived as a group modality. Clients are placed in classes to learn the mindfulness and cognitive-behavioral (Beck, Rush, Shaw, & Emery, 1979) skills needed to regulate emotions and thoughts. MBCT involves training the mind to avoid judgmental reactions to events, thoughts, feelings and body sensations and to practice nonjudgmental awareness and acceptance (Ma & Teasdale, 2004). The key component of MBCT is mindfulness.

 

Mindfulness, once an abstract concept in the counseling field, is reaching mainstream awareness and gaining more attention in the literature (Brown, Marquis, & Guiffrida, 2013). Derived from Zen Buddhism, mindfulness has been described as a commitment to bringing awareness back to the present moment (Harrington & Pickles, 2009). Brown and Ryan (2003) defined mindfulness as “the state of being attentive to and aware of what is taking place in the present” (p. 822). Despite a growing research base, mindfulness as a testable and operationally defined variable is still being shaped.

 

Bishop et al. (2004) proposed an operational definition of mindfulness as a two-component skill-building approach for responding to emotional and cognitive distress. The first component involves the self-regulation of attention. Measurable skills must be obtained to reach a successful level of self-regulation of attention, including sustained attention; switching, or bringing the attention back to a focal point; and inhibition of elaborative processing, which involves the ability to maintain a state of flexible and nonjudgmental focus and awareness over a period of time. The second component includes developing an orientation to experience. In this, all thoughts, feelings and sensations are acknowledged.

 

Mindfulness training works well in counseling in that it is a simple idea: staying focused on momentary experience (Grabovac, Lau, & Willett, 2011). The core strategy to teach clients is mindfulness meditation. Meditation has many forms but is ultimately the practiced skill of quieting the mind (Wright, 2007). Counselors trained in meditation can teach clients to sit quietly and observe thoughts and feelings without reaction or judgment (Brown et al., 2013). A version of this meditation is the 3-minute breathing space (Segal et al., 2002). This meditation approach is a core skill learned in MBCT. It utilizes the breathing techniques of meditation while attempting to bring awareness to present experience, focusing on breath as a mediator and expanding to other bodily sensations.

 

     Because mindfulness is rooted in Buddhist philosophy and belief, its inclusion in Western counseling paradigms has been slow. Most interventions and models consisting of mindfulness-based ideas have been stripped of the Eastern religious and philosophical foundations and presented as skill-based acquisitions (Baer, 2003). This change has increased acceptance of mindfulness-based approaches in mainstream treatment and educational venues. Specifically, using mindfulness to mitigate stress has been a benefit of this practice. One particular population that has historically reported high levels of stress is nursing students (Beddoe & Murphy, 2004).

 

Nursing Students and Stress

 

The Spring 2013 American College Health Association’s National College Health Assessment (American College Health Association, 2013) listed stress as the number-one impediment to academic success for college students. Specifically, college students training to be nurses at the university level are subjected to high levels of stress (Gibbons, Dempster, & Moutray, 2011). Pulido-Martos, Augusto-Landa, and Lopez-Zafra’s (2012) review of the literature on the nursing student experience found several factors leading to stress, including balancing home and academic demands, experiencing time management pressures and financial problems, lacking meaningful connections with the nursing faculty, and feeling unprepared and incompetent in clinical practice.

 

In addition, stress, combined with other issues, has led to significant attrition rates in nursing programs (Harris, Rosenberg, & O’Rourke, 2014). Stickney (2008) found that the number of new students in nursing programs is too low to ensure an adequate number of nurses to meet the future needs of health care agencies. Students in nursing programs experience significant amounts of stress from trying to balance their lives at home with academic responsibilities. It is imperative that counselors, especially those in college settings, are aware of effective and innovative interventions to help nursing students, as well as other students, reduce stress and be successful. MBCT has shown promise in helping people reduce negative emotions such as stress (Collard, Avny, & Boniwell, 2008; Teasdale et al., 2000).

 

This study utilized a modified version of MBCT in individual counseling sessions to teach and process MBCT core skills of mindfulness meditation and cognitive decentering. While MBCT has mostly been utilized in group formats, there is some argument that group counseling is not always the best approach. Kuyken et al. (2008) found that 5% of an eligible sample for their MBCT study declined participation because they did not like the group aspect of the intervention. Lau and Yu (2009) suggested that offering mindfulness-based treatments in an individual format might increase participation for those who are reluctant to be involved in group settings.

 

The purpose of this exploratory single-subject experimental study was to evaluate the effectiveness of using MBCT to help reduce stress among university nursing students. Nursing students were used because of their documented high levels of stress. The questions explored included whether using MBCT in individual sessions increases self-reported levels of mindfulness and decreases self-reported levels of stress.

 

Method

 

Research Design

Single-subject design has a long history in psychological and counseling research (Heppner, Wampold, & Kivlighan, 2008). Barlow and Hersen’s (1984) exposition on the chronology of single-subject design reveals that psychology’s early research development was steeped in the use of this type of experiment. Lundervold and Belwood (2000) called single-subject experimental design “the best kept secret in counseling” (p. 92). This design can provide counselors with scientific methods of research that produce practical and useful clinical information that can be applied to practice settings.

 

There are several advantages of using a single-subject experimental design. It allows the researcher to narrow causes of behavior change and determine which treatment approaches are most effective. Group designs often can obscure change in individuals, thereby not allowing flexibility in modifying treatment protocols to isolate examples of cause and effect (Barlow & Hersen, 1984). Morgan and Morgan (2003) posited single-subject design as the best option when trying to explain individual differences. Another advantage of single-subject experimental design is that because the researcher collects data using a baseline and intervention phase, the subject acts as his or her own control group, thereby increasing internal validity (Sharpley, 2007). Additionally, single-subject design can allow for scrutiny of new and innovative approaches (Chapman, Baker, Nassar-McMillan, & Gerler, 2011). Specifically, this study utilized a basic single-subject experimental AB design that allows for a maximum clinical utility.

 

Participants

     Participants in this study were all senior-level students enrolled in a Bachelor of Science in Nursing (BSN) program at a small rural Southeastern university. Four of the participants were female and one was male. Participant ages ranged from 21–30 years old (mean age 25.6 years). Three of the participants were Caucasian, one was Hispanic American and one was Native American.

 

The sample was recruited from students enrolled in the upper division pre-licensure BSN program and fully engaged in all activities and requirements of the program, including clinical work at local hospitals in order to develop basic and advanced nursing skills. Recruitment involved presenting the study and requirements for participation to a class for senior nursing students and sending an e-mail to all junior and senior students, yielding five volunteers. Two of the participants dropped out of the study after intervention sessions two and three, respectively. (More discussion and analysis about participant attrition is presented in the results section.)

 

Measures

The Perceived Stress Scale (PSS) was developed by Cohen, Kamarck, and Mermelstein (1983) to measure the degree to which one evaluates situations and events in his or her life as stressful. Specifically, the 10-item version of the PSS (PSS-10; Cohen & Williamson, 1988) measures the degree to which one perceives life as uncontrollable, unpredictable and overloading. The PSS-10 typically requires participants to answer questions based on their experiences in the past 30 days. A modification for this study was asking participants to answer the questions based on their experiences and thoughts in the past 7 days, as the study was focused on weekly variability. The PSS-10 has a Likert-type rating scale and is widely used as a measure of perceived stress. It is shown to have internal reliability (coefficient alpha of .78) with established construct validity, as the PSS-10 scores have shown moderate relation to other measures of appraised stress. Scores can range from 0–40, with higher scores indicating greater stress. Roberti, Harrington, and Storch (2006) found the PSS-10 reliable and valid with a non-clinical sample of college students. Mean scores for males were 17.4 (SD = 6.1); mean female scores were 18.4 (SD = 6.5).

 

Also used in the study was the Mindful Attention Awareness Scale (MAAS), a 15-item scale designed to measure characteristics of openness or receptiveness to what is taking place in the present (Brown & Ryan, 2003). The MAAS aims to assess the level at which one is able to observe what is happening without judgment. The MAAS assesses the absence or presence of mindful mental states over time. For this study, participants were asked to form their answers based on experiences and thoughts over the past 7 days. Normative information is available for college populations (14 independent samples: N = 2,277; M = 3.83, SD = .70). Cronbach’s alphas range from .80–.90. The MAAS also has shown high test-retest reliability, discriminant and convergent validity, and criterion validity (Brown & Ryan, 2003). MacKillop and Anderson (2007) confirmed validity and reliability of the MAAS with internal reliability scores of .89.

 

Procedure

     Participants volunteering for the study were scheduled individually for an appointment to meet with the researcher to complete a study orientation and start baseline measurements. This 30-minute meeting consisted of an introduction to the study and the researcher, obtaining a brief background of the participant, a definition of mindfulness, completion of the informed consent paperwork, and completion of a short participant demographic form. Additionally, the first baseline measurements with the PSS-10 and MAAS were collected at the end of this meeting, and the final three baseline measurements were scheduled. Each baseline meeting consisted of an informal discussion about academic and personal stress levels and completion of the dependent measures. In total, four baseline measurements were collected over 5 weeks.

 

The intervention phase (B) consisted of six 1-hour sessions conducted over 5.5 weeks starting at the conclusion of the baseline phase (A). Session one began on the first week of classes in a spring semester, and sessions two through five occurred during each subsequent week. The final session, a wrap-up and review, was scheduled for the beginning of week six of the intervention. Each session consisted of 50 minutes focusing on MBCT skills, concepts and homework assignments, and 10 minutes at the end of the session to administer the dependent measures. At the final session, the researcher explained procedures and options for counseling if the participant desired to continue exploring MBCT or other issues that may have come up during the study period. Additionally, all participants received mindfulness resources such as book and Web site lists in order to continue learning and practicing mindfulness exercises.

 

MBCT Intervention

MBCT is traditionally an 8-week intervention conducted in group or class settings (Teasdale et al., 2000). Because this study utilized individual counseling, the intervention was reduced to six sessions, and session length was reduced to 1 hour. The individual counseling modality allowed for more focused attention to participants, and exercises could be consolidated. Also, MBCT was originally used to treat clients with chronic relapsing depressive disorders, while stress was the target symptom in this study. Due to this shift in focus, some of the exercises and homework assignments relevant to those who might have depression were not included in the intervention. Another modification included the use of prerecorded guided meditations for body scans and breathing instead of researcher-led meditations. During sections of the intervention when a meditation was introduced and practiced, the researcher started a prerecorded meditation and left the room while the participant experienced the meditation. The prerecorded breathing and body scan meditations used for this study were from the Maddux and Maddux podcast (2006).

 

The modified intervention still utilized the core MBCT exercises and philosophy. The next section includes a description of the major techniques used and what modifications were made to accommodate the study goals. Also included is an outline of the six session themes. Theme 1: Using Mindfulness to Break Out of Automatic Pilot focuses on an orientation to mindfulness and techniques to develop a heightened awareness of the present moment. Theme 2: Focus on the Body Enhances Clarity of the Mind, and Theme 3: Mindfulness of the Breath introduce the exercises of the body scan and breathing mediation. Theme 4: Acceptance promotes nonjudgmental acceptance of events, cognitions and emotions. Theme 5: Thoughts Are Not Facts is an educational session about cognitive-behavioral philosophies and their impact on moderating emotions. Theme 6: Putting It All Together provides a summary of the ideas and techniques of MBCT, with suggestions on how to integrate the concepts daily. The modified structure and content used is unique to this study; however, the specific components, homework and exercises are taken from Segal et al. (2002). Table 1 describes the schedule and order of session content, including session themes and agendas.

 

MBCT Techniques and Exercises Used in the Study

     Raisin exercise. Used as an introduction to mindfulness, this exercise asks participants to take a raisin offered by the researcher and examine all aspects of its shape, texture and external characteristics. Open-ended questions are asked to help participants explore their experience.

 

Body scan meditation. The exercise brings a detailed awareness and focus to specific areas of the body. A modification in this study included using a shorter meditation (8 minutes; Maddux & Maddux, 2006).

 

Be mindful during a routine activity. Participants are asked to choose a routine activity (e.g., brushing teeth, vacuuming, washing dishes) and to complete it mindfully per the study’s training.

 

     Homework record forms. Used in all sessions, these forms allow participants to document the frequency of practice of mindfulness activities.

 

     Thoughts and feelings exercise (professor sends an e-mail). In this exercise, the researcher presents a scenario to elicit participant reaction.

 

Pleasant and unpleasant events calendars. Participants receive forms (Segal et al., 2002) that help them identify one pleasant event per day in week two and one unpleasant event per day in week three.

 

Five-minute hearing exercise. Participants are asked to sit for 5 minutes with eyes closed and center all of their focus on hearing. When intrusive thoughts enter, participants are instructed to acknowledge them, but then return their focus to only hearing.

 

     Three-minute breathing space. A core skill in MBCT, this exercise acts as a mindfulness timeout.

 

Twenty-minute sitting meditation. This meditation is a combination of all the skills participants have learned, including the body scan, breathing meditations and the hearing exercise.

 

Moods, thoughts and alternative viewpoints discussion. This exercise involves a short overview of how thoughts can influence mood, and techniques and suggestions for viewing intrusive thoughts in a different way. Handouts titled Ways You Can See Your Thoughts Differently and When You Become Aware of Negative Thoughts are provided (see Segal et al., 2002).

 

Breathing meditation. This exercise brings a detailed awareness and focus to the breath. A modification in this study included using a shorter (9 minutes) recorded breathing meditation (Maddux & Maddux, 2006).

 

Mindfulness resources handout. Researchers generate a list of books, Web sites and podcasts that describe mindfulness and the techniques associated with the study. The participants receive this at the last session with encouragement to continue to seeking information on mindfulness practice if they have found it helpful.

 

Table 1

Schedule and Order of Session Content

 

Session Number

Theme

Agenda

1 Using mindfulness to break out of automatic pilot Orientation to mindfulness and MBCT, raisin exercise, body scan introduction and practice, assign homework: use body scan tape six times before next session, be mindful during a routine activity. Provide handouts: Definition of Mindfulness, Summary of Session 1, homework record forms (Segal et al., 2002). Administer PSS-10 and MAAS.
2 Focus on the body enhances clarity of the mind Body scan practice and review, homework review, thoughts and feelings exercise (professor sends an e-mail), introduction of pleasant events calendar assignment, 10-minute breathing meditation introduction and practice. Assign homework: use body scan tape six times before next session, use breathing meditation tape six times before next session, complete pleasant events calendar once a day. Provide handouts: Tips for Body Scan, Summary of Session 2, homework record forms, Mindfulness of the Breath, The Breath, Pleasant Events Calendar (Segal et al., 2002). Administer PSS-10 and MAAS.
3 Mindfulness of the breath Five-minute hearing exercise, 10-minute breathing meditation practice and review, homework review, introduction of unpleasant events calendar assignment, 3-minute breathing space explanation. Assign homework: use breathing meditation tape six times before next session, unpleasant calendar (daily) completed once a day, 3-minute breathing space three times a day. Provide handouts: 3-Minute Breathing Space Instructions, Summary of Session 3, homework record forms, Mindfulness of the Breath, Unpleasant Events Calendar (Segal et al., 2002). Administer PSS-10 and MAAS.
4 Acceptance Five-minute hearing exercise, 10-minute breathing meditation practice and review, body scan meditation practice and review, homework review, 20-minute sitting meditation introduction and practice. Assign homework: 20-minute sitting meditation six times before next session, 3-minute breathing space three times a day and as needed. Provide handouts: Sitting Meditation Extended Instructions (Segal et al., 2002), Summary of Session 4, homework record forms. Administer PSS-10 and MAAS.
5 Thoughts are not facts 20-minute sitting meditation practice and review; homework review; moods, thoughts and alternative viewpoints discussion; 3-minute breathing space. Assign homework: 30-minute breathing meditation (three times a week), 3-minute breathing space (three times a day). Provide handouts: Ways You Can See Your Thoughts Differently, When You Become Aware of Negative Thoughts (Segal et al., 2002), Summary of Session 5, homework record forms. Administer PSS-10 and MAAS.
6 Putting it all together Body scan practice and review, breathing meditation practice and review, sitting meditation practice and review (10 minutes), homework review, review of all techniques used in study. Provide handouts: Daily Mindfulness (Segal et al., 2002), mindfulness resources (researcher generated), Summary of Session 6, Daily Mindfulness, Mindfulness Resources. Administer PSS-10 and MAAS.

 

 

Results

 

All five participants completed the baseline phase (A) of four weekly meetings to complete the dependent measures.  A1–A4 represent weeks one through four of the baseline phase. Out of five participants, three participants completed the full intervention phase (B) of six weekly 1-hour sessions. B1–B6 represent weeks one through six of the intervention phase. The phases ran consecutively. One participant completed only two of the intervention sessions before withdrawing from the study. This participant cited a variety of issues including unexpected sickness and time constraints as deciding factors for withdrawal. Another participant completed three intervention sessions before withdrawing, citing time constraints and academic demands as reasons for withdrawal. The researchers have included the results for only the three participants who completed the full intervention, due to the importance in single-subject designs of multiple measurements of the dependent variable occurring over the complete span of the study in order to determine changes in self-reports of mindfulness and perceived stress. It is the comparison of the two full phases that allows interpretation of whether the intervention was the cause of the change.

 

Participant 1

Participant 1 reported no previous experience with mindfulness activities. The baseline mean score on the PSS-10 for Participant 1 was 21.75. This baseline mean score is higher than that of the normative sample and indicates some experience of perceived stress. The baseline mean score on the MAAS was 3.07. This baseline mean score is lower than that of the normative sample and indicates less self-report of mindfulness as measured by the MAAS. The individual scores over the baseline period for the PSS-10 fluctuated, which may be related to the time of administration. The A1 and A4 scores were both 22, and both measurements were taken at high-stress academic times. However, Participant 1 earned the highest score in the baseline phase (25) at A3, on Christmas Eve. These scores support the literature that found several factors leading to nursing student stress, including home and academic demands (Magnussen & Amundson, 2003). Alternately, the individual scores over the baseline period for the MAAS were mostly stable with a significant drop in A4, which was collected on the last Friday before the spring semester started. With the focus that mindfulness places on staying in the present moment, as measured by the MAAS, the anticipation of the new semester may have taken precedence. Essentially, baseline scores on the PSS-10 were variable, as were the academic and home stressors, and MAAS scores were relatively stable, but below normative scores for college populations.

 

The intervention mean score on the PSS-10 was 23. This score was 1.25 points higher than the baseline mean of overall self-reported stress as measured by the PSS-10. The individual scores of the intervention phase showed decreasing PSS-10 scores from B1–B3 while showing increasing MAAS scores at the same time for Participant 1 (see Figure 1). B4 showed a 1-point increase from B3 in PSS-10 scores, which coincided with Participant 1 experiencing a medical emergency. Despite this crisis, stress scores increased only minimally while mindfulness scores increased by .47 from B3–B4.

 

MAAS scores continued to increase throughout the intervention phase, with the highest score of 4.93 reported at the final session. This finding indicated that increased exposure to and practice of mindfulness activities correlated with higher self-report of mindfulness scores. This result was confirmed by an increase of 0.88 in the mean scores on the MAAS from baseline to intervention and a gain of 2.73 from B1–B6 (see Figure 1). Table 2 provides the dependent measure scores for Participant 1.

 

Participant 2

Participant 2 reported no previous experience with mindfulness activities. The baseline mean score on the PSS-10 for Participant 2 was 22.25. This baseline mean score is higher than that of the normative sample and indicates some experience of perceived stress as measured by the PSS-10. The baseline mean score on the

 

 

Table 2

Dependent Measure Scores for Participant 1

 

PSS-10

MAAS

Session

Score

M

SD

Score

M

SD

A1

22

 3.07
A2

18

 3.47
A3

25

 3.13
A4

22

21.75

2.87

 2.6

3.07

0.36

B1

27

 2.2
B2

24

 3.67
B3

22

 4
B4

23

 4.47
B5

19

 4.47
B6

23

23

2.61

 4.93

3.96

0.96

 

Note. Sessions A1–A4 were baseline sessions; sessions B1–B6 were intervention sessions.

 

MAAS was 2.9. This baseline mean score is lower than that of the normative sample and indicates less self-report of mindfulness as measured by the MAAS. The individual scores over the baseline period for the PSS-10

showed an increase in stress scores, with the highest baseline score (25) coming at A4. The individual scores over the baseline period for the MAAS were stable with the lowest score (2.33) reported at A1. Baseline scores on the PSS-10 increased and MAAS scores were stable once past the initial baseline meeting, but still remained below the normative scores (see Figure 2).

 

The intervention mean score on the PSS-10 was 25.17. This score represents a 2.92-point gain from the baseline mean in overall self-reported stress as measured by the PSS-10. However, there was a drop of five points on the PSS-10 from B1–B2. MAAS scores continued to increase throughout the intervention phase with highest score of 3.73 coming at the final session. There was an increase of 0.54 in the mean scores on the MAAS from baseline to intervention and a gain of 0.46 from B1–B6. Table 3 lists the dependent measure scores for Participant 2.

 

 

 

Table 3

Dependent Measure Scores for Participant 2

 

PSS-10

MAAS

Session

Score

M

SD

Score

M

SD

A1

20

 2.33
A2

21

 3.07
A3

23

 3.2
A4

25

22.25

2.22

 3

2.9

0.39

B1

28

 3.27
B2

23

 3.33
B3

25

 3.4
B4

26

 3.4
B5

25

 3.53
B6

24

25.17

1.72

 3.73

3.44

0.17

 

Note. Sessions A1–A4 were baseline sessions; sessions B1–B6 were intervention sessions.

 

Participant 3

Participant 3 reported no previous experience with mindfulness activities. The baseline mean score on the PSS-10 for Participant 3 was 20.75. This baseline mean score is higher than that of the normative sample. The baseline mean score on the MAAS was 2.7. This baseline mean score is lower than that of the normative sample. The individual scores over the baseline period for the PSS-10 showed a baseline high of 27 at A1. PSS-10 scores dropped eight points from A1–A2.

The individual scores over the baseline period for the MAAS were stable from A2–A 4 with the lowest score (1.93) coming at A1. Participant 3 posted stable baseline scores on both the PSS-10 and the MAAS except for at the first baseline meeting. At this meeting, the stress score was high and the mindfulness score was low.

 

The intervention mean score on the PSS-10 was 22.17. This score is a 1.42-point gain from the baseline mean in overall self-reported stress as measured by the PSS-10. There was a significant drop of seven points on the PSS-10 from B3–B4, and drops in stress score continued throughout the rest of the intervention phase.

 

MAAS scores continued to increase throughout the intervention phase with highest score of 5.13 coming at the final session. This is an increase of 1.1 in the mean scores on the MAAS from baseline to intervention and a gain of 3.46 from B1–B6 (see Figure 3). Table 4 lists the dependent measure scores for Participant 3.

 

 

Table 4

Dependent Measure Scores for Participant 3

 

PSS-10

MAAS

Session

Score

M

SD

Score

M

SD

A1

27

1.93

A2

19

2.93

A3

17

2.73

A4

20

20.75

4.35

3.20

2.6975

0.55

B1

22

1.67

B2

23

3.47

B3

28

3.8

B4

21

4.33

B5

20

4.40

B6

19

22.17

3.19

5.13

3.8

1.19

 

Note. Sessions A1–A4 were baseline sessions; sessions B1–B6 were intervention sessions.

 

Discussion

 

The results indicate that exposure to an MBCT intervention can positively impact self-reported stress scores as measured by the PSS-10 and increase self-reported mindfulness scores as measured by the MAAS. All participants in this exploratory study showed gains in mindfulness levels as measured by the MAAS. These results likely occurred due to the fact that most participants began the study with no knowledge of or experience with mindfulness. Once exposed to the practice of meditation and other mindfulness exercises, the participants’ use of mindfulness processes increased steadily.

 

PSS-10 scores fluctuated during the baseline phase, and that variability could be explained by academic events, evaluative and anticipatory, occurring at the time of administration of the dependent measures. Specifically, the A1 and A4 scores for Participant 1 were both 22. Both of these measurements were taken at high-stress academic times. However, Participant 1’s highest score in the baseline phase (25) came at A3, on Christmas Eve. These scores support the literature that found several factors leading to nursing student stress, including home and academic demands (Magnussen & Amundson, 2003; Pulido-Martos et al., 2012). Consequently, all three participants posted their lowest mindfulness scores on days that coincided with a high-stress academic event such as final exam week, or the day before the first week of classes. However, once the MBCT intervention phase began, two of the participants (1 and 3) showed steady drops in PSS-10 scores, and the third (2) showed conservative reductions, suggesting that the intervention was a likely factor in decreasing perceived stress among the three participants. However, Participant 3’s PSS-10 scores revealed a 1.42-point gain from the baseline to intervention mean. The overall gain in the intervention mean score can be attributed to an unusually high score of 28 on B3. Participant 3 did report increased personal and academic distress at this time in the study. This result also could indicate that the benefits of mindfulness practice can be preempted by reactive stress to specific events. More long-term practice of mindful activities might have mitigated the stress of these events.

 

Participant 2 posted an overall 2.92-point gain from the PSS-10 baseline mean score to the intervention mean score. This increase may be attributed to an unusually high score of 28 on B1, perhaps because the first session of the intervention fell on the first week of classes for the spring semester. Additionally, Participant 2 had only 50 minutes of exposure to mindfulness activities at this time. However, there was a drop of five points on the PSS-10 from B1–B2. This decrease might be attributed to some type of novelty effect from being introduced to a new treatment (MBCT). This argument is strengthened by the fact that Participant 2 posted stable stress scores throughout the rest of the intervention. It should be noted that Participant 2 informed the researchers after B4 of the need to withdraw from the study due to time constraints and academic demands, but eventually decided to finish the study. This participant acknowledged feeling some personal distress throughout the next two sessions but did not report the need for any additional intervention. For Participant 2, it appears that MBCT was successful overall in increasing self-reported mindfulness levels as measured by the MAAS. Based on the small decreases in PSS-10 scores over time, and the continued self-report of personal distress through the final session, the MBCT intervention was only minimally successful in stress reduction for Participant 2.

 

Homework assignments and additional meditation practice were highly encouraged in this study, but not required. All participants chose to complete some homework and practice meditations outside the study sessions; however, the reported time spent on meditation practice varied significantly. Ancillary findings from Collard et al. (2008) found a correlation between longer practice times of mindfulness and higher levels of mindfulness. An analysis of the data surrounding participant practice time and levels of obtainment of mindfulness would have been an interesting component to include in this study.

 

Limitations

One disadvantage of this study is the inherent limitation of single-subject design—specifically, external validity. Because this study included separate experiments with data on only three cases, it is difficult to make generalizations. However, external validity can be enhanced by replicating the design multiple times, thus strengthening possibilities for generalizations (Heppner et al., 2008; Hinkle, 1992). Additionally, Hinkle (1992) discussed issues related to the AB design, specifically stating that “cause and effect cannot be explicitly determined” (p. 392).

 

The sample was motivated enough to volunteer for the study, which may mean that participants were more stressed than other nursing students and more motivated to seek solutions for stress. Alternatively, the willingness to volunteer for the study may have meant that these participants were less stressed and had more free time to participate in a weekly intervention. Another limitation was the modifications made to the MBCT intervention to accommodate the individual counseling modality. However, because of the exploratory nature of the study, modifications in future studies are warranted.

 

The use of only one dependent measure for each dependent variable also presents limitations. The PSS-10 and the MAAS measure self-reported stress and mindfulness. The use of other instruments or data to measure the two dependent variables might have strengthened the study. Specifically, a mixed-methods design could have focused on the provided quantitative measures as well as qualitatively analyzing the homework forms and the participant’s verbal session content. Potentially, because of the timing of the study, and because stress is often linked with college student academic failure (American College Health Association, 2013), final exam grades and midterm grades could have been compared to assess for academic changes based on the introduction of the intervention.

 

Implications for Counseling

This study strengthens the growing research base on the use of MBCT. Specifically, it adds to the literature supporting the efficacy of MBCT in reducing stress. A unique contribution is the use of MBCT in a single-subject experimental design. Typically, MBCT is used in a class format; this study supports the potential efficacy of MBCT in individual sessions.

 

Based on the above implications, this study also has implications for college counselors and counselors who work with those in stressful professions. Due to high attrition, academic distress and high-stakes testing, colleges are struggling to help their students succeed. College counselors provide services that address the academic and personal well-being of students. This study indicates that the use of MBCT in individual counseling to mitigate stress can yield promising results.

 

College counselors and faculty members can work together to provide mindfulness-based workshops or other activities that promote a meditative approach. Developing effective partnerships should begin with an assessment of available mindfulness resources. Program administrators want their students to be successful and may be willing to integrate resources from outside the program. Many colleges and universities might have trained counselors on staff who can provide these services. If not, negotiations with certified off-campus meditation or yoga centers could provide reduced rates for students. More importantly, counselors can train faculty members in mindfulness exercises that they can integrate into the fabric of their programs. Embedding mindfulness into academic programs could be more effective and efficient if students perceive it as part of their education instead of an add-on.

 

College counselors will do well to learn the language and culture of the academic programs on their campus. Crafting mindfulness interventions to correspond directly with the stressors of a certain program might help develop rapport with students. This process could be collaborative, involving college counselors, educators and students. Also, sharing data gathered from program evaluations or studies with administrators can strengthen relationships by assisting with long-term programmatic goals.

 

Future Areas of Research

Future areas of research should include the use of MBCT and other mindfulness-based interventions in order to replicate these results. More research is needed on delivering MBCT in an individual format. Another component of this study that needs more exploration is whether a longer amount of time spent practicing mindfulness activities provides greater relief from self-reported stress symptoms. The next logical step is to complete a study using a larger sample. Experimental studies comparing the effects of MBCT with more traditional counseling approaches aimed at reducing stress and improving performance could prove useful. How, for example, might MBCT compare to rational-emotive or rational-behavior approaches to reducing stress? Additionally, given the evolving nature of technology-based counseling interventions, future research on MBCT also might explore the value and usefulness of online MBCT interventions. Examining and comparing the effectiveness of synchronous versus asynchronous MBCT interventions would be especially valuable.

 

 

Conflict of Interest and Funding Disclosure

The authors reported no conflict of

interest or funding contributions for

the development of this manuscript.

 

 

 

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Mark J. Schwarze, NCC, is an Assistant Professor at Appalachian State University. Edwin R. Gerler, Jr. is a Professor at North Carolina State University. Correspondence can be addressed to Mark J. Schwarze, Reich College of Education, Department of Human Development and Psychological Counseling, 151 College Street, Appalachian State University, Box 32075, Boone, NC 28608-2075, schwarzem@appstate.edu.

 

Career Adaptability, Resiliency and Perceived Obstacles to Career Development of Adolescent Mothers

Heather Barto, Simone Lambert, Pamelia Brott

Career adaptability, resiliency and perceived obstacles to career development of adolescent mothers were examined using a proposed conceptual framework that combined resiliency and career adaptability. The goals of this study were to gauge the current state of the career development and resiliency of adolescent mothers, including areas of strength and weakness, and to better understand the interactions between the three components of career adaptability (i.e., planfulness, exploration, decision-making), resiliency and perceived obstacles. Adolescent mothers were similar to nonparenting peers on the planfulness and decision-making dimensions of career adaptability, yet lower on career exploration. While adolescent mothers’ traits of personal resiliency and emotional reactivity were comparable to those of their peers, their relational resiliency was lower. Based on the findings of the study, proposed strategies to further the three components of career adaptability and the resiliency of adolescent mothers are suggested.

Keywords: adolescent mothers, career development, career adaptability, resiliency, decision-making

In the United States, becoming a parent during adolescence has been described as a premature and nonnormative life event that can present lifelong challenges and growth opportunities in the career development of adolescent mothers (Gruber, 2012; Zachry, 2005). Taylor (2009) reported the most prevalent negative outcomes associated with adolescent parenthood as lowered high school graduation rates, limited educational opportunities after high school, and difficulty achieving stable work and financial independence. These are important career development considerations for this population given the national statistics on adolescent motherhood, previous research findings on the impact of parenting programs on the long-term career outcomes for adolescent mothers, and the viability of the proposed theoretical framework of the integration of career adaptability and resiliency (Barto, Lambert, & Brott, in press).

 

The national statistics on adolescent mothers indicate a disparity between racial groups with 8.3% of Latina, 6.5% of African American and 2.7% of Caucasian (non-Hispanic) adolescent females becoming mothers (Guttmacher Institute, 2010). Race and ethnicity may influence how an adolescent pregnancy is perceived by the adolescent mother and those around her, further contributing to the mother’s obstacles to and opportunities for career development (McAdoo, 2007; Santiago-Rivera, Arredondo, & Gallardo-Cooper, 2002). Support from families has been shown to be a positive factor in furthering the career development of adolescent mothers (Brosh, Weigel, & Evans, 2009). Although both African American and Latino families may be disappointed by adolescent pregnancies, these families tend to discourage pregnancy termination or adoption, instead offering assistance to adolescent mothers (McAdoo, 2007; Santiago-Rivera et al., 2002). Conversely, Caucasian adolescent mothers have the highest rates of formal adoptions outside the family; thus, family support for attempting to combine motherhood and career development may be lower for Caucasian adolescent mothers than for adolescent mothers in other racial or ethnic groups (Low, Moely, & Willis, 1989).

 

Adolescent mothers typically report more challenges with life planning when compared to nonparenting peers (Spear, 2004). Related issues can be viewed through the lens of obstacles to and opportunities for career development for adolescent mothers. These obstacles may include completing an education, finding employment and experiencing increased financial strain. Conversely, becoming a mother during adolescence may stimulate resiliency and growth opportunities in the working role (Zachry, 2005). These opportunities could foster the desire to provide financially for self and child, positive attitudes toward the future after becoming a mother (Brubaker & Wright, 2006), and a greater sense of maturity and purpose about the future (Rosengard, Pollock, Weitzen, Meers, & Phipps, 2006). Therefore, adolescent parenting can be simultaneously stressful and meaningful (Perrin & Dorman, 2003) while impacting all areas of life, particularly the working role.

 

Career development can be viewed as a holistic, dynamic and lifelong process, whereby individuals construct meaning and determine the most appropriate expression of their life roles (Savickas et al., 2009). Life roles are conceptualized as a constellation of interacting enactments that have relative importance to the individual within the context that these roles occur (Brown & Associates, 2002). For adolescent mothers, the addition of the parenting role can influence the dynamics between life roles and affect the perceived importance of the working role (Savickas, 1997).

 

In both school (Kaplan, Blinn-Pike, Wittstruck, Berger, & Leigh, 2002) and community settings (Gruber, 2012; Sarri & Phillips, 2004), programs and services are designed to meet the unique needs of adolescent mothers. Adolescent mothers have reported that parenting programs are moderately helpful in providing information relevant to their parenting role, such as medically related advice to improve the health of child and mother (Sarri & Phillips, 2004). However, these programs typically do not address finding employment and educational training opportunities (Kaplan et al., 2002, Sarri & Phillips, 2004).

 

Longitudinal studies investigating the career outcomes (i.e., being employed and self-supporting adults) for adolescent mothers participating in parenting programs have produced mixed results. Horwitz, Klerman, Kuo, and Jekel (1991) reported that 82% of the mothers who participated in an adolescent parenting program were financially self-supporting 20 years later. However, Taylor (2009) reported that when compared with nonparenting peers, adolescent parents had lower incomes and less prestigious occupations 20 years later. Neither Horwitz et al. (1991) nor Taylor (2009) indicated which program components helped or hindered participants’ career outcomes. Research is needed to derive evidenced-based intervention strategies and programs for improving career development outcomes of adolescent mothers (Brindis & Philliber, 2003). In the current study, career adaptability and resiliency were used to better understand career development of adolescent mothers as they adjust to their new role as a parent in relation to other life roles, especially the role of worker. Career adaptability includes the dimensions of planning, exploring and decision-making about one’s future (Savickas, 1997). Resiliency includes the attributes to develop personal and relational strengths in the process of overcoming adversity (Prince-Embury, 2006). In the current study, attention was given to the unique obstacles in the adolescent mother’s career development, as she constructs meaningful expression of her working role (Klaw, 2008; Savickas et al., 2009). The goals of this study were to gauge the current state of the career development and resiliency of adolescent mothers, including areas of strength and weakness; and to better understand the interactions between the components of career adaptability, resiliency and perceived obstacles.

 

Conceptual Framework

 

     Limited research has focused specifically on the career development and adaptability of adolescent mothers (e.g., Brosh et al., 2009). From a review of the literature, the current authors (in press) found the following impediments to career development of adolescent mothers: pressing immediate needs (e.g., housing, transportation, childcare), limited career development skills (e.g., decision-making skills) and lack of career-related knowledge (e.g., occupational information). Based on the existing literature, a career resiliency model has been suggested to promote career adaptability among high-risk individuals who are experiencing a dramatic life event, such as adolescent mothers (Rickwood, 2002; Rickwood, Roberts, Batten, Marshall, & Massie, 2004). The proposed conceptual framework for the career development of adolescent mothers combines resiliency and career adaptability and (a) addresses challenges (e.g., obstacles), (b) capitalizes on opportunities and strengths (e.g., increased sense of maturity/responsibility), and (c) develops positive intervention strategies and programs to better the long-term outcomes of adolescent mothers. Constructs that support this framework are career adaptability and resiliency, as previously combined by Rickwood (2002) and Rickwood et al. (2004).

 

Career Adaptability

Career adaptability is a central construct in adolescent career development (Hirschi, 2009) and is defined as the ability to adjust oneself to fit new and changed circumstances in one’s career by planning, exploring and making decisions about one’s future (Brown & Associates, 2002; Savickas, 1997). Planfulness is a learned skill that allows individuals to develop a future orientation to increase adaptability (Savickas, 1997). Exploration encompasses the understanding of relationships between individual differences and contextual factors that influence career development (Blustein, 1997). In the current conceptual framework, decision-making is expanded beyond the traditional models of career development to consider the multiple alternatives and objectives that are present in the career decision-making process (Phillips, 1997).

 

Career adaptability is currently used as a theoretical basis for both (a) the assessment of career-related skills and knowledge, and (b) the development and implementation of intervention strategies for adolescents (Creed, Fallon, & Hood, 2009; Hirschi, 2009). The concept of career adaptability is applicable to adolescent mothers, as it focuses on developing skills to address the individual and contextual factors associated with career development (Savickas et al., 2009). These career adaptability skills (i.e., planning, exploring, decision-making) are most relevant to the working role, but can be generalized and utilized easily in considering other life roles (e.g., parenting).

 

Resiliency

Resiliency has been defined as one’s ability to overcome adversity and be successful (Greene, Galambos, & Lee, 2004). This concept represents a paradigm shift from looking at risk factors associated with problematic situations to searching for more strengths-based personal attributes that help individuals overcome adverse or stressful situations (Richardson, 2002). Some researchers believe that resiliency is a combination of protective factors (i.e., personal characteristics and relationships) and areas of vulnerability (i.e., ability to self-regulate through adversity; Prince-Embury, 2006; Richardson, 2002; Zachry, 2005). In the current study, mastery (i.e., internalized personal characteristics of optimism, self-efficacy and adaptability) is referred to as personal resiliency. Relatedness (i.e., social and relational experience concerning trust, support, comfort and tolerance) is referred to as relational resiliency, and emotional reactivity (i.e., level of sensitivity, recovery and impairment to self-regulation in response to adverse events or circumstances) is referred to as emotional vulnerability (Prince-Embury, 2006; Richardson, 2002). These three resiliency constructs are helpful in understanding the attributes that are displayed by resilient individuals who are able to adapt to difficult or stressful situations (Prince-Embury, 2006; Richardson, 2002).

 

Researchers have measured the resiliency of adolescent mothers in various ways. For example, resiliency has been paired with the assessment of risks to better understand both the risks and protective factors that promote resiliency, thus moderating the negative effect of adolescent motherhood (Kennedy, 2005). Black and Ford-Gilboe (2004) used resiliency to validate and predict theoretical relationships among variables associated with creating a healthy family environment for adolescent mothers. Furstenberg, Brooks-Gunn, and Morgan (1987) found that a substantial portion of adolescent mothers demonstrated resiliency by overcoming the challenges of adolescent parenthood through maintaining regular employment and establishing financial stability without the need for public assistance (as cited in Kennedy, 2005). In summary, resiliency is thought to be one of the factors influencing the degree of success that adolescent mothers experience as adults (e.g., Schilling, 2008).

 

Career Adaptability and Resiliency

Linking career adaptability to resiliency may be more favorable to adolescent mothers than approaches that focus on risk factors, problems associated with adolescent motherhood, and career-related skill deficiencies (Perrin & Dorman, 2003). However, even resilient mothers can find the day-to-day demands of motherhood overwhelming. Without attention to the obstacles they may encounter, adolescent mothers may be unable to attend to career adaptability skill development (Klaw, 2008). Recognizing and addressing these pressing immediate needs helps adolescent mothers gain the ability to focus attention and effort on developing their personal career adaptability (Klaw, 2008).

 

Furthermore, adolescent mothers need to cultivate their own personal and relational attributes in order to foster and encourage resiliency (Zippay, 1995). Personal characteristics (i.e., optimism, self-efficacy, adaptability) can influence levels of resiliency (Prince-Embury, 2006). Socially supportive relationships based on trust, support, comfort and tolerance with family members and mentors have been effective in helping further the career adaptability of adolescent mothers by providing them with career-related information and aiding them in developing career-related skills (Klaw, Rhodes, & Fitzgerald, 2003; Prince-Embury, 2006). Both career adaptability skills and higher levels of personal and relational resiliency may be helpful in overcoming the obstacles experienced by adolescent mothers.

 

The Current Study

 

In the present study, the current state of career adaptability, resiliency and potential obstacles to career development among adolescent mothers from one state in the mid-Atlantic region of the United States was examined. Data were gathered using the career planning (CP) scale from the Career Development Inventory-School Form (CDI-S; Super, Thompson, Lindeman, Jordaan, & Myers, 1979), the self-exploration and environmental exploration scales from the Career Exploration Survey (CES; Stumpf, Colarelli, & Hartman, 1983), the Career Decision-Making Self-Efficacy Scale-Short Form (CDSE-SF; Betz, Klein, & Taylor, 1996), the Resiliency Scales for Children and Adolescents (RSCA; Prince-Embury, 2006), and the Obstacle Survey (Klaw, 2008). The participants also received a demographic questionnaire. The research questions that guided the study included the following: (1) What are the relationships between the dimensions of career adaptability (i.e., planfulness, exploration, decision-making) and resiliency? (2) What are the reported obstacles to the career development of adolescent mothers? (3) Can measures of resiliency predict career adaptability in adolescent mothers?

 

Method

 

Participants

Participants in community- and school-based parenting programs were solicited for the study. The community-based parenting program is a support and self-help organization for assisting members in becoming more self-sufficient, but no specific career development component exists. The school-based parenting program addresses the unique academic, career and personal issues of parenting students, allowing attainment of a high school diploma in an alternative school setting. Study participants (N = 101) ranged in age from 15–18 years old (65%) and 19–21 years old (35%). Participants’ racial backgrounds included Hispanic, Latino or Spanish origin (74%); African American (22%); Caucasian (2%); Asian American (1%); and bi-racial (1%). Roughly half (52%) indicated that English was not the primary language used in their home. All participants had at least one child; some participants had multiple children (one mother had three children, 12 mothers had two children and 14 were currently pregnant with their second child).

 

Their current living situations included residing with parent or grandparent (57%), with their child(ren)’s father (20%), in foster care with their child(ren) (9%), with family of their child(ren)’s father (8%) or on their own with their child(ren) (6%). Their primary source of income support was from parents and family (38%), their child(ren)’s father or his family (32%), self (20%) or assistance programs (10%). While most participants (63%) reported not being currently employed, 53 participants indicated that they were actively looking for a job; 31 participants worked part-time and six worked full-time. Only seven participants had graduated high school and were not currently enrolled in school. The remaining participants included ninth graders (11%), tenth graders (16%), eleventh graders (26%), twelfth graders (31%) and college students (9%). Participants indicated that their educational plans included pursuing a college degree (65%), only graduating from high school (23%), unsure (7%) and at risk for not graduating from high school (4%).

 

Instruments

     Career Development Inventory-School Form. The CDI-S has been utilized to assess the career development and adaptability of adolescents (Super et al., 1979; Thompson & Lindeman, 1981). For this study, the CDI-S’s CP scale was used, with 12 items for career-planning engagement and eight items for career knowledge. Items are rated on a five-point Likert-type scale: career-planning engagement ranges from 1 (I have not yet given thought to this) to 5 (I have made definite plans and know what to do to carry them out); career knowledge ranges from 1 (hardly any knowledge) to 5 (a great deal of information). For female students in grades 9–12 for the CP scale, CDI-S reliability alphas range from .87–.90 (Betz, 1988; Thompson & Lindeman, 1981). The reliabilities for the current study were .89 for both CP subscales and .90 for the total scale. The content validity has been demonstrated on all scales and subgroups; the factor structure was validated as the scale items appropriately loaded on the subscales (Thompson & Lindeman, 1981). Both content and construct validity have been supported (Savickas & Hartung, 1996).

 

     Career Exploration Survey. The CES (Stumpf et al., 1983) was developed to measure aspects of the career exploration process, including reactions and beliefs (Stumpf et al., 1983). The following two subscales were used in the current study to measure career exploration behaviors: the six-item subscale on environmental exploration (e.g., learning about specific jobs and careers) and the five-item subscale on self-exploration (e.g., reflecting on future career choice based on past experiences). Frequency of career exploration behaviors are self-rated on a five-point Likert scale. The reliabilities reported for the self-exploration and environmental exploration subscales are .87 and .88, respectively (Stumpf et al., 1983). Acceptable content and construct validity have been established (Creed et al., 2009; Stumpf et al., 1983).

 

     Career Decision-Making Self-Efficacy Scale-Short Form. The CDSE-SF (Betz et al., 1996) measures one’s confidence in making career-related decisions. The 25-item instrument measures self-reported career decision-making behaviors on five subscales: self-appraisal, occupational information, goal selection, planning and problem solving. Reported reliabilities for the subscales range from .73–.83, and reliability for the total scale is .94 (Taylor & Betz, 1983). Content, concurrent and construct validity of the CDSE-SF have been established (Betz, Klein, & Taylor, 1996; Taylor & Betz, 1983).

 

     Resiliency Scales for Children and Adolescents. The RSCA identifies resiliency attributes in children and adolescents (Prince-Embury, 2006) using three scales: Sense of Mastery (MAS), Sense of Relatedness (REL) and Emotional Reactivity (REA). The MAS, which assesses personal resiliency, includes 20 items in three subscales (optimism, self-efficacy and adaptability). The REL assesses relational resiliency and has 24 items in four subscales (sense of trust, support, comfort and tolerance). Emotional vulnerability is measured by the REA, which includes 20 items in three subscales (sensitivity, recovery and impairment). The sum of the subscale scores became the raw score for the respective scale (MAS, REL, REA), which converts to a T score. Higher T scores on the MAS and REL scales and lower scores on the REA indicate more resiliency resources.

 

The RSCA reliability alphas range from .79–.90 for 15- to 18-year-old females and are considered acceptable (Prince-Embury, 2006). Convergent and divergent validity have been correlated with those of conceptually similar instruments that measure resiliency (e.g., Reynolds Bully Victimization Scale); the criterion validity was established by comparing groups of clinical samples to matched groups of nonclinical samples of children and adolescents (Prince-Embury, 2006).

 

     Obstacle Survey. The OS (Klaw, 2008) was designed to determine the specific obstacles that adolescent mothers encounter in daily life that could potentially impede their career adaptability, such as needing childcare and facing discrimination because of race. The survey consists of 26 items that could potentially impact participants’ career adaptability. The OS is a relatively new instrument designed for use with adolescent mothers; therefore, there is little information available about psychometric properties. However, the information provided by the OS was expected to be helpful in developing a better understanding of the perceived obstacles to the career adaptability of adolescent mothers.

 

     Demographic Questions. The demographic items were 12 questions designed to gather the following information about the participants: age, racial/ethnic identity, language used in the home, number and age(s) of children, living situation, socioeconomic status, current school status, and employment status.

 

Procedure

After obtaining approval from the Institutional Review Board, the first author developed relationships with the directors of one community-based and one school-based parenting program in order to recruit study participants. All adolescent mothers in both programs who met the study criteria received the opportunity to participate in the study. Given the unstructured nature of both programs, it is unclear what exact percentage of study-eligible adolescent mothers elected not to participate in the study, but informal observations from the first author suggest that almost all the study-eligible adolescent mothers completed the survey. Attendance was voluntary in the community-based program, so the number of adolescent mothers present varied from week to week, but the first author was present at a total of four meetings. For the school-based program, the first author made two scheduled visits to the school, during which she invited adolescent mothers who were present in classes specifically provided for them (e.g., life skills, support group) to participate in the study. Participants under age 18 received parental permission forms and older participants received informed consent forms. Participants completed all instruments via the computer using an online questionnaire created in Survey Monkey, with the exception of the RSCA (Prince-Embury, 2006), which they completed using a paper-and-pencil version as the publisher required. Survey completion was untimed. Participants who completed all aspects of the study received $10.00 in compensation to encourage completion. Three incomplete surveys were excluded from the statistical analysis.

 

Results

 

Career adaptability, resiliency and perceived obstacles were measured using a number of established instruments in order to generate descriptive statistics to better understand the current state of adolescent mothers’ career development. Career adaptability and resiliency were correlated to look for relationships between the two and entered into a multiple regression to determine the predictive power. Career adaptability was defined as and measured by the participants’ process of planfulness, exploration and decision-making. In the area of career planfulness, participants’ scores were slightly higher than the average score for the norm sample of female adolescents (Thompson & Lindeman, 1981): CP (M = 3.34, SD = 0.78), career-planning engagement (M = 3.15, SD = 0.93) and career knowledge (M = 3.61, SD = 0.88). This finding suggests that adolescent mothers in this study were similar to their peers in terms of career planfulness. For career exploration (M = 2.73, SD = 0.99), participants reported a moderate amount of career exploration behaviors with slightly higher self-exploration (M = 3.16, SD = 1.12) involving reflection on one’s future career and past experiences, than environmental exploration (M = 2.34, SD = 1.08) that involves investigating career possibilities. The reliabilities for the current study were .89 for both CP subscales and .90 for the total scale. In terms of career decision-making, there was little variation between the total score (M = 3.26, SD = 0.95) and each of the subscale scores, which ranged from 3.12–3.37. The subscale reliabilities ranged from .87–.90, and reliability for the total scale was .90. Thus, participants were neither strong nor weak in terms of decision-making skills related to selecting a college major, determining one’s ideal job, deciding on values related to occupations and preparing for a job search.

 

Regarding resiliency, participant T scores for the three scales and scaled scores for the subscales were compared to those of the female adolescent norm group (Prince-Embury, 2006). T scores over 60 are considered high, 50–59 are above average, 46–49 are average, 41–45 are below average, and below 40 are low. The reported T scores for participants were average for both the MAS (M = 48.29, SD = 7.93) and the REA (M = 49.44, SD =10.58) and below average for the REL (M = 44.47, SD = 10.11). The manual reports that scaled scores for the subscales over 16 are considered high, 13–15 are above average, 8–12 are average, 5–7 are below average, and below 5 are low. The related subscale scores for the MAS were average (M = 9.45–9.75); subscales for the REL were average (M = 8.12–8.75); and subscales for the REA were average (M = 9.80–10.39). The subscale reliabilities ranged from .57–.87 and the scale reliabilities ranged from .84–.93.

 

The participants rated 25 perceived obstacles using the OS (Klaw, 2008). The obstacles were organized into seven categories plus other to capture themes that have been reflected in the literature (e.g., pressing immediate needs, work-related concerns, education-related concerns). Ratings of 2 (somewhat of a concern) and 3 (a large concern) were combined and categorized for descriptive and contextual purposes. The most frequent obstacles for adolescent mothers were related to pressing immediate needs (childcare [73%] and transportation [72%]), work-related concerns (need for more job training [72%] and not many jobs available in my area [72%]), and education-related concerns (need more preparation to continue my education [71%] and need money to continue my education [68%]). Another identified obstacle was health-related concerns for mother or child (68%). Of lesser concern for these adolescent mothers was discrimination (facing discrimination because I am a woman [26%] and facing discrimination because of where I live [20%]) and relationship concerns (parents wanting me to work full-time [27%] and my baby’s father doesn’t want me to work [19%]). Deviant behaviors do not appear to be obstacles for most adolescent mothers surveyed; these behaviors include education-related concerns such as suspended/expelled from school (14%) and community concerns such as fear of community violence (21%), being in jail or in trouble with the police (14%), and being part of a gang (5%).

 

Relationships Between Career Adaptability and Resiliency

The mean scores for the three dimensions of career adaptability were correlated with the three resiliency scales scores (see Table 1). Within the resiliency measures, personal resiliency (as measured by the MAS scale) and relational resiliency (as measured by the REL scale) demonstrated a moderately strong positive correlation (r = 0.65), while emotional vulnerability (as measured by the REA scale) was weakly and negatively related to the other two measures (r = -0.22; r = -0.26). The relationships among career adaptability measures suggest that, while each dimension of career adaptability is a separate aspect of career adaptability, they are related. The strongest correlation was between exploration and decision-making (r = 0.70). The interrelationships among career adaptability dimensions and the three resiliency attributes were found to moderately correlate with personal (r = 0.29; r = 0.39; r = 0.49) and relational resiliency (r = 0.27; r = 0.26; r = 0.35); emotional vulnerability was not related to any of the scales for career adaptability. Decision-making demonstrated the strongest positive relationship with personal and relational resiliency (r = 0.49; r = 0.35).

 

 

Table 1

 

Intercorrelations between Resiliency, Dimensions of Career Adaptability, and Obstacles

 

Variable

1

2

3

4

5

6

Resiliency Measuresa
  1. Sense of Mastery (MAS)   (.84)
  2. Sense of Relatedness (REL)

 0.65*

(.93)

  3. Emotional Reactivity (REA)

-0.22*

-0.26*

(.87)

Career Adaptability
  4. Career Planfulnessb

0.29*

0.27*

-0.10

  (.90)
  5. Career Explorationc

0.39*

0.26*

-0.11

0.61*

  (.93)
  6. Career Decision Makingd

0.49*

0.35*

 0.19

0.56*

0.70*

(.98)

 

Note. Reliability values for this study are shown diagonally (Cronbach alphas). N = 101

* p < 0.05

RSCA (Prince-Embury, 2006)

b CDI-S (Super et al., 1979)

c CES (Stumpf, Colarelli, & Hartman, 1983)

d CDSE-SF ( Betz, Hammond, & Multon, 2005)

 

 

 

Predictive Power of Resiliency for Career Adaptability

Multiple regression was used to examine the predictive power in the three constructs of resiliency to the three dimensions of career adaptability (see Table 2). The three resiliency measures explained a statistically significant 25% of variance in career decision-making (F = 10.96), 15% of variance in career exploration (F = 5.84) and 9% of variance in career planfulness (F = 3.37). Personal resiliency (MAS) was the only resiliency scale that produced statistically significant results in two of the three career adaptability measures (see Table 2). The lack of statistical significance for relational resiliency is due to its high correlation with personal resiliency. Therefore, adolescent mothers who possess higher personal resiliency appear to possess higher levels of career adaptability.

 

Table 2

Predicting Career Adaptability by Resiliency Scores

 

b

t

p value

R2

F

p value

Career Planfulness

0.09

3.37

0.0217*

  MASRELREA

 0.191

 0.139

-0.023

 1.50

 1.08

-0.23

0.1373

0.2840

0.8178

Career Exploration

0.15

5.84

0.0010**

  MASRELREA

 0.385

-0.001

-0.026

 3.12

-0.01

-0.27

  0.0024*

0.9922

0.7857

Career Decision Making

0.25

10.96

< 0.0001**

  MASRELREA

 0.455

 0.035

-0.080

 3.93

 0.30

-0.88

 0.0002**

0.7667

0.3812

Note. N= 101. MAS = Sense of Mastery; REL = Sense of Relatedness; REA = Emotional Reactivity.*p< 0.05** p<0.001

 

 

 

Discussion

 

The results of this study should inform researchers and practitioners who are interested in assessing and advancing the career adaptability and resiliency of adolescent mothers while concurrently being mindful of perceived obstacles. In terms of career adaptability skills, the adolescent mother participants endorsed similar skills to their peers in both career planfulness and career decision-making, but lower scores in career exploration. Overall, participants appear to be average in their career planfulness skills, including engagement in career planning and career knowledge. This finding suggests that adolescent mothers are just as competent with respect to career planfulness as nonparenting peers in the normative sample of the CP of the CDI-S (Thompson & Lindeman, 1981).

 

The career exploration scores indicate that environmental exploration (e.g., gathering information about careers of interest, jobs/careers in a local geographical region, jobs/careers with specific companies, career training opportunities; making contact with professionals in career areas of interest) is the most pressing of exploration needs. The results suggest that the participants show a need for increased career exploration skills, especially regarding environmental exploration. However, Porfeli and Skorikov (2010) stressed the importance of both aspects of career exploration. Thus, developing self-exploration skills (i.e., reflecting and connecting past experiences to future career choices and plans) would be beneficial for the participants. Consistent with the findings of Creed et al. (2009), targeted exploration initiatives are recommended to develop effective environmental and self-exploration skills to help adolescent mothers improve their overall career exploration skills.

 

For career decision-making, participants indicated feeling the most confident in assessing their own interests and abilities, conducting career-related research on the Internet, and planning and goal setting. They indicated feeling the least confident in navigating issues related to college, preparing a résumé, clarifying values, knowing about salary and wages for specific jobs and careers, and identifying potential employers. Several of the skills about which participants felt the least confident are reflected in the lower environmental exploration scores (e.g., knowledge of specific career information, such as salary and being able to identify potential employers). Interventions with adolescent mothers surrounding career decision-making skills should be targeted at areas of reported need (Fouad, Cotter, & Kantamneni, 2009).

 

In terms of resiliency, the participant profiles offer some consistent information about areas of strength and concern. Participants possess similar levels of personal resiliency and emotional vulnerability as same-age and same-gender peers within the normative sample of the RSCA (Prince-Embury, 2006). However, some differences are apparent between the study sample and the norm group on relational resiliency. The adolescent mothers indicated that they had more trouble communicating with others, less effective support systems, less favorable views of interpersonal relationships, and difficulty initiating and maintaining socially supportive and healthy relationships with family and friends, which is consistent with previous research findings (Gee & Rhodes, 2007; Klaw et al., 2003). It is unclear whether the inability to develop and maintain healthy interpersonal relationships is a result of contextual factors related to adolescent pregnancy/parenthood, inadequate social skills present before the pregnancy/parenthood or a combination of factors.

 

The multiple regression showed that all of the resiliency measures had statistically significant power in predicting the career adaptability dimensions. Personal resiliency, a relative strength for this sample of adolescent mothers, showed the most predictive power. The relational resiliency scores demonstrated less predictive power and were lower than those of the participants’ same-age peers. Participants have difficulty initiating and maintaining interpersonal relationships that are comforting, supportive, tolerant and trusting, which is consistent with previous findings (Gee & Rhodes, 2007). This finding raises questions about the relationship between below-average relational resiliency scores and average career adaptability scores. If the relatedness scores were higher, indicating that the adolescent mothers had strong interpersonal relationships, would the career adaptability scores also be higher? Looking at the relationship between career adaptability and resiliency in larger groups of adolescents, both parenting and nonparenting, might provide more information about correlation or predictive relationships between the two variables (e.g., supportive relationships may provide adolescent mothers with more career-related skills and knowledge).

 

Data collected from adolescent mothers on their reported obstacles are helpful in understanding the challenges of motherhood. Consistent with Klaw’s (2008) findings, the most frequently cited challenges were pressing immediate needs (e.g., transportation, childcare, caring for the baby, healthcare). The next most mentioned obstacles were career and education-related concerns (e.g., job training and difficulty in school), also similar to Klaw’s (2008) findings. Although the obstacles were not statistically related to career adaptability and resiliency, understanding the obstacles encountered by adolescent mothers may be helpful in designing and implementing strategies to further develop career adaptability and foster resiliency.

 

The results indicate that the dimensions of career adaptability (i.e., planfulness, exploration, decision-making) can be quantitatively measured and used for assessment purposes to inform future intervention strategies. Additionally, the nature of career adaptability is expanding to include such attributes of resiliency (Savickas, 1997; Savickas et al., 2009). Theorists are moving away from the linear definition of career adaptability as planfulness, exploration and decision-making skills in order to create a more holistic, contextual and developmental conceptualization of career adaptability (Savickas et al., 2009).

 

Proposed Intervention Strategies

 

The following are proposed strategies to further the three components of career adaptability (i.e., planfulness, exploration, decision-making) and resiliency among adolescent mothers. Interventions to increase career-planning skills include fostering a future orientation and optimism, reinforcing positive attitudes toward planning, and teaching and providing practice in planning and goal-setting skills (Muskin, 2004; Savickas, 2005). While Muskin (2004) advocated for more generalized interventions designed to teach adolescents long- and short-term goal setting, Savickas (2005) recommended specific interventions to develop career-planning skills, like the Real Game (Jarvis & Richardt, 2001).

 

Interventions to help foster exploration include activities designed to help adolescents learn more about themselves (e.g., clarifying values, reflecting on past exploration experiences, assessing personal interests and abilities) and the world of work (e.g., job shadowing, volunteering, reading about various careers) with exercises designed to encourage both types of exploration (Porfeli & Skorikov, 2010). Interventions to foster decision-making must consider how differing perspectives on decision-making (e.g., collectivist or individualistic) can impact the decision-making process (Cardoso & Moreira, 2009; Shea et al., 2009). Other interventions such as assertiveness and decisional training, time and self-management skills training, and discussion groups can be used to foster career decision-making skills (Muskin, 2004; Savickas, 2005). Interventions to foster resiliency focus on building self-efficacy in order for adolescents to feel that they are strong enough to handle current and future situations and typically include role modeling, encouragement, anxiety reduction and developing problem-solving skills (Savickas, 2005).

 

Suggestions for Future Research and Limitations

 

The information gathered in this study highlights the need for assessment to accurately measure and enhance the career adaptability and resiliency of adolescent mothers. Adolescent mothers face additional obstacles that necessitate intervention strategies carefully be constructed based on both theoretical and contextual considerations. The combination of resiliency and career adaptability may provide the positive, strengths-based assessment and intervention strategies framework necessary to assist adolescent mothers in overcoming obstacles and becoming self-supporting adults.

 

Based on observations during data collection, two recommendations were generated for researchers and practitioners working directly with adolescent mothers in further research, assessment or intervention endeavors. First, adolescent mothers indicated that they would have preferred an interview rather than a written survey. The desire for verbal communication over written communication may provide insight into the most effective means of implementing assessment and intervention strategies. Second, many of the participants expressed immediate interest in the results of the study, both personal and overall results. These inquiries suggest that adolescent mothers are interested in and committed to developing career adaptability skills. Capitalizing on this initial enthusiasm may be a key factor in structuring assessment and intervention strategies. Delays in providing results and subsequent interventions to participants may diminish their interest in further developing career adaptability skills. Prescod and Daire (2013) noted the critical need for adolescent mothers to be involved in career development counseling services in both a time-sensitive and culturally sensitive manner for optimal results.

 

Given the challenges of studying this population, one limitation of the current study is that the assessment data were gathered from a purposeful sample of three programs in a limited geographical region. Yet, this sample was incredibly diverse, adding much information to the literature. Another important limitation was observed during data collection—not all of the scheduled participants attended data collection sessions. As the results of the OS (Klaw, 2008) also demonstrated, the lack of childcare and reliable transportation was evident during the data collection. Many participants brought their children to the data collection sites or were unable to get transportation to the sites.

 

Furthermore, research has indicated that childcare may lead to socioeconomic advancements of adolescent mothers, as they have increased available time to focus on school and work (Mollborn & Blalock, 2012). Thus, exploring childcare resources and possibly providing childcare resources while adolescent mothers partake in career development programs may be essential in their ability to focus on such efforts. The childcare challenge likely far exceeds the typical time management struggles of today’s nonparenting adolescents who are in the process of exploring careers as described by Strom, Strom, Whitten, and Kraska (2014). In the current study, program staff at community and school program sites indicated that attendance was a challenge for adolescent mothers because of these obstacles (i.e., childcare and transportation), highlighting the need for researchers and practitioners to address obstacles that more than 70% of adolescent mothers face in order to work effectively with these clients.

 

 

Conflict of Interest and Funding Disclosure

The authors reported no conflict of

interest or funding contributions for

the development of this manuscript.

 

 

 

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Heather Barto is an Assistant Professor at Messiah University. Simone Lambert, NCC, is an Assistant Professor at Argosy University. Pamelia Brott, NCC, is an Associate Professor at Virginia Polytechnic Institute and State University. Correspondence can be addressed to Heather Barto, Suite 3052, Messiah College, One College Avenue, Mechanicsburg, PA 17055, hbarto@messiah.edu.

 

Evidence-Based Practice, Work Engagement and Professional Expertise of Counselors

Varda Konstam, Amy Cook, Sara Tomek, Esmaeil Mahdavi, Robert Gracia, Alexander H. Bayne

This study examined work engagement and its role in mediating the relationship between organizational support of evidence-based practice (integrating research evidence to inform professional practice) and educational growth and perceived professional expertise. Participants included 78 currently employed counselors, graduates of a master’s program in mental health counseling located in an urban northeastern university. Results revealed that work engagement significantly mediates the relationship between organizational support of evidence-based practice and educational growth and perceived professional expertise. Implications for counseling practice and recommendations for future research are discussed.

Keywords: professional expertise, counselors, evidence-based practice, professional development, work engagement

 

Although ongoing efforts to maintain and improve clinical competence are intrinsic to ethical practice for counselors (Jennings, Sovereign, Bottorff, Mussell, & Vye, 2005), clinical experience does not appear to guarantee additional skill acquisition among counselors (Goodman & Amatea, 1994; Skovholt & Jennings, 2005). Notably, a meta-analysis conducted by Spengler et al. (2009) revealed that level of education, training and experience had a small effect on clinical judgment (d = .12). Skovholt and Jennings (2005) concluded that “experience alone is not enough” to ensure professional growth and increased professional expertise in counseling practice (p. 15).

 

Because years of experience only minimally inform professional expertise (defined as the ability to accurately diagnose and implement treatment plans that sensitively incorporate the contexts in which clients are embedded [Meier, 1999]), it is important to isolate both individual and organizational factors that improve professional expertise over time. Individual factors identified in the counseling literature include (a) the importance of self-reflection (Neufeldt, Karno, & Nelson, 1996), (b) exploration of unexamined assumptions about human nature (Auger, 2004), (c) empathy (McLeod, 1999; Pope & Kline, 1999), (d) self-awareness (Richards, Campenni, & Muse-Burke, 2010), (e) mindfulness (Campbell & Christopher, 2012) and (f) cultural competence (Goh, 2005). Organizational factors (defined as organizational systems and processes that are in place to support counselor professional growth linked to organizational and client outcomes) also have been identified (Aarons & Sawitzky, 2006a; Bultsma, 2012, Goh, 2005; Perera-Diltz & Mason, 2012; Truscott et al., 2012). The range of studies, however, has been limited in scope, and research has tended to focus on administrative practices associated with staff turnover, morale, efficiency and productivity (Aarons & Sawitzky, 2006a).

 

This research focused on how individual counselors and organizations providing counseling services can promote the continuing development and refinement of professional expertise among practicing counselors. Specifically, we focused on individual work engagement and organizational factors—that is, organizational support of evidence-based practice (EBP) and educational growth, and their relationships to perceived counselor professional expertise. Counselor use of EBP involves engaging in critical analysis of professional practice and integrating research evidence to inform interventions (Carey & Dimmitt, 2008). We propose that organizational support of EBP and educational growth are important job resources (Bakker & Demerouti, 2008), and that work engagement mediates the relationship between these resources and perceived counselor professional expertise. First, we present a review of the literature related to organizational support of EBP and work engagement, with a specific focus on linking individual and organizational factors to perceived professional expertise.

 

Evidence-Based Practice

 

Efforts put forth by the American Counseling Association (Morkides, 2009) and the American Counseling Association Practice Research Network (Bradley, Sexton, & Smith, 2005) have revealed that evidence-based interventions are critical to the optimal functioning of counselors. Implementation of EBP has been increasingly required across a variety of counseling settings, such as in schools (Carey & Dimmitt, 2008; Dimmitt, Carey, & Hatch, 2007; Forman et al., 2013) and nonprofit human services organizations (McLaughlin, Rothery, Babins-Wagner, & Schleifer, 2010). The Council for Accreditation of Counseling and Related Educational Program standards (2009) also have documented the importance of counselors being trained in using data to inform decision-making, although there are no specific guidelines informing counselors and counselor educators how to engage in EBP effectively. Consequently, implementation of EBP has required that practitioners work in new ways, develop and refine existing clinical skills, and at times reconcile philosophical differences between EBP and their respective disciplines (Tarvydas, Addy, & Fleming, 2010).

 

The requirement that counselors integrate research findings when working with clients serves to not only sharpen their conceptual understanding of treatment effects, but also aligns conceptual understanding with clinical practice. Such alignment affords the counselor a clearer sense of mastery and aids in developing professional confidence (Beidas & Kendall, 2010). At the organizational and individual practitioner levels, supervisors can work to promote the implementation of more efficacious interventions (Brown, Pryzwansky, & Schulte, 2006; Sears, Rudisill, & Mason-Sears, 2006; Truscott et al., 2012). Thus, understanding individual and organizational factors that influence the use of EBP could help inform counselor development and counseling expertise.

 

Aarons and Palinkas (2007) surveyed comprehensive home-based services case managers working in child welfare settings specifically with respect to their experiences with EBP. The authors reported that organizational support and willingness to adapt EBP to fit unique settings are the best predictors of successful EBP implementation, including positive attitudes toward EBP. When paired with consistent supportive consultations and supervision, implementation of EBP in child services settings has been associated with greater staff retention (Aarons, Sommerfeld, Hecht, Silovsky, & Chaffin, 2009). Researchers have not yet replicated these results with practitioners working across a range of counseling settings, nor have they expanded their analyses to examine the relationship of EBP training and implementation to professional expertise.

 

In a qualitative study, Rapp et al. (2008) identified barriers to implementing EBP in five Kansas-based community mental health centers participating in the National Implementing Evidence-Based Practice Project. Rapp et al. (2008) were able to identify critical strategies that produced successful outcomes and positive attitudes toward EBP on behalf of the staff. These strategies included the following: (a) managers setting expectations and front-line staff monitoring EBP use, (b) members of upper management serving as champions of EBP by proactively keeping organizational focus on EBP, (c) educating all staff on the importance of EBP rather than exclusively targeting the staff using EBP as part of their job responsibilities, and (d) creating leadership teams that included representatives from all levels of responsibility within the organization to monitor progress and identify obstacles to implementing EBP. Similarly, in a survey developed to assess EBP implementation in community mental health settings, Carlson, Rapp, and Eichler (2012) found that the key components of successful EBP implementation were team meetings, professional development and skill-building activities, and use of outcome measures to track progress.

 

Organizational and individual processes by which EBP contributes to optimal counselor functioning over time are relatively unexplored in the literature. One possible variable to consider when addressing issues related to EBP implementation and counselor effectiveness is work engagement, a work-related state of mind associated with feeling connected and fulfilled in relation to one’s work activities (Schaufeli & Bakker, 2004; Schaufeli, Bakker, & Salanova, 2006). Work engagement holds promise in furthering the understanding of how individuals and organizations that support these individuals can promote the continuing development and refinement of professional expertise (Bakker & Demerouti, 2008; Schaufeli et al., 2006).

 

Work Engagement and Professional Expertise

Schaufeli et al. (2006) defined work engagement as “a positive, fulfilling work-related state of mind that is characterized by vigor, dedication, and absorption” (p. 702). Contrary to those who suffer from burnout, engaged individuals have a sense of connection to their work activities and see themselves as capable of dealing with job responsibilities. It is important to note that the literature related to work engagement is represented by a wide array of contexts including those that are business related. The results of these studies, therefore, cannot be generalized to counselors working across a variety of mental health and school settings (Bakker & Demerouti, 2007, 2008; Salanova, Agut, & Pieró, 2005; Sonnentag, 2003). However, the findings in business-related contexts have revealed interesting associations that warrant further examination. For example, Langelaan, Bakker, van Doornen, and Schaufeli (2006) found that in participants working in diverse business settings (e.g., managers working for Dutch Telecom, blue-collar employees working in food processing companies), specific personality qualities associated with work engagement, such as low levels of neuroticism, high levels of extraversion and the ability to adapt to changing job conditions, were correlated with high levels of work engagement. A number of studies also identified a reciprocal relationship between personal resources (self-esteem and self-efficacy), job resources (effective supervision, social support, autonomy and variety in job tasks) and work engagement (Hakanen, Perhoniemi, & Toppinen-Tanner, 2008; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009). The participants in the Hakanen et al. (2008) study were Finnish dentists, whereas the Xanthopoulou et al. (2009) study was based on the responses of employees working in three branches of a fast-food company.

 

Supportive Organizational Contexts, Work Engagement and Professional Expertise

Colquitt, LePine, and Noe (2000) emphasized the importance of providing organizational support in the workplace when considering job performance and work engagement. However, the focus on “situational characteristics such as support remains surprisingly rare” (p. 700). The authors defined organizational support of educational growth as the extent to which the organization supports ongoing professional learning and development. Research findings have suggested that work engagement is positively correlated with job characteristics identified as resources, such as social support from supervisors and colleagues, performance feedback, coaching, job autonomy, task variety, and training facilities (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001; Salanova et al., 2005; Salanova, Bakker, & Llorens, 2006; Salanova & Schaufeli, 2008; Schaufeli & Bakker, 2003; Schaufeli, Taris, & van Rhenen, 2008). According to Bakker, Giervels, and Van Rijswijk (as cited by Bakker & Demerouti, 2008), engaged employees have been successful in mobilizing their job resources and influencing others to perform better as a team.

 

In accordance with the model proposed by Bakker and Demerouti (2008), work engagement, in the context of perceived counselor professional expertise, mediates the relationship between job and personal resources and job-related performance. Job resources (e.g., organizational support of EBP, organizational support of educational growth) and personal resources inform work engagement, especially in jobs with high demands (Bakker & Demerouti, 2008; Bakker, Hakanen, Demerouti, & Xanthopoulou, 2007; Salanova et al., 2005). We propose that organizational support of educational growth and organizational support of EBP are important job resources as conceptualized by the Bakker and Demerouti model, and that work engagement mediates the relationship between these resources and counselor professional expertise.

 

This study addresses a gap in the literature by focusing on understanding the relationships among work engagement, organizational support of EBP and organizational support of educational growth with respect to perceived professional expertise in practicing counselors. To our knowledge, no research to date has linked the systematic organizational implementation of EBP and organizational support of educational growth with the proposed mediating role of work engagement in relationship to counselor perceived professional expertise. See Figure 1 for the proposed mediation model. In addition, the participants of this study function across a variety of counseling settings including schools, hospitals and mental health agencies.

 

 

 

 

It is important to determine whether a supportive professional context in general, rather than support specific to EBP, accounts for the relationship between EBP and work engagement. We assessed an alternative source of organizational support: support of educational growth, defined as the extent to which the organization supports ongoing professional learning and development. We hypothesized that organizational support of EBP uniquely contributes to work engagement, independent of support of educational growth. We hypothesized the following:

 

Organizational support of EBP, organizational support of educational growth and professional expertise will all be positively related to each other.

Work engagement will significantly mediate the relationship between organizational support of EBP and educational growth, and in turn will increase perceived professional expertise, as proposed by Bakker and Demerouti (2008).

 

Methods

 

Participants   

The participants for this study included 78 graduates of a master’s program in mental health counseling located in an urban university in the northeastern part of the United States. The graduates of the counseling program were exposed to coursework that incorporated training and content specific to developing EBP (although they did not complete individual courses devoted specifically to the topic). For example, during the completion of internship coursework and courses foundational to the counseling profession, they were required to complete assignments focusing on using research and data to inform decision-making and practice. As such, prior to being employed in the field as professional counselors, the participants had prior exposure to the theory and practice of employing EBP.

 

Mailing addresses of 286 mental health counseling graduates were obtained from the alumni office, and a survey was sent to each graduate. A total of 91 mental health counselors located in a variety of settings, including mental health, school and hospital settings, completed the survey and returned it by mail; a response rate of 31.8% was obtained. Five of the questionnaires were excluded due to the participants not working in the field, and eight questionnaires were excluded due to missing data. An a priori power analysis was conducted to ascertain the number of participants required to achieve statistical significance using G*Power (Faul, Erdfelder, Buchner, & Lang, 2009). In using an alpha level of .05 and establishing a minimum power set of .80 and moderate effect size of .30, a minimum of 64 participants was needed to obtain a power of .80 in a hypothesis test using bivariate correlations. A minimum sample size of 58 was needed to achieve a power of .80 for our mediation model analysis (Fritz & MacKinnon, 2007).

 

The sample consisted of mostly female (n = 67, 86%) respondents. The participants were primarily White (n = 61, 78%), a small percentage Black (n = 4, 5%) and Hispanic (n = 3, 4%), and the rest identified as being “other” or “mixed-race” (n = 10, 13%). Participants averaged 37.4 years old (SD = 9.4), with a median age of 34.5 years. The participants were experienced, with over 90% having 2 or more years of work experience; 35% (n = 27) had 0–4 years of experience, 37% (n = 29) had 5–7 years of experience, while over 28% (n = 22) had 8 or more years of experience. A majority of participants (n = 65, 83%) reported involvement in a national committee within the mental health profession, indicating that the participants were involved within the counseling community and therefore more likely to be engaged at a professional level. Participants came primarily from mental health agencies (n = 33, 42%), followed by school settings (n = 15, 19%) and hospital settings (n = 7, 9%), with the remaining 27% (n = 20) indicating that they worked in more than one type of setting and approximately 4% (n = 3) not identifying their work setting. Data regarding licensure status was not collected.

 

Instruments

The Professional Expertise and Work Engagement Survey (PEWES) containing four subscales (Organizational Support of Educational Growth Measure [OSEGM], Organizational Support of Evidence-Based Practice [OSEBP], Utrecht Work Engagement Scale [Utrecht] and Mental Health Counseling Professional Expertise Questionnaire [PES]) was developed to measure professional expertise, organizational support of EBP and educational growth, and work engagement. The survey items were developed through incorporating key literature from counseling and related fields (e.g., business and psychology), since the constructs measured had not been assessed directly in the counseling literature. To ensure that the items were applicable to counseling practices, the survey was developed and piloted by two counselor educators. Items that the counselor educators identified as not applicable to counseling practices were excluded from analysis.

 

Organizational Support of Educational Growth. This assessment is a 5-item instrument using a 10-point Likert-type scale that evaluates characteristics of work settings. The instrument was designed based on the work of Colquitt et al. (2000) and focuses on attributes that predict motivation to learn and job performance. Cognitive abilities and age (identified as individual factors) along with work environment and trainee feedback from colleagues and supervisors (identified as situational factors) are represented in the model. The scale purports to assess support for educational growth present in the work environment. A few sample items used are the following: (a) To what extent does your work setting provide experiences for professional growth and development? (b) To what extent does your work setting provide time for learning activities to promote your professional growth? (c) To what extent does your organization have a climate that supports learning? A factor analysis was conducted on the items using a principal components extraction method. A single factor solution accounted for 52% of the variance in the items, with an eigenvalue of 2.6, indicating that a single summative scale could be utilized. The scale resulted in a range from 5 (low) to 50 (high). A Cronbach’s alpha of .81, 95% CI [.74, .87], was obtained for this instrument.

 

Organizational Support of Evidence-Based Practice. This 4-item survey using a 10-point Likert-type scale measures the organization’s culture in terms of supporting employee commitment to EBP. The items were created based on Colquitt and colleagues’ work (2000) and the work of Pfeffer and Sutton (2006). Examples of items used include the following: To what extent do the following statements represent your organizational culture? (a) Committed to evidence-based decision-making, which means being committed to getting the best evidence and using it to guide actions. (b) Looks for the risks and drawbacks in what people recommend—even the best interventions have side effects. A factor analysis with principal components extraction was conducted. Results indicated that a single factor accounted for 66% of the variance in the items, with an eigenvalue of 2.66. The scale resulted in a range of values from 4 (low) to 40 (high). A Cronbach’s alpha of .84, 95% CI [.78, .89], was obtained for this questionnaire.

 

Utrecht Work Engagement Scale. As originally developed, this is a 9-item assessment using a 10-point Likert-type scale that measures level of connection and enthusiasm related to one’s work (Schaufeli et al., 2006). Individuals are evaluated within three aspects of work engagement: vigor, dedication and absorption. The first five items of the scale are utilized to assess work engagement, as follows: (a) At my work, I feel bursting with energy. (b) At my job, I feel strong and vigorous. (c) When I get up in the morning, I feel like going to work. (d) I am enthusiastic about my job. (e) I am proud of the work that I do. These five items fall within the first two subscales of vigor and dedication. Given that absorption was not assessed due to clerical error, items were examined to determine whether a single summative scale could be utilized that would define both vigor and dedication at work. A factor analysis using a principal components extraction found a single factor to account for 81% of the variance in the items, with an eigenvalue of 4.06. This total sum scale created a range of values from 5 (low) to 50 (high). The Cronbach’s alpha for this subset of questions in our sample was .95, 95% CI [.93, .96], indicating high reliability. Schaufeli and colleagues (2006) found a reliability between .60 and .88 for the full 9-item scale.

 

Mental Health Counseling Professional Expertise Questionnaire. Professional expertise was measured by the PES. This self-assessment instrument was designed to measure perceived professional expertise and professional skills. It consists of 10-questions on a 10-point Likert-type scale. Those taking the survey are asked to determine how a strict but fair supervisor would rate their counseling and clinical abilities as related to their work setting. Questions focus on two areas of functioning: ability to select and employ appropriate diagnostic methods, including consideration of cultural data, and ability to implement a treatment plan, based on diagnostic considerations. A few sample items include the following: (a) I am able to select and employ appropriate diagnostic methods. (b) I am able to accurately interpret diagnostic material and make an accurate diagnosis. (c) I am able to develop a comprehensive treatment plan based on my diagnosis. A factor analysis with principal component extraction was conducted to determine whether a single summative scale could be utilized. Our results indicated that a single factor accounted for 63% of the variance in the items, with an eigenvalue of 6.3. A total sum scale was then created and had a range of 10 (low) to 100 (high) points. A Cronbach’s alpha of .92, 95% CI [.89, .94], was obtained for the scale.

 

Data Analysis

Analyses for hypothesis one were performed by calculating a full correlation matrix for the four variables. The second research question evaluated the hypothesized mediation effect proposed by Bakker and Demerouti (2008) using a path analysis. The alpha level was set to .05 for all statistical analyses. Analyses were conducted using SPSS Version 19.0 and SAS Version 9.2.

 

Results

 

Hypothesis One

Scores on the OSEGM were positively correlated with the OSEBP Measure, r(76) = .53, p < .001. This positive correlation indicated that high values of organizational support of educational growth were found with high values of organizational support of EBP. In addition, scores on the OSEGM were positively correlated with scores on the Utrecht, r(76) = .55, p < .001. This significant positive relationship indicated that high levels of organizational support of educational growth were found with high scores on the Utrecht. A significant positive correlation also was found between the OSEGM scores and the PES scores, r(76) = .25, p < .03. This positive directional effect indicated that high levels of organizational support of educational growth related to higher scores on professional expertise.

 

The Utrecht was positively correlated with the OSEBP Measure, r(76) = .58, p < .001. High levels of organizational support of EBP related to higher scores on the Utrecht. The Utrecht was positively correlated with the PES, r(76) = .46, p < .001. The positive relationship indicated that higher scores on the Utrecht found with higher scores on the PES.

 

Lastly, OSEBP was found to be positively correlated with the PES, r(76) = .33, p = .003. This positive relationship indicated that high levels of organizational support of EBP were found with high scores on the PES. Thus, as hypothesized, organizational support of EBP, organizational support of educational growth and perceived professional expertise were all positively related to each other (see Table 1 for correlations between all major variables.).

 

Table 1

 

Correlations Between Study Factors

Utrecht

OSEBP

OSEGM

PESOSEGM .46***.55*** .33**.53*** .25*
OSEBP .58***

 

*p < .05, **p < .01, ***p < .001

 

 

Hypothesis Two

Bakker and Demerouti (2008) proposed a model with a mediation effect of work engagement on the relationship between job and personal resources and performance. Our interpretation of the model placed the OSEGM and the OSEBP Measure into what Bakker and Demerouti (2008) identified as job and personal resources. Additionally, performance was measured by the PES. Work engagement, a mediating variable as suggested by the model, was measured by the Utrecht. Because we adapted the PEWES in accordance with Bakker and Demerouti’s (2008) model, we assessed the individual items and subscales for content validity and reliability as previously described. Given that preliminary findings suggested strong internal consistency, we hypothesized that the full survey could be utilized to ascertain a potential mediation effect of work engagement on the relationship between organizational support of EBP and educational growth, and consequently, greater perceived professional expertise.

 

The estimated model, along with the standardized estimates, is shown in Figure 2. The fit of the model was very good, with an RMSEA of 0.00, χ2(2, n = 78) = 0.66, p = .72, GFI = .99, CFI = 1.00. Additionally, 55% of the direct effect between the OSEBP Measure and the PES can be accounted for by the mediation of the Utrecht, and 70% of the direct effect between the OSEGM and the PES can be accounted for by the mediation of the Utrecht. Given the large bivariate relationships between professional expertise and both organizational support of EBP and organizational support of educational growth, it appears that work engagement itself is largely contributing to these positive relationships. This finding is shown by the large percentage of direct effects accounted for by the Utrecht.

 

 

 

Discussion

 

The purpose of this study was to gain an increased understanding of the relationships between organizational support of EBP and educational growth, work engagement, and perceived counselor professional expertise. In addition, we examined the mediational effect of work engagement on perceived counselor professional expertise. Results revealed a consistent and coherent picture with important implications for organizational support of continued development of counselor professional expertise across a variety of work settings, including mental health agencies, schools and hospital settings.

 

Significant positive relationships between all variables indicate that counselors who rated themselves higher in professional expertise and perceived their work settings as supportive of EBP and educational growth reported significantly higher work engagement scores. Results affirm the importance of organizational support of EBP and its unique contribution to nurturing and sustaining work engagement levels among counselors. Results also affirm the importance of organizational support of continued counselor educational growth. These findings help to substantiate the research efforts of Bakker and Demerouti (2007, 2008) and Schaufeli and Salanova (2007).

 

While organizational support of EBP and organizational support of educational growth both were shown to increase professional expertise, it was the amount of work engagement that accounted for a large proportion of the direct relationships between organizational support of EBP and educational growth with professional expertise. This finding suggests that employers can assist in creating environmental conditions that support and promote employee engagement. A commitment to supervision processes that promote the use of EBP and address issues related to the improvement of work engagement can contribute to improvement in counselors’ functioning across a variety of counselor work settings. Supervision that incorporates linkages between and among EBP implementation, work engagement and professional expertise is potentially empowering to respective supervisees.

 

It is important to note that relying on counselor individual factors exclusively is an insufficient and incomplete path to improving professional expertise outcomes. Results suggest that organizational assessment of work engagement, specifically how it is promoted within the organization, in concert with counselor self-assessments, has the potential to yield meaningful results in terms of creating work environments conducive to professional growth.

 

Further longitudinal research is needed to corroborate the pathways resulting in increased counselor work engagement and professional expertise. Linkages to client outcomes would have significant implications for the continued assessment and support of professional growth of counselors in the field. Another important contextual consideration, exploration of job demands (e.g., work pressure, emotional demands) and how they inform work engagement, would also be beneficial, with important implications for training, supervision and practice. Because work engagement appears to increase possibilities for influencing positive counselor outcomes across a variety of settings, a promising practice includes increased emphasis on assessment and continued monitoring of counselor work engagement.

 

Treatment approaches based on evidence-based principles are likely to increase counselors’ confidence levels and expectations for treatment (Beidas & Kendall, 2010). As suggested by the work of Bakker and Demerouti (2008), a positive feedback loop develops between level of work engagement and organizational support of EBP. Our data are incomplete in terms of understanding these critical and complex relationships that suggest mutually reinforcing feedback loops. Future research is needed urgently to understand these linkages, specifically how organizational support of EBP and counselor level of work engagement reinforce each other in the service of improving treatment outcomes. Conducting longitudinal studies would allow more complete understanding of the relationship between organizational support of EBP and counselor work engagement. Such studies would permit careful examination of how these feedback loops unfold and are sustained over time. Furthermore, supervision models that promote systematic understanding of feedback loops can empower supervisees and promote them monitoring and evaluating their professional growth.

 

In the current study, we did not assess individual attitudes about and commitment to EBP; rather, we assessed participants’ perceptions of organizational commitment to supporting EBP in their respective counseling work settings. We did not explore the unique contributions of supervision models across provider settings and their contributions to perceived professional growth. Consequently, future studies are needed to determine how organizational implementation of EBP, including the use of formal and informal supervision, combined with individual commitment to EBP, is implicated in terms of levels of work engagement and professional expertise.

 

Organizational support of EBP is likely to thrive in a context in which individuals, as well as the system in which they are embedded, embrace and respect the scientific inquiry process (Aarons & Sawitzky, 2006b). While preliminary factors have been identified (e.g., Rapp et al., 2008), further research is needed to investigate this potentially fruitful area of inquiry across culturally diverse work settings, including mental health agencies, schools and hospital settings.

 

Limitations

 

This study is characterized by several limitations, in particular, generalizability. All of the participants were graduates of a Master of Science degree program in mental health counseling at an urban northeastern university with a strong commitment to and focus on social justice and serving vulnerable populations. In addition, participants had completed coursework that incorporated assignments focusing on building knowledge and understanding of EBP. Further limiting the generalizability of our findings is that only a select number (31.8%) of graduates from the master’s degree program chose to respond to the questionnaire. The participants were a self-selected group committed to serving clients in urban contexts, and therefore the findings cannot be generalized to all practicing counselors.

 

Another limitation in our results is the use of a subset of questions designed to assess vigor and dedication on the Utrecht, but that did not assess absorption. However, the questions that were included to assess vigor and dedication yielded a Cronbach’s alpha of .95, indicating a very high reliability. A factor analysis revealed that a single factor accounted for 81% of the variance in the items.

 

The use of self-reports is an additional limitation of the study. Professional expertise and counselor work engagement were assessed by the participants themselves. The study would be enhanced if seasoned external evaluators, deemed experts in their fields, evaluated each of the participants’ level of work engagement and professional expertise. Multiple self-report measurements such as the EBP Attitude Scale (Aarons, 2004) would have provided additional useful information.

 

This study would be enhanced if variables such as provider demographics, job characteristics and in-depth analyses of supervision services provided were assessed. In addition, using a longitudinal design that incorporated client outcomes and linked them to mental health counselor professional expertise and work engagement would address the limitation of the cross-sectional nature of this design. Nevertheless, given the dearth of research in this unfolding area of study, our findings provide an important contribution in terms of building a foundation for developing a relatively unexplored section of literature as it relates to the counseling profession. Examining the impact of organizational support of EBP and educational growth and level of work engagement has the potential for significantly improving counselor professional expertise over time.

 

Professional Practice and Supervision Implications

 

     The findings of this study suggest important directions for counselors, counseling supervisors and administrators. The mediation model indicates the strength of work engagement as a mediator of the large positive relationship between organizational support of EBP and counselor professional expertise, and provides a potential powerful lens for improving counselor outcomes. Given that work engagement accounts for a majority of the direct relationship between organizational support of EBP and professional expertise, the findings of this study suggest that assessment of work engagement can be a valuable avenue for increasing professional expertise.

 

Professionals in counseling and related work settings are struggling with how best to situate their organizations in terms of ensuring optimal counselor and client outcomes, particularly in a context of diminishing economic resources. Although, for example, research studies have provided a degree of clarity in terms of identifying strategies that promote positive attitudes on the part of counselors toward implementation of EBP (Rapp et al., 2008), the systematic study of counselor work engagement and its contribution to professional expertise has not received the attention and focus it merits. While traditional models of counselor training have focused on counselor deficiencies, our finding in support of the mediational role of work engagement expands the understanding of professional growth from a positive psychology perspective—the positive aspects of work.

 

The dynamic nature of the mediational model proposed in this study provides important opportunities for supervision and administrative practices. In accordance with the model proposed by Bakker and Demerouti (2008), relationships between resources, such as organizational support of EBP and continuing organizational support of education; work engagement; and counselor professional expertise are neither static nor unidirectional. These variables mutually reinforce and inform each other. Based on the model suggested by Salanova et al. (2005), organizational support of EBP and organizational support of educational growth serve as job resources that increase work engagement levels among counselors; they also inform counselor professional expertise. Sensitizing counselors and supervisors who function across a variety of settings, including schools, hospitals and mental health agencies, to the significance of work engagement, its linkage to EBP and the opportunities it provides for self-assessment can increase possibilities for improving counselor professional expertise (Crocket, 2007). To date, there is no study that suggests how these important linkages—organizational support of EBP and education, work engagement, and professional expertise—can best be harnessed and translated to a variety of settings and improved outcomes with respect to counselor professional expertise (as well as improved client counseling outcomes). Comparison studies are needed to determine optimal models and how they may be adapted and individualized across a variety of sociocultural settings in order to reinforce the dynamic interplay of these important constructs.

 

Supervisors of mental health counselors have an important role in helping counselors understand organizational contexts, and how they may influence and support their professional growth. Crocket (2007) found that a counselor’s workplace and professional culture, including what transpires during supervision discussions, influence the counselor’s development. Supervisors also play a role in deciphering organizational contexts and can be instrumental in supporting supervisees’ job satisfaction and work motivation (Sears et al., 2006). It is important to understand one’s work context and the potential impact of organizational and professional values on one’s own professional development, a stance that helps counselors to engage actively in the process of self-assessment (Crocket, 2007). Finally, the linkage of organizational commitment to EBP and counselor engagement to continuing professional expertise offers promising opportunities for reflection and professional growth. There is developing evidence that support for professional growth in general facilitates the successful implementation of EBP (Rapp et al., 2008). When there is consistent supportive supervision for using EBP, and when all staff members are included in the education on EBP and demonstration of its importance, even those personnel who are not targeted for EBP implementation, more successful outcomes of EBP implementation have been reported (Rapp et al., 2008). Further, Carlson et al. (2012) reported that successful implementation of EBP is supported by implementation of professional development and skill building as supervisory activities. Not only does our model provide support for the implementation of EBP in counseling settings, but it also provides support for implementation of interventions that enhance professional growth. In keeping with the findings of Colquitt et al. (2000), our model suggests that organizational support contributes to work engagement, independent of support of EBP. Furthermore, Witteman, Weiss, and Metzmacher (2012), based on the work of Gaines (1988), suggested that the development and refinement of professional expertise depend on consistent positive feedback processes. Organizational support of EBP provides counselors and administrators with data-driven feedback processes that encourage opportunities for focused collaboration with room for reflection, evaluation and refinement.

Conclusion

Our robust findings suggest a potentially fruitful area of inquiry that is relatively unexplored terrain. Given that implementation of EBP requires both well-conceived research and practitioners to interpret that research, it would be helpful to isolate and understand the variables that promote successful implementation of EBP in terms of counselor level of work engagement and counselor professional expertise. In the present study, a mediational model that considered systemic factors yielded fruitful findings that have significant implications for counselors, supervisors and administrators working in mental health, school and hospital settings.

 

 

 

Conflict of Interest and Funding Disclosure

The authors reported no conflict of

interest or funding contributions for

the development of this manuscript.

 

 

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Varda Konstam is a professor emerita at the University of Massachusetts-Boston. Sara Tomek is an assistant professor and the director of the Research Assistance Center at the University of Alabama. Amy L. Cook is an assistant professor at the University of Massachusetts-Boston. Esmaeil Mahdavi is a professor at the University of Massachusetts-Boston. Robert Gracia is an instructor at the University of Massachusetts-Boston. Alexander H. Bayne is a graduate student at the University of Massachusetts-Boston. Correspondence can be addressed to Varda Konstam, Department of Counseling and School Psychology, University of Massachusetts, Boston, 2 Avery Street, Boston, MA 02111, vkonstam@gmail.com.

 

Development of an Integrative Wellness Model: Supervising Counselors-in-Training

Ashley J. Blount, Patrick R. Mullen

Supervision is an integral component of counselor development with the objective of ensuring safe and effective counseling for clients. Wellness also is an important element of counseling and often labeled as the cornerstone of the counseling profession. Literature on supervision contains few models that have a wellness focus or component; however, wellness is fundamental to counseling and the training of counselors, and is primary in developmental, strengths-based counseling. The purpose of this article is to introduce an integrative wellness model for counseling supervision that incorporates existing models of supervision, matching the developmental needs of counselors-in-training and theoretical tenets of wellness.

 

Keywords: supervision, wellness, counselors-in-training, integrative wellness model, developmental

 

 

The practice of counseling is rich with challenges that impact counselor wellness (Kottler, 2010; Maslach, 2003). Consequently, counselors with poor wellness may not produce optimal services for the clients they serve (Lawson, 2007). Furthermore, wellness is regarded as a cornerstone in developmental, strengths-based approaches to counseling (Lawson, 2007; Lawson & Myers, 2011; Myers & Sweeney, 2005, 2008; Witmer, 1985; Witmer & Young, 1996) and is an important consideration when training counselors (Lenz & Smith, 2010; Roach & Young, 2007). Therefore, a focus on methods by which counselor educators can prepare counseling trainees to obtain and maintain wellness is necessary.

 

Clinical supervision is an integral component of counselor training and involves a relationship in which an expert (e.g., supervisor) facilitates the development of counseling competence in a trainee (Loganbill, Hardy, & Delworth, 1982). Supervision is a requirement of master’s-level counseling training programs and is a part of developing and evaluating counseling students’ skills (Borders, 1992), level of wellness (Lenz, Sangganjanavanich, Balkin, Oliver, & Smith, 2012), readiness for change (Aten, Strain, & Gillespie, 2008; Prochaska & DiClemente, 1982) and overall development into effective counselors (Bernard & Goodyear, 2014). Supervisors use pedagogical methods and theories of supervision to assess and evaluate trainees with the goal of enhancing their counseling competence (American Counseling Association [ACA], 2014; Bernard & Goodyear, 2014). The method or theory of supervision relates to the interaction between counselor educators and counseling trainees and is isomorphic to a counselor using a theory with a client.

 

The number of supervision theories and methods has increased over recent years. In addition, integrated supervision models have been established with a focus on specific trainee groups (e.g., Carlson & Lambie, 2012; Lambie & Sias, 2009) or specific purposes (e.g., Luke & Bernard, 2006; Ober, Granello, & Henfield, 2009). These integrated models combine the theoretical tenets of key models with the goal of formulating a new perspective for clinical training that adapts to the needs of the supervisee or context. Lenz and Smith (2010) and Roscoe (2009) suggested that the construct of wellness needs further clarification and articulation as a method of supervision. Currently, a single model of supervision with a wellness perspective is available (see Lenz & Smith, 2010). However, it does not specifically apply to master’s-level counselors-in-training (CITs) or focus on the wellness constructs highlighted in the proposed integrative wellness model (IWM). Therefore, this manuscript serves to review relevant literature on supervision and wellness, introduce the IWM, and present implications regarding its implementation and evaluation.

 

Supervision

 

ACA (2014), the Council for Accreditation of Counseling and Related Educational Programs (CACREP; 2009), and the Association for Counselor Education and Supervision (ACES; 2011) have articulated standards for best practices in supervision. For example, ACES’ (2011) Standards for Best Practices Guidelines highlights 12 categories as integral components of the supervision process. The categories include responsibilities of supervisors and suggestions for actions to be taken in order to ensure best practices in supervision. The ACA Code of Ethics (2014) states that supervision involves a process of monitoring “client welfare and supervisee performance and professional development” (Standard F.1.a). Furthermore, supervision can be used as a tool to provide supervisees with necessary knowledge, skills and ethical guidelines to provide safe and effective counseling services (Bernard & Goodyear, 2014).

 

Supervision has two central purposes: to foster supervisees’ personal and professional development and to protect clients (Vespia, Heckman-Stone, & Delworth, 2002). Supervisors work to ensure client welfare by monitoring and evaluating supervisee behavior, which serves as a gatekeeping tool for the counseling profession (Robiner, Fuhrman, Ristvedt, Bobbit, & Schirvar, 1994). Thus, supervisors protect the counseling profession and clients receiving counseling services by providing psychoeducation, modeling appropriate counselor behavior, and evaluating supervisees’ counseling skills and other professional behaviors. In order to do this, supervisors and supervisees must have a strong supervisory relationship that supports positive supervision outcomes (Rønnestad & Skovholt, 2003).

 

Supervision is a distinct intervention (Borders, 1992) that is separate from teaching, counseling and consultation. Supervision is unique in that it is comprised of multifaceted (e.g., teacher, counselor and consultant) roles that occur at different times throughout the supervision process (Bernard, 1997). Bernard’s (1979, 1997) discrimination model (DM) of supervision is an educational perspective positing that supervisors can match the needs of supervisees with a supervisor role and supervision focus. The DM is situation specific, meaning that supervisors can change roles throughout the supervision session based on their goal for supervisee interaction (Bernard, 1997). Therefore, supervisees require different roles and levels of support from their supervisors at different times throughout the supervision process, which can be determined by a process of assessment and matching of supervisee needs.

 

According to Worthen and McNeill (1996), supervision varies according to the developmental level of trainees. Beginning supervisees need more support and structure than intermediate or advanced supervisees (Borders, 1990). Additionally, supervisors working with beginning supervisees must pay more attention to student skills and aid in the development of self-awareness. With intermediate supervisees, supervision may focus on personal development, more advanced case conceptualizations of clients and operating within a specific counseling theory (McNeill, Stoltenberg, & Pierce, 1985). Advanced supervisees work on more complex issues of personal development, parallel processes or a replication of the therapeutic relationship in a variety of settings (e.g., counseling, supervision; Ekstein & Wallerstein, 1972), and advanced responses and reactions to clients (Williams, Judge, Hill, & Hoffman, 1997). Consequently, supervision progresses from beginning stages to advanced stages for supervisees, with a developmental framework central to the process. Supervision is tailored to the specific developmental level of a supervisee, and tasks are personalized for needs at specific times throughout the supervision process. Developmental stages in supervision have been identified as key processes that counselor trainees undergo (e.g., Rønnestad & Skovholt, 2003; Stoltenberg & McNeill, 2012), a conceptualization that necessitates a supervision model that aids supervisees in a developmental fashion.

 

Recent models of supervision represent trends toward integrative and empirically based supervision modalities (e.g., Bernard & Goodyear, 2014; Lambie & Sias, 2009). The current integrated model of supervision draws from the theoretical tenets of the DM (Bernard, 1979, 1997), matching supervisee developmental needs (Lambie & Sias, 2009; Loganbill et al., 1982; Stoltenberg, 1981) and wellness constructs (Lenz et al., 2012; Myers, Sweeney, & Witmer, 1998). Wellness is a conscious, thoughtful process that requires increased awareness of choices that are being made toward optimal human functioning and a more satisfying lifestyle (Johnson, 1986; Swarbrick, 1997). As such, the IWM includes wellness undertones in order to support optimal supervisee functioning. This article presents the IWM’s theoretical tenets, implementation and methods for supervisee evaluation. In addition, a case study is presented to demonstrate the IWM’s application in clinical supervision.

 

Theoretical Tenets Integrated Into the IWM of Supervision

 

The DM (Bernard, 1979, 1997) is considered “one of the most accessible models of clinical supervision” (Bernard & Goodyear, 2014, p. 52) and includes the following three supervisor roles: teacher, counselor and consultant. In the teacher role, the supervisor imparts knowledge to the supervisee and serves an educational function. The counselor role involves the supervisor aiding the supervisee in increasing self-awareness, enhancing reflectivity, and working through interpersonal and intrapersonal conflicts. Lastly, the consultant role provides opportunities for supervisors and supervisees to have discussions on a balanced level (Bernard, 1979). The three roles are used throughout the supervision process to promote supervisee learning, growth and development.

 

The DM of supervision is situation specific in that supervisors enact different roles throughout the supervision session based on the observed need of the supervisee (Bernard & Goodyear, 2014). As needs arise in supervision, the supervisor decides which role is best suited for the issue or concern. This process requires the supervisor to identify or assess a need and to make a decision regarding the appropriate role (i.e., teacher, counselor or consultant) to facilitate appropriate supervision. Furthermore, the use of supervisory roles is fluid, with its ebb and flow contingent upon the supervisee needs or issues. For example, if a supervisee is struggling with how to review informed consent, a supervisor can use the teacher role to educate the student on how to proceed, and then address the supervisee’s anxiety about seeing his or her first client using the counseling role. The DM roles are integrated into the IWM, and supervisors alternate between roles to match supervisee needs throughout the supervision process.

 

Developmental Tenets

     The authors of developmental models have suggested that counseling trainees progress in a structured and sequential fashion through stages of development that increase in complexity and integration (e.g., Blocher, 1983; Loganbill et al., 1982; Stoltenberg, 1981; Stoltenberg & McNeill, 2010). In early experiences, supervisees engage in rigid thinking, have high anxiety and dependence on the supervisor, and express low confidence in their abilities (Borders & Brown, 2005; Rønnestad, & Skovholt, 2003; Stoltenberg & McNeill, 2012). Moreover, supervisees have limited understanding of their own abilities and view their supervisor as an expert (Borders & Brown, 2005; Stoltenberg & McNeill, 2010). Struggles between independency and autonomy, as well as bouts of self-doubt, occur during the middle stages of counselor development (Borders & Brown, 2005; Stoltenberg & McNeill, 2010). In addition, counselors experience decreased anxiety paired with an increase in case conceptualization, skill development and crystallization of theoretical orientation (Stoltenberg & McNeill, 2010). Thinking becomes more flexible and there is an increased understanding of unique client qualities and traits (Borders & Brown, 2005). The later stages of counselor development are marked by increased stability and focus on clinical skill development and professional growth, which promotes a flexibility and adaptability that allows for trainees to overcome setbacks with minimal discouragement (Stoltenberg & McNeill, 1997). Furthermore, supervisees focus on more complex information and diverse perspectives as they learn to conceptualize clients more effectively (Borders & Brown, 2005).

 

In summary, supervisees’ movement through the developmental stages is marked by individualized supervision needs. Structured, concrete feedback and information are desired in early supervision experiences (Bernard, 1997; Stoltenberg & McNeill, 2010). The middle stages have a general focus on processing the interpersonal reactions in which supervisees engage, and supervisors provide support to help supervisees increase their awareness of transference and countertransference (Borders & Brown, 2005; Stoltenberg, 1981). Toward the later stages of supervision, supervisees seek collaborative relationships with supervisors. This collaboration provides supervisees with more freedom and autonomy, which allows them to progress through the stages as they begin to self-identify the focus of their supervision (Borders & Brown, 2005).

 

Similar to the IWM, models of supervision that are development-focused derive from Hunt’s (1971) matching model that suggests a person–environment fit (Stoltenberg, McNeill, & Crethar, 1994). The matching model advocates that the developmental level of supervisees should be matched with environmental or contextual structures to enhance the opportunity for learning (Lambie & Sias, 2009). Specifically, the developmental models account for trainees’ needs specific to their experience level and contextual environment, with the goal of matching interventions to support movement into more advanced developmental levels (Bernard & Goodyear, 2014; Stoltenberg & McNeill, 2012). The IWM derives its developmental perspective from the unique levels trainees experience during supervision and the cycling and recycling of stages that occurs (Loganbill et al., 1982).

 

Wellness and Unwellness

     Wellness is a topic that has received much attention in counseling literature (Hattie, Myers, & Sweeney, 2004), including several perspectives on how to define wellness (Keyes, 1998). Dunn (1967) is considered the architect of the wellness crusade and described wellness as an integration of spirit, body and mind. The World Health Organization (1968) defined health as more than the absence of disease and emphasized a wellness quality, which includes mental, social and physical well-being. Cohen (1991) described wellness as an idealistic state that individuals strive to attain, and as something that is situated along a continuum (i.e., people experience bouts of wellness and unwellness). Witmer and Sweeney (1992) depicted wellness as interconnectedness between health characteristics, life tasks (spirituality, love, work, friendship, self), and life forces (family, community, religion, education). Additionally, Roscoe (2009) depicted wellness as a holistic paradigm that includes physical, emotional, social, occupational, spiritual, intellectual and environmental components. Witmer and Granello (2005) stated that the counseling profession is distinctively suited to promoting health and wellness with a developmental approach and, coincidentally, supervision could serve as a tool to promote wellness in supervisees as well as in clients receiving counseling services.

 

Smith, Robinson, and Young (2007) found that counselor wellness is negatively influenced by increased exposure to psychological distress. Furthermore, research has shown that counselors face stress because of the nature of their job (Cummins, Massey, & Jones, 2007). Increased stress and anxiety associated with counseling may have deleterious effects on counselor wellness, and supervisors and supervisees who are unwell may adversely impact their clients. In addition, Lawson and Myers (2011) suggested that increasing counselors’ wellness could lead to increased compassion satisfaction and aid counselors in avoiding compassion fatigue and burnout. Thus, supervisee and supervisor wellness should be an important component of counselor training and supervision. The IWM makes counselor wellness a focus of the supervision process.

 

Supervision literature contains few supervision models that include wellness components and/or focus on wellness as a key aspect of the supervision experience (e.g., Lenz et al., 2012; Lenz & Smith, 2010). Nevertheless, the paradigm of wellness has emerged in the field of counseling and is primary in developmental, strengths-based counseling (Lenz & Smith, 2010; Myers & Sweeney, 2005). The CACREP 2009 Standards note the importance of wellness for counseling students and counselor educators by promoting human functioning, wellness and health through advocacy, prevention and education. To illustrate, the CACREP 2009 Standards include suggestions of facilitating optimal development and wellness, incorporating orientations to wellness in counseling goals, and using wellness approaches to work with a plethora of populations. The overall goal of wellness counseling is to support wellness in clients (Granello & Witmer, 2013). However, if supervisees seeing clients are unwell, how efficient are they in promoting wellness in others? In order to support development of wellness in supervisees, the IWM incorporates the five wellness domains of creative, coping, physical, essential and social (Myers, Luecht, & Sweeney, 2004) by implementing the use of the Five Factor Wellness Evaluation of Lifestyle (5F-Wel; Myers et al., 2004). In addition, supervisees can use a starfish template (Echterling et al., 2002) to gauge their own wellness and prioritize the constructs that influence their personal and professional levels of wellness and unwellness, as well as create plans to increase their overall wellness.

 

Implementing the IWM

 

The IWM was created to offer an integrative method of supervision that is concise and easy to facilitate. Specifically, the IWM consists of several processes, including supervisory relationship development, evaluation of developmental phase, allocation of supervision need, and assessment and matching of wellness intervention. The following section outlines each process.

 

Supervisory Relationship Development

Rapport building and relationship development between supervisor and supervisee constitute a critical step in supervision (Hird, Cavalieri, Dulko, Felice, & Ho, 2001). Similar to counseling, establishing a strong, trusting supervisory relationship is essential because the relationship is an integral component of the supervision experience (Borders & Brown, 2005; Rønnestad & Skovholt, 1993). During initial sessions, supervisors describe the process of the IWM to supervisees in order to maintain open, transparent communication and to promote a safe environment for supervisees to learn, share emotions and feelings, and develop counseling skills. It is hoped that modeling appropriate professional behaviors and setting up supervision sessions to promote a trusting environment will aid in the overall development of counseling supervisees and matriculate into their normal routines as professional counselors. As with counseling, supervisors can promote a strong relationship with supervisees by focusing on the core conditions of empathy, genuineness and unconditional positive regard (Rogers, 1957). Open communication and supervisor authenticity are just two examples of processes that help develop a sound supervisor–supervisee relationship.

 

Evaluation of Developmental Phase

Supervisee development is an important consideration in the IWM. The IWM divides supervisee development into three phases that consist of distinct developmental characteristics. Similar to Stoltenberg and McNeill’s (2010) suggestion and other integrative models (e.g., Carlson & Lambie, 2012; Young, Lambie, Hutchinson, & Thurston-Dyer, 2011), the phases in the IWM are hierarchical in nature, with the highest phase (phase three) being ideal for developed supervisees. In addition, the IWM acknowledges the preclinical experiences (e.g., lay helper; Rønnestad, & Skovholt, 2003) of supervisees as valuable and relevant to their development. In the IWM, it is important to acknowledge and address the experiences that supervisees have had prior to their work as counselors because they may impact perceptions and expectations.

 

For example, supervisors can facilitate activities to promote awareness of how supervisees influence counseling sessions. To illustrate, supervisees may participate in activities highlighting culture, family-of-origin, character strengths and bias, and evaluate how those factors may influence their counseling skills, views of clients and interactions with clients, peers and supervisors. One example of a technique that can generate conversation on the aforementioned areas is the genogram (Lim & Nakamoto, 2008). Supervisees can use the genogram to map out their family history, life influences and path to becoming a counselor during a supervision session. Ultimately, the genogram can be used as a tool to assess where supervisees are developmentally and what might have contributed to their worldview and presence as counselors. With any technique used during the supervision process, the goal of increasing awareness is emphasized. Furthermore, supervisees can implement these activities for use with their own clients. Ultimately, supervisors work to facilitate supervisee progression toward being more self-actualized, self-aware counselors. Table 1 provides descriptions of awareness of well-being, developmental characteristics, supervisory descriptors and supervision considerations for each developmental phase.

 

Table 1

 

IWM Phases of Supervisee Development

Awareness of Well-being

Developmental Characteristics

Supervisory Descriptors

Supervision Considerations

Phase 1 Low awareness Low independenceIncreased anxietyFollows the lead of others

Low self-efficacy

SupportiveEducationalStructured Live supervisionFeedbackPsychoeducation

Modeling

Phase 2 Pursuit of awareness Seeking independenceModerate anxietyMakes attempts to lead

Modest self-efficacy

Generating awarenessCelebrating successesChallenging Advanced skill feedbackChallenge awareness
Phase 3 Increased awareness Mostly independentNominal anxietyLeads others

Moderate–high self-efficacy

Increased mutualityCollaborative Active listeningConsultation

 

 

One way supervisors seek to assess supervisees’ developmental phase is through active inquiry. Similar to Young and colleagues’ (2011) recommendations, the assessment of supervisees’ developmental phase is achieved through the use of questioning, reflecting, active listening and challenging incongruences. In addition, direct and intentional questions are used to target specific topics. For example, a supervisor seeking to assess the wellness of a supervisee might ask, “How are you feeling?” and then if there is incongruence, the supervisor might state, “You’re saying that you feel ‘fine,’ but you appear to be anxious tonight.” Based on supervisee reaction, the supervisor can judge the level of awareness the trainee has into his or her own well-being. Additionally, supervisors might want to ask about specific issues such as planned interventions, diagnostic interpretations or theoretical orientation. For example, a supervisor might ask, “How do you plan to assess for suicide?” Then, based on the trainee’s reaction (e.g., asking for help, giving a tentative answer or giving a confident answer) the supervisor can determine his or her developmental phase.

 

Supervisors also can assess supervisee developmental phase through evaluation. By observing a supervisee in a number of settings (e.g., counseling, triadic supervision, group supervision), supervisors can gauge where he or she is developmentally. Furthermore, observing the supervisee’s counseling skills, professional behaviors and dispositions (Swank, Lambie, & Witta, 2012) can provide increased insight into what phase the supervisee is experiencing at that particular point in time.

 

Allocation of Supervision Need

The allocation of supervision need is the next process in the IWM of supervision. The supervisor assesses the developmental phase of the supervisee and then provides a supervision intervention (contextual or educational) with the goal of supporting and/or challenging the supervisee (Lambie & Sias, 2009). Phase one of supervisee development is marked by high anxiety, low self-efficacy, decreased awareness of wellness and poor initiative. The supervision environment is one of structure with prescribed activities. Activities to support growth in phase one include live supervision, critical feedback, education on relevant issues, and modeling of behavior and skill.

 

Gaining insight into trainee wellness also is critical. Supervisors can use insight-oriented activities such as scrapbook journaling, which allows supervisees to gain awareness through the use of multiple media such as photos, music, quotes and poems in the journaling process (Bradley, Whisenhunt, Adamson, & Kress, 2013), or openly discussing the supervisee’s current state of wellness to help foster an increased awareness of it. Supervisees in this developmental phase can be encouraged to explore the five wellness domains (creative self, coping self, social self, essential self, physical self) and begin increasing awareness of their current level of wellness. An example of an activity for assessing supervisee wellness is the starfish technique, which is adapted from Echterling and colleagues’ (2002) sea star balancing exercise. Within this technique, supervisees receive a picture of a five-armed starfish marked with the five wellness constructs (creative, coping, physical, essential, social; Hattie et al., 2004; Myers et al., 2004) and are asked to evaluate the areas that influence or contribute to their overall wellness. Following this, supervisors and supervisees can pursue a discussion regarding the constructs. After the discussion, supervisees redraw the starfish with arm lengths representing the amount of influence that each construct has on their overall wellness or change the constructs into things that they feel better represent their personal wellness. Figure 1 is an example of a supervisee’s initial starfish. Figure 2 is the redrawn wellness starfish based on prioritizing or changing the wellness constructs; this supervisee’s redrawn starfish prioritizes social, physical and creative aspects. In contrast, nutritional and emotional constructs are depicted as smaller arms, indicating areas for growth or a potential imbalance.

 

 

Supervisees’ progression to higher levels of development is facilitated through educational and reflective interventions that their supervisors deliver. Phase two of supervisee development is marked by increased autonomy and self-efficacy, decreased anxiety, and attempts to lead or take initiatives. The context of supervision is less concrete and structured but still supportive and encouraging. Supervisees may seek independence, as well as reassurance that they are correct when working through challenges (Borders & Brown, 2005). Supervisors can provide feedback on advanced skills, challenge supervisee awareness and foster opportunities for supervisees to take risks (i.e., challenge, support; Lambie & Sias, 2009). Supervisees in phase two have an increased awareness of their well-being but may be reluctant to integrate support strategies. Therefore, supervisors may integrate activities, assignments or challenges to enhance supervisees’ wellness. For example, supervisors can have supervisees create wellness plans or discuss current wellness plans. Thus, the supervisor can hold the supervisee accountable for personal well-being.

 

Supervisees in phase three exhibit high autonomy and self-efficacy, low anxiety, and greater efforts to lead (Borders & Brown, 2005). The supervision environment is less structured and the supervisor assumes a consultative role. In addition, the supervisee may serve as a leader by supporting less developed peers. Interventions at this level take the form of consulting on tough cases, working through unresolved issues and providing guidance on advanced skills. Furthermore, supervisees have higher awareness of their wellness and its implications on their work with clients. Finally, supervisees in this phase seek to minimize negative well-being and may need encouragement to overcome this challenge.

 

Assessment and Matching of Wellness Interventions

Evaluation is a key component of the supervision process (Borders & Brown, 2005) and therefore, wellness, supervisee skill level and supervisor role are assessed in the IWM. A key feature of the IWM is the emphasis on promoting supervisee wellness. Therefore, the IWM emphasizes the evaluation of supervisees and matching of wellness interventions. Furthermore, it is important to assess supervisees’ counseling skills throughout the supervision process to provide formative and summative feedback.

 

The IWM utilizes the five factors of the indivisible self model (Myers & Sweeney, 2004, 2005) as points of assessment. Furthermore, the development of personal well-being is dependent upon education of wellness, self-assessment, goal planning and progress evaluation (Granello, 2000; Myers, Sweeney, & Witmer, 2000). Therefore, the IWM utilizes these aspects of wellness development as a modality for enhancing supervisee well-being. Supervisees are viewed from a positive, strengths-based perspective in the IWM and thus, activities in supervision should highlight positive attributes, increase understanding of supervisees’ level of wellness and promote knowledge of holistic wellness. Wellness plans (WPs) and the starfish activity are used to assess supervisee wellness by promoting communication and self-awareness in the supervision session. Furthermore, both evaluations are valuable self-assessment measures for supervisees and allow for initial wellness goal setting. WPs should be developed during early supervision sessions and used as a check-in mechanism for formative wellness feedback. Concurrently, the starfish assessment can be used early on to gauge initial wellness and areas for wellness growth.

 

Progress evaluation is assessed with the 5F-Wel (Myers et al., 2004), a model used to consider factors contributing to healthy lifestyles. The 5F-Wel is a frequently used assessment of wellness and is based on the creative, coping, essential, physical and spiritual self components of the indivisible self model (Myers et al., 2004; Myers & Sweeney, 2005). Supervisees take this assessment during the initial and final sessions to assess their wellness. Myers and Sweeney (2005) have reported the internal consistency of the 5F-Wel as ranging from .89 to .96.

 

Supervisee counseling skills should be evaluated using a standardized assessment tool. For example, the Counselor Competency Scale (CCS; Swank et al., 2012) can be used as a formative (e.g., midterm or weekly) and summative (e.g., end of semester) assessment of supervisee competencies. In addition, the CCS examines whether supervisees have the knowledge, self-awareness and counseling skills to progress to additional advanced clinical practicum or internship experiences. The CCS assesses supervisee development of skill, professional behavior and professional disposition (Swank et al., 2012). Therefore, supervisors can utilize the CCS to match and support supervisees’ growth by taking on appropriate roles (i.e., teacher, counselor, consultant) to enhance work on specific developmental issues.

 

Evaluation allows supervisors to monitor supervisee development of career-sustaining mechanisms that enhance well-being, as well as counseling skills, dispositions and professional behaviors. Specifically, the goals of supervisee development are to increase or maintain level of wellness and increase or maintain counseling skills by the end of the supervision process. However, if a supervisee does not improve well-being, the WP should be reevaluated and a remediation plan set so that the supervisee continues to work toward increased wellness. Similarly, if a student does not meet the minimal counseling skill requirements, a remediation plan can be created to support the student’s continued development.

 

     Matching. Supervisors gain a picture of where counseling trainees are developmentally based on the assessment and evaluation process. Then supervisors can match supervisee developmental levels (of skill and wellness) by assuming the appropriate role (i.e., counselor, teacher, consultant) and using the role to provide the appropriate level of support for each trainee. This process allows for individualization of the supervision process and for supervisors to tailor specific events, techniques and learning experiences to the needs of their supervisees. Furthermore, matching supervisee developmental needs and gauging levels of awareness and anxiety allows for appropriate discussions during supervision. Discussing wellness during the latter part of supervision is appropriate for beginning counselors who may be anxious about their skills and work with clients (Borders, 1990) and may not absorb information about their wellness. Each supervisee is an individual, and as a result, it is important to make sure that the supervisee is ready to hear wellness feedback during the supervision session.

 

IWM: Goals, Strengths and Limitations

The overall goals of the IWM of supervision are for supervisees to increase their wellness, progress through developmental stages and gain counseling skills required to be effective counselors. Additionally, supervisors using the IWM can aid supervisees in increasing wellness awareness via completion of wellness-related assessments (e.g., WPs and starfish technique). Furthermore, supervisors can work to increase supervisees’ self-awareness and professional awareness of counseling issues such as multicultural wellness concerns, the therapeutic alliance, becoming a reflective practitioner, and positive, strengths-based approaches of counseling under the IWM framework.

 

The IWM is innovative in that it is one of a few supervision models to contain a wellness component. Additionally, the IWM tenets (i.e., wellness, discrimination, development) are empirically supported on individual levels. Furthermore, the IWM includes techniques and assessments for promoting open communication relating to supervisee wellness and counseling skills, and therefore supports supervisory relationships and greater self-awareness, and ultimately allows supervisors to encourage and promote wellness.

 

As with all models of supervision, the IWM has limitations. Specifically, the IWM may not be applicable to advanced counselors and supervisees. The IWM includes three developmental phases, which are applicable to CITs. In addition, the model may not be as beneficial to supervisees who already have a balanced wellness plan or practice wellness, because the wellness component may be repetitive for such individuals. Additionally, all aspects of the IWM might not be effective or appropriate across all multicultural groups (i.e., races, ethnicities, genders, religions). For example, in relation to wellness, supervisees may not adhere to a holistic paradigm or believe in certain wellness constructs. Lastly, the IWM is in its infancy and empirical evidence directly associated with the integrative prototype does not exist. Nevertheless, supervisors using the IWM can tailor the wellness, developmental and role-matching components to meet specific supervisee needs. The following case study depicts the use of the IWM with a counseling supervisee.

 

Case Study

     Kayla is a 25-year-old female master’s-level counseling student taking her first practicum course. She is excited about the idea of putting the skills she has learned during her program into practice with clients. However, Kayla also is anxious about seeing her first clients and often questions whether she will be able to remember everything she is supposed to do. People tell her she will be fine; however, Kayla questions whether she will actually be able to help her clients.

In addition to the practicum course, Kayla is taking three other graduate courses. She has a full-time job and is in a steady relationship. Family is very important to her, but since beginning her graduate program, she has been unable to find enough time to spend with friends and family. Kayla feels the pull between these areas of her life and struggles to find a balance between family, school, work and her partner.

 

Kayla is in phase one (i.e., high anxiety); therefore, her supervisor assumes the counselor and teacher roles most often, to match Kayla developmentally. This choice of roles allows Kayla to receive appropriate levels of support and structure to help ease anxiety. During this phase, the supervisor introduces a WP to Kayla and has her complete the 5F-Wel and starfish activity. After discussing the supervisory process and explaining the IWM, Kayla and the supervisor have a conversation about the areas influencing her overall wellness. Based on her starfish results, Kayla is encouraged to develop a WP that coincides with the areas depicted on the starfish, emphasizing those that she wishes to develop further. Additionally, the 5F-Wel provides a baseline of well-being to use in future sessions. Along with the wellness focus, the supervisor explains how imbalance or unwellness influences counselors and, in turn, how it can influence clients.

 

Initial supervision sessions will continue to provide Kayla with appropriate levels of support and psychoeducation so that she will be able to transition from low awareness to a greater sense of counseling skill awareness and increased mindfulness regarding her overall wellness. If the supervisor and supervisee are able to establish a strong working relationship, it is expected that Kayla will eventually move developmentally into phase two, where she will continue to gain insight into her counseling and wellness, begin to increase her autonomy, and work on increasing self-efficacy.

 

Implications for Counseling

     The IWM integrates developmental and DM supervision tenets with domains of wellness. A supervision model that incorporates wellness is a logical fit in counseling and counselor education, where programs can and should address personal development through wellness strategies for CITs (Roach & Young, 2007). Furthermore, the IWM supports the idea that wellness is important. According to White and Franzoni (1990), CITs often show higher psychological disturbances than the general population. Cummins, Massey, and Jones (2007) highlighted the fact that counselors and CITs often struggle to take their own advice about wellness in their personal lives. Thus, while counseling is theoretically and historically a wellness-oriented field, many counselors are unwell and failing to practice what they preach (Lawson, Venart, Hazler, & Kottler, 2007; Myers & Sweeney, 2005). Implementing the IWM can aid in supporting overall wellness in supervisees as well as educating CITs to practice wellness with their clients and with themselves.

 

In relation to developmental matching and DM roles, counseling supervisors using the IWM have the following theoretical issues (e.g., Bernard, 1997; Myers et al., 2004; Myers & Sweeney, 2005) to facilitate: supervisee change, skill development, increased self-awareness and increased professional development. The IWM is a holistic, strengths-based model that focuses on supervisee development, matching supervisee needs through supervisor role changing, and wellness to promote knowledgeable, well and effective counseling supervisees.

 

Conclusion

 

The IWM is designed to integrate wellness, developmental stages and role matching to allow supervisors to encourage holistic wellness through supervision. Wellness has a positive relationship with counselors’ increased use of career-sustaining mechanisms and increased professional quality of life (Lawson, 2007; Lawson & Myers, 2011). Likewise, increased professional quality of life has been shown to make a positive contribution to counselors’ self-efficacy and counseling service delivery (Mullen, 2014). Therefore, it is logical to promote wellness and career-sustaining behaviors throughout the supervision process.

 

In summary, the IWM offers a new, integrated model of supervision for use with CITs. Supervisors using the IWM have the unique opportunity to operate from a wellness paradigm, familiarize their supervisees with wellness practices, and monitor supervisees’ wellness and how their wellness influences their client outcomes, while simultaneously supporting supervisee growth, counseling skill development and awareness of professional dispositions.

 

Conflict of Interest and Funding Disclosure

The authors reported no conflict of

interest or funding contributions for

the development of this manuscript.

 

 

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Ashley J. Blount, NCC, is a doctoral student at the University of Central Florida. Patrick R. Mullen, NCC, is an Assistant Professor at East Carolina University. Correspondence can be addressed to Ashley J. Blount, The Department of Child, Family, and Community Sciences, University of Central Florida, P.O. Box 161250, Orlando, Florida, 32816-1250, ashleyjwindt@gmail.com.

 

A Counseling Formula: Introducing Beginning Counseling Students to Basic Skills

Susan A. Adams, Alice Vasquez, Mindy Prengler

Teaching basic skills to beginning counseling students can be an overwhelming experience. In each therapy session, students bring their own human qualities and life experiences that have shaped them as individuals. Trainees must understand that their needs, motivations, values and personality traits can either enhance or interfere with their counselor effectiveness. Cognitive mapping can help expand students’ awareness while building the foundation of their counseling skills because it involves practical integration of learning attributes and prior knowledge into a new situation. Through the use of simple graphic visual learning tools, students can successfully incorporate basic skills into their development as counselors in an attempt to enable a positive initial learning experience that does not overwhelm them with the nuances and complexities of advanced counselor development.

 

Keywords: counseling students, basic skills, counseling formula, cognitive mapping, graphic visual learning tools

 

 

     Why does change occur in therapy? Theorists have attempted to answer this question over the decades. Certainly the starting place is to focus on the importance of the therapeutic relationship, which is “central and foundational to therapeutic growth” (Slattery & Park, 2011, p. 235). Specifically, the outcome of counseling involves a connection between the counselor and client that begins with warmth, empathy, respect and genuineness (Chang, Scott, & Decker, 2009; Flaskas, 2004; McClam & Woodside, 2010; Smith, Thomas, & Jackson, 2004).

 

     Rogers (1951, 1957, 1958) discussed his ideas about unconditional positive regard, congruence and empathy as basic key factors in the development of a therapeutic relationship. Moursund and Kenny (2002) summarized Lazarus’ perspective and proposed that establishing the therapeutic relationship is the most important skill for clinicians, and involves a connection between the counselor and the client. Each influences the other by bringing individual strengths, knowledge of the situation, life experiences, as well as their own personal values and beliefs. “The therapeutic relationship is viewed as both a precondition of change and a process of change” (Prochaska & Norcross, 2003, p. 492). The purpose of this article is to explore one method of breaking down basic counseling skills into a manageable counseling formula in order to enable a positive initial learning experience for students without overwhelming them with the nuances and complexities of advanced counselor development.

 

Challenges of Mastering Basic Skills

 

Initially, when introduced to counseling basic skills from a written textbook, students can find acquiring this knowledge to be challenging. Without prior experience, the challenge may intensify and become daunting when successful academic progress becomes an expectation defined by mastery of clearly defined basic skills. Counseling students struggle to appropriately apply these skills, while linked with timing and delivery.

 

Counseling is a unique experience that is different from daily communications in social interactions. As counselors-in-training learn the art of counseling, they become aware of the necessity of using their skills to empower their clients to set appropriate goals. Often empowerment, a concept that focuses on clients’ ability to choose their own solutions in life situations and issues, is a lofty ideal that is difficult to define. Even the definition of empowerment is ever-evolving (Asimakopoulou, Gilbert, Newton, & Scrambler, 2012). Empowerment’s overarching theme further contributes to the complexities of the learning process for beginning students (Hill, 2005).

 

While no one would argue the importance of empowerment or the significance of the therapeutic relationship, it also is critical that beginning students master many interpersonal skills while learning to observe, effectively attend to, and play an interpersonal role in shaping and guiding the counseling session (Ackerman & Hilsenroth, 2001; Chang et al., 2009; Jacobs, 1994; Jacobs, Masson, Harvill, & Schimmel, 2012; Meier & Davis, 2011). In fact, the second belief of Jacob’s impact therapy is that “people don’t mind being led if they are led well” (1994, p. 8). Therefore, it becomes imperative that educators incorporate logical process teaching methods in order to simplify this initial learning process, and cognitive mapping pedagogy provides that logical process.

 

Cognitive Mapping Pedagogy

 

A concept map is “a schematic device for representing a set of concepts and meanings embedded in a framework of propositions” (Novak & Gowin, 1984, p. 15). According to Akinsanya & Williams (2004), cognitive mapping provides an interactive teaching environment incorporating communication, group dynamics and motivation. Concept maps promote awareness of the roles of relationships within the categories and are ideal for the measurement of students’ learning (Akinsanya & Williams, 2004). Nurses have been successful in the utilization of cognitive mapping in order to build upon new concepts and incorporate these new concepts into their working framework. The cognitive mapping strategy ensures that both the curriculum and learning processes align with the nurses’ practical application of patient care (Akinsanya & Williams, 2004).

Counselor educators, in an initial basic skills course, focus on improving how students understand their basic counseling skills and navigate their individual learning styles. The counselor educator’s goal is for students to become successful counselors. Creating a classroom of trust filled with simplistic, graphic learning tools can generate a safe learning environment and reduce anxiety. “The reduction of anxiety removes unnecessary barriers to learning and to performing complex, multidimensional, and multisensory tasks, of which counseling is a prime example” (McAuliffe & Eriksen, 2002, p. 50).

 

Furthermore, by using graphic learning tools, the counselor educator links what is in his or her mind with what is in the student counselor’s mind in order to enable the student counselor to effectively utilize past experiences with new knowledge. In other words, cognitive mapping helps graphically relate a foreign concept to prior learning experience by using experiential links between old knowledge and new learning. These experiential links create a deeper level of learning (Akinsanya & Williams, 2004). By using cognitive mapping in this research, the counselor educator forms a visual representation of the links of communication between student counselor and client. The cognitive mapping visual representation can track student counselor awareness with the communication of the client.

 

Cognitive mapping helps the student understand the structure of knowledge by providing a process for acquiring, storing and using information. This process helps students think more effectively by creating a pictorial view of their ideas and concepts and how these are interrelated (Kostovich, Poradzisz, Wood, & O’Brien, 2007). Svinicki and McKeachie (2011) explained that visual cues serve as points of reference. Using a diagram or other graphic representative, in addition to an oral presentation, serves as a point of reference for visual cues to enhance learning opportunities within cognitive mapping, which in turn gives the students a visual representation that supports learning. According to Veletsianos (2010), students have learning expectations before the learning process begins. Both learning preferences and personality style are incorporated into the students’ learning process. As Veletsianos discovered, when given a graphic such as a cognitive map, the material is organized in a way that influences students’ “expectations, impressions, and learning” (2010, p. 583). The combination of human interaction with a visual graphic as part of the classroom experience allows the student to expect that learning is about to occur.

 

Concept mapping helps the counselor educator track the progress of student learning by allowing the professor to track what the student does not understand. The role that the common language plays in concept mapping allows the counselor educator to correct the links that might confuse the student. Cognitive mapping is not only a visual tool, but also adds verbal and kinesthetic tools to role playing in initial counselor training courses.

 

According to Henriksen and Trusty (2005), development of specific counselor education pedagogy also must incorporate diversity. Cognitive mapping is a schematic tool that appeals to the diverse learner since it provides a progressive visual that counseling students can follow and understand (Hill, 2005). Cognitive mapping is diverse in itself, as it appeals to a variety of learning styles, culturally diverse students and adult learners. Students have consistently given feedback that this method of teaching has simplified both learning and understanding how the map fits together within the therapeutic process. The following examples provide a reflection of students’ perspective.

 

Student Feedback

Example 1. Typical students learn systematically as they acquire practice and understand how to apply the counseling formula to what is happening in their sessions. One of the current authors was taught the counseling formula during her first clinical graduate course and describes her experience this way:

 

For me, I could plug in where my parts were and back off on parts where the client needs to do his or her work. It made me feel more confident as I entered my second tape recording and verbatim assignment because I knew that my basic skills of reflection of content, feelings, and meaning would get me where I needed to go with my client. This is where he or she could begin to gain insight into their experience, and begin to have the option to make optimal changes in life.

 

Example 2. Struggling students are those trying to connect the dots until they apply the cognitive mapping formula to what is happening when working through their second tape. This student defines his experience and the insights he gained as follows:

 

When I was introduced to the counseling formula, I thought it was definitely something useful, but not something I fully grasped at the time. Before that point, everything I had learned had been more complex, and the formula seemed almost too simple. How could reflection of feeling and content lead to reflection of meaning? Also, how is the client able to know or receive the response the way the counselor wants him or her to? I was confused because the formula seemed so black and white—or at least that is how I made it out to be.

 

After our second counseling tape was recorded, our transcription was scored. To my surprise, I did not do well. I met with my professor who had taught me the formula at the beginning of the semester. Instead of her telling me exactly where in the formula I had gone wrong, we discussed what elements I was missing during the session and what I focused on too much. As we discussed my struggles, I kept the formula in mind. As we talked, I realized I had forgotten one of my key formula elements; I was stricken by the realization that I did not understand how to make meaning of this seemingly simplified equation. In no way is the equation simple as it is up to the counselor to do his or her part so the client can do theirs. This light bulb moment was a key part of my learning experience during my first basic clinical course.

 

Counselor Educators

 

A counselor educator developing a counselor training program that is culturally diverse can use cognitive mapping as a teaching tool to meet the needs of culturally diverse learners. Cognitive mapping provides counselor educators with a multicultural pedagogy which incorporates the race and ethnicity of their students during counselor training (Henriksen & Trusty, 2005). As a multicultural pedagogy, it further reduces cultural clashing by providing common, visual language (Dansereau & Dees, 2002). The cognitive map becomes the students’ tool for spoken language, as it parallels verbal thought and expression by breaking down complex thoughts into visual expression. Cognitive mapping, although an effective tool, is more likely to be effective with African Americans and Mexican Americans than Caucasians (Van Velsor & Cox, 2000). The cognitive map represents knowledge graphically; therefore, students whose initial language is not English can pictorially grasp the concepts with more ease.

 

Just as culturally diverse students can learn using cognitive mapping, adult learners also can benefit from using this schematic tool. According to Hill (2005), cognitive mapping or concept mapping (as she refers to it) is a learning tool that is well suited to the adult learner due to greater accumulation of experiences. Adult students find cognitive mapping useful in organizing their ideas, retaining information and relating content material to other knowledge. When processing content material using cognitive mapping, meaningful learning occurs; the adult student learner engages complex cognitive structures within the brain integrating it with existing knowledge.

 

Student Feedback

Example 3. A student who is a mature adult learner and whose second language is English shared that she learns better visually and that cognitive mapping helped her comprehend the content as she followed graphically what the counselor educator was explaining. She stated the following:

 

I am an older Hispanic student and English is my second language. Although I have excellent command of the English language, I still find myself translating from English to Spanish to better understand what the professor is saying. When the professor taught us the counseling formula in class, the methodology of how the counseling process works made sense to me. I was able to visualize in my head how the counseling process functions. From that point on, I was able to grasp the concept of what I need to do as a counselor to get clients to move toward change.

 

Theory & Basic Skills

 

The counseling process influences the outcome of counseling. This simple statement can easily lead to a developmental crisis as counseling students struggle with skill acquisition. According to Meier and Davis (2011), “To master process, beginning counselors must develop a repertoire of helping skills as well as a theory of counseling that directs their application” (p. 1). Most counseling programs separate acquisition of basic skills from theoretical knowledge. Gaining these skills can be like learning a foreign language—learned patterns of human interaction change as students assume their counselor identity and acquire new counseling skills.

 

Certain critical skills are absent from this formula because, due to prior knowledge and experience, students easily understand them. For example, when given the opportunity to talk about attending skills, most students can easily identify basic posture, facial expressions and space limitations with reasonable accuracy. Minimal encouragers and questioning are both necessary skills that have a useful purpose in the counseling session; nevertheless, students usually have mastered these in normal daily conversation. Therefore, both minimal encouragers and questioning must receive great attention in order to substantially reduce and manage their utilization and avoid hindering or distracting from the effectiveness of a counseling session.

 

A Cognitive Mapping Formula

 

The creation of a cognitive mapping formula for counseling was designed to graphically depict the counseling process utilized in the therapeutic process. The formula and the inclusion of certain basic skills illustrate the concept of client empowerment so that clients can take personal responsibility for their actions and make desired changes. The counseling formula works as follows: Cognition (C) plus feelings (F) equals meaning (M), which leads to awareness (A), which promotes insights (I), which facilitates change (see Figure 1).

 

 

Through reflections of cognition, feeling and meaning, counselors help clients explore their world and determine what will be effective and ineffective. These reflections encourage exploration on multiple levels. Deeper levels of exploration are achieved through reflection of feeling and meaning so that clients connect what is happening in their heads (cognitions) and what is happening emotionally (feelings), therefore ultimately understanding their experience (meaning). Through counselors’ proper application of the top line of the cognitive mapping equation, clients begin to understand that their situation is solvable if they are willing to take personal responsibility for the change, as reflected in the bottom line of the equation. In other words, change occurs as a result of clients’ personal commitment. The concept of universality and the inclusion of all basic skills are part of all theoretical applications.

 

The didactic application of the cognitive mapping, as seen in Figure 1, tracks how the counselor shapes the session in classroom role plays. The equation shows how the session crosslinks and builds. The counselor influences the session through the choices the counselor makes to reflect feeling, meaning or cognition. Each counseling session looks different, but all sessions need balance in order for sessions to flow.

 

Subsumed within this simplistic graphic are additional important counseling skills. Paraphrasing and summarization contain elements of cognition, feeling and meaning, and tend to center the client in the content of these elements. While using content elements is not negative, doing so sparingly prevents clients from intellectualizing their issues and avoiding taking responsibility for their desired change. Silence is located between the elements of cognition, feeling and meaning on the first line of the formula as a counseling skill, but is not represented in the graphic because of the invisible nature of this skill. The absence of spoken words can have a significant impact on the session if used appropriately, allowing clients the opportunity to think about, process and often discover insight related to their personal struggle.

 

A concept map can be applied to learning basic skills; it also can be applied to connect theory application and theoretical interventions with basic skills. An open umbrella is an excellent graphic that unites these disjointed pieces and crystallizes them into a working concept. The metal ribs of the umbrella are basic skills. The ribs provide the structure of the session and are the tools counselors use to work with their clients. The fabric of the umbrella is the theory imagery application. Theory and basic skills work together to determine how counselors do their job, just as the metal frame and umbrella fabric work together to do their job, which is to keep the user protected from the elements. Umbrella fabric comes in different colors and patterns, and so do counseling theories. Each counselor must find one that fits his or her style, personality, and perspective or viewpoint on how clients are best helped (Evans, Hearn, Uhlemann, & Ivey, 2011; MacCluskie, 2010).

 

The handle of the umbrella is important since it provides something to hold on to, and comes in various shapes and sizes. Some handles collapse so that the umbrella will fold up and can be carried easily in a briefcase or purse. Some handles are rigid, and can serve another purpose such as providing walking assistance. Counseling techniques, or therapeutic interventions, are the equivalent of the umbrella handle, since it is possible to utilize a variety of techniques with more than one theoretical orientation. Techniques are versatile and can be a significant part of the session, just as the handle is a significant part of the umbrella. However, students must understand the importance of establishing the framework structure first (basic skills illustrated in the counseling formula) before they can move toward conceptualizing a client with their theory of choice (see Figure 2). After counseling students have mastered basic skills, they can move to more advanced intervention techniques (e.g., empty chair, genogram). Mastery allows students to develop a new understanding through building upon different concepts to fit with the open umbrella graphic; this strategy also is known as concept management (Akinsanya & Williams, 2004).

 

                     

The counselor’s job is not to make clients change; that is the client’s responsibility. Clients are the experts of their situations or issues, and it is up to them to determine what they are willing and capable to change. Before they can make decisions about change (Chg), they must first have insight (I) to understand that they have choices (see Figure 1). Before they develop insight (I), they initially must have an awareness (A) of what is creating their struggle. The counselor’s timing with active listening skills, appropriate confrontation and silence facilitates client awareness (A) and insight (I).

 

Clients work on the second line (A à I = Change), but the second line is ultimately facilitated by the first line (C + F = M), which is similar to the five stages of change presented by Evans et al. (2011, p. 292). Therefore, this formula indicates that the counselor’s work focuses on the first line and the client’s work focuses on the second.

 

The second line of the concept map formula also serves as a crosslink in one’s development from student to counselor. In making this transition in the professor–student relationship, the professor explores the student’s understanding by focusing on the first line of the formula, and the student struggles with personal and professional change in the second line of the formula. As student counselors map out their progress in a counseling session, they are simultaneously developing awareness (A) through the growth and practice of basic skills, which leads to insight (I) related to development of professional effectiveness in shaping the session. This process gives beginning counselors a sense of professional identity development and the ability to track progression at the top of the equation. Just as clients are ready for change when they develop awareness and insight, student counselors cannot include their theoretical orientation and techniques until they develop their own awareness in the therapy room and grasp the application of skills employed in the therapeutic session. Therefore, the client’s role in counseling also is the student’s role in professional development; and caution must be exercised not to initiate change too quickly with either the student or client, depending on how the formula is applied.

 

Counseling students often have heard from family and friends that they are great listeners; however, their sense of homeostasis is challenged when they sit across from clients while trying to master basic skills. They are anxious to jump ahead and learn to use techniques that are appropriate for their counseling theory of choice. Because counseling students jump ahead, they tend to overlook the importance of mastering fundamental skills. Since students have not mastered basic skills, they struggle to understand how theory and techniques work together to help clients. This situation can lead to ineffective use of both theories and techniques.

 

When the counselor moves too quickly, the client’s sense of balance is thrown off and resistance may occur because of low commitment or discomfort with change (Reiter, 2008; Wachtel, 1999). Resistance is the client’s attempt to return to a sense of homeostasis, even if homeostasis is not effectively meeting the client’s needs. MacCluskie (2010) posited that “the concept of homeostasis, borrowed from physiology, refers to the process by which an organism regulates its internal environment to maintain a stable, constant condition” (p. 212).

 

According to the formula, when the counseling process focuses on the cognitive content, resistance surfaces through the initial “storytelling” that clients offer. Beginning counselors often jump from hearing clients’ stories (cognition) to problem solving or advice giving (change) and encounter polarity or the yes, but type of resistance. Clients may agree with their counselors’ reflections, but respond with multiple excuses for why the suggestions or advice will not work (MacCluskie, 2010; Reiter, 2008; Wachtel, 1999). However, resistance or excuse making is the clients’ means of protection or attempt to return to a state of homeostasis when the counseling process threatens to push them to abandon their familiar life patterns or concepts of themselves, or push them too quickly to embrace change (Omer, 2000; Patterson & Welfel, 2000).

 

Basically, counselors forget to take their clients with them through the therapeutic process and must return to the beginning of the first line of the equation (C + F = M). As counselors work here, they must learn to trust the therapeutic process enough to allow clients to do their work on the second line (A promotes I, which facilitates Chg). Through clients’ responses and explorations, their awareness is raised, they gain insight and they are then empowered to make choices related to their personal change comfort level.

 

Two skills not included as part of the formula are confrontation and immediacy, because these advanced skills come later in the training process. Beginning counselors must first develop mastery of initial skills before they are ready to tackle confrontation and immediacy. While confrontation and immediacy may be powerful methods of intensifying emotions, they also may result in significant disengagement of the client if misused or if the timing is inappropriate (Cormier & Hackney, 2012; Evans et al., 2011; Smaby & Maddux, 2011).

 

Implications for Future Research

 

This counseling formula study supports the conclusion that a complex learning strategy, such as cognitive mapping, can be effective for counseling students of varied learning styles and cultures. In addition, evidence suggests that forcing students to use strategies that challenge their learning style preferences can be a beneficial attempt to increase their problem-solving skills (Kostovich et al., 2007). Further investigation of the influence of the counseling formula with beginning counseling students could provide counselor educators insight as to how their students are learning the counseling process using cognitive mapping. It is an organized method of teaching basic skills so that students do not find themselves overwhelmed with too much new learning to master at one time. Future research would be helpful to validate the general application of this formula and the umbrella concept when introducing beginning students to the basic tools of their future profession.

 

Conclusion

 

The simple images of a counseling formula and a symbolic umbrella help beginning counselors initially understand the interconnectedness of the different counseling skills of their new profession. However, this article is not suggesting that counseling is simplistic or that it does not utilize higher order skills and concepts. Counselor educators can use these symbolic representations as cognitive schemas to build upon students’ knowledge as they integrate practical application into their counseling sessions. Cognitive maps provide a way for counselor educators to see where students get stuck in the beginning counselor process, and provide a tool that allows a way of learning that is visual and communicative. This visual representation outlines and crosslinks the critical roles of the therapy process by connecting the communication and experiences of the student counselor to those of the client.

 

The student counselor stays at the top of the equation, while the client remains at the bottom. As student counselors become more seasoned, they also begin to experience personal and professional growth that results in their own awareness, insight and change; therefore, they experience crosslinking at the bottom of the equation that is similar to how clients begin to change. As clinicians gain experience, they move to a deeper understanding of how to use basic skills with theory, incorporated with existing intentional therapeutic interventions and techniques, in order to facilitate change for their clients. Through this process, clinicians come to fully appreciate both the therapeutic relationship and the counseling process.

 

Initial learning experiences in kindergarten are designed to help beginning students master simple, repetitive writing tasks. This initial learning experience can be compared to beginning experiences for master’s-level counselors through the effective utilization of initial basic skills linked in the counseling session. The formula and umbrella graphics can provide valuable visual tools to lay a solid foundation for the beginning counselor.

 

Utilizing the formula and umbrella graphics to gain an understanding of the application of basic skills is a valuable tool on the clinician’s lifelong learning journey to become a more effective counselor. When clinicians are “stuck” with a client, what better tools are within our grasp than to return to basic skills and use the formula? Basic skills are an integral part of the clinician’s toolbox, regardless of theoretical orientation or therapeutic interventions. These tools open clients’ awareness (A), promote insight (I), and unlock a myriad of options for clients to embrace (Chg) change (Asimakopoulou et al., 2012; Jacobs, 1994; Jacobs et al., 2012; Meier & Davis, 2011).

 

Conflict of Interest and Funding Disclosure

The authors reported no conflict of

interest or funding contributions for

the development of this manuscript.

 

 

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Susan A. Adams, NCC, is a private practice counselor and supervisor in Denton, TX. Alice Vasquez, NCC, is a doctoral student at Texas A&M – Commerce. Mindy Prengler, NCC, is a counseling intern at Fine Marriage & Family Therapy, Plano, TX. Correspondence can be addressed to Susan A. Adams, 225 West Hickory Street, Suite C, Denton, TX 76201, drsadams@centurylink.net.

 

Factors Influencing Counseling Students’ Enrollment Decisions: A Focus on CACREP

Eleni M. Honderich, Jessica Lloyd-Hazlett

A purposeful sample of 359 graduate counseling students completed a survey assessing factors influencing program enrollment decisions with particular attention to students’ awareness of and importance ascribed to accreditation from the Council for Accreditation of Counseling and Related Educational Programs (CACREP) prior to and following enrollment. Results indicated that accreditation was the second most influential factor in one half of the students’ enrollment decisions; nearly half of participants were unaware of CACREP accreditation prior to enrollment. Accreditation was a top factor that students attending non-CACREP-accredited programs wished they had considered more in their enrollment decisions. Findings from the survey indicate that prospective counseling students often lack necessary information regarding accreditation that may influence enrollment decisions. Implications for counseling students and their graduate preparation programs, CACREP and the broader counseling profession are discussed.

Keywords: CACREP, accreditation, counseling students, enrollment decisions, graduate preparation programs

 

The Council for Accreditation of Counseling and Related Educational Programs (CACREP) provides specialized accreditation for counselor education programs. Within higher education, accreditation is a “quality assurance and enhancement mechanism” premised on self-regulation through intensive self-study and external program review (Urofsky, 2013, p. 6). Accreditation has been reported to be particularly relevant to prospective counseling students, given increases in both the number of programs seeking CACREP accreditation (Ritchie & Bobby, 2011) and implications of program accreditation status for students’ postgraduation opportunities. Research to date has not surveyed counseling students about their knowledge of CACREP accreditation prior to or following enrollment in graduate-level counseling programs.

 

Graduate Program Enrollment Decisions

 

For prospective counseling students, selecting an appropriate counselor preparation program for graduate-level study is an exceedingly complex task. Prospective students must choose from a myriad of options across mental health fields, areas of specialization and program delivery formats (i.e., traditional, virtual and hybrid classrooms). Those prospective students who are unfamiliar with CACREP accreditation and potential implications of program accreditation status for postgraduation opportunities may not sufficiently consider accreditation a relevant criterion during selection of a graduate-level counselor education program.

 

To date, the majority of higher education enrollment research has focused on undergraduate students. Hossler and Gallager (1987) outlined a three-stage college selection model that integrates econometric, sociologic and information-processing concerns of prospective enrollees. The first stage, predisposition, culminates with a decision to attend college or not. Past student achievement, ability and level of educational aspiration, along with parental income, education and encouragement, are important influences at this stage. The second stage, search, includes gathering information about prospective institutions, submitting applications and receiving admission decision(s). Finally, choice, describes the selection of a college or university. Factors influencing enrollment decisions include a variety of personal and institutional characteristics including socioeconomic status, financial costs and aid, academic qualities, location, and recruitment correspondence (Hossler & Gallager, 1987).

 

Academic reputation, job prospects for graduates, campus visits, campus size and financial aid offerings have been identified as critical factors influencing undergraduate student enrollment decisions (Hilston, 2006). Research also has underscored the weight of parental opinions in shaping undergraduate student enrollment decisions. More limited research has examined factors influencing graduate student enrollment decisions, but appears necessary given differences across contexts of individuals making undergraduate versus graduate-level enrollment decisions.

 

Within a non-field-specific survey of 2,834 admitted graduate students, Kallio (1995) found the following factors to be most influential in participants’ program selection and enrollment decisions: (a) residency status, (b) quality and other academic environment characteristics, (c) work-related concerns, (d) spouse considerations, (e) financial aid, and (f) campus social environment. A more recent examination of doctoral-level students within higher education administration programs (Poock & Love, 2001) indicated similar influential factors with location, flexibility of accommodations for work–school–life balance, reputation and friendliness of faculty of highest importance. Flexibility of program requirements and delivery format also were indicated. Ivy and Naude (2004) surveyed 507 MBA students and identified a seven-factor model of variables influencing graduate student enrollment decisions. The seven factors were the following: program, prominence, price, prospectus, people, promotion and premium. Students indicated elements of the program, including range of electives and choice of majors; prominence, including staff reputation and program ratings; and price, including tuition fees and payment flexibility, as the most salient factors.

 

Accreditation and Graduate Program Enrollment Decisions

In a review of the status of accreditation within higher education, Bardo (2009) delineated major trends with implications for both current and prospective students. First, across higher education fields, there is heightened emphasis on accountability through documented student learning outcomes that transcend individual course grades. Second, there are calls for greater transparency around accreditation procedures and statuses. Parallel attention also is given to ethical obligations of institutions and accrediting bodies to provide clearer information to students, not only about the requirements of enrollment in accredited institutions, but also about the significance of accreditation to postgraduation outcomes (Bardo, 2009).

 

Accreditation is a critical institutional factor that appears to have both a direct and an indirect impact on graduate program enrollment decisions. Most directly, accreditation may be a specific selection criterion used by prospective students when exploring programs for application or when making an enrollment decision among multiple offers. Indirectly, the accreditation status of an institution likely influences each of the seven p’s identified by Ivy and Naude (2004) as informing graduate student enrollment decisions. For example, accreditation may dictate minimum credit requirements, required coursework, program delivery methods and acceptable faculty-to-student ratios. Thus, the need emerges to examine factors informing counseling students’ decisions regarding enrollment in graduate-level programs, with specific attention to students’ levels of awareness and importance ascribed to CACREP accreditation. To contextualize the current study, a brief history of CACREP and perceived benefits and challenges of accreditation are provided.

 

CACREP History

 

CACREP held its first board meeting in 1981 and was founded in part as a response to the development of accreditation standards in other helping professions, such as the American Psychological Association, the National Council for Accreditation of Teacher Education and the Council on Rehabilitation Education. In its history of over 30 years, a primary goal of CACREP has been to assist in the development and growth of the counseling profession by promoting and administrating a quality assurance process for graduate programs in the field of counseling (Urofsky, Bobby, & Ritchie, 2013). Currently, just over 63% of programs falling under CACREP’s jurisdiction hold this accreditation; specifically, by the end of 2013, CACREP had accredited 634 programs at 279 institutions within the United States (CACREP, 2014). In the 2012–2013 school year alone, CACREP-accredited programs enrolled 39,502 students and graduated 11,099 students (CACREP, 2014).

 

As described by Urofsky and colleagues (2013), some revisions to the CACREP standards represent intentional efforts toward growth, self-sufficiency and effectiveness. Such modifications reflected in the 2009 CACREP standards include greater emphases on unified counselor professional identity through specifications for core faculty members and increased focus on documented student learning outcomes in response to larger trends of accountability in higher education. In contrast to these CACREP-directed modifications, Urofsky and colleagues (2013) highlighted that some historical revisions to CACREP standards have been influenced by the larger context of the counseling field. Pertinent contextual issues include licensure portability and recognition from larger federal agencies, including the U.S. Department of Veteran Affairs, Department of Defense and TRICARE, a government-funded insurance company for military personnel. Following the passing of House Bill 232 (License as a Professional Counselor, 2014), Ohio became the first state to require graduation from a CACREP-accredited program (clinical mental health, rehabilitation or addictions counseling) for licensure beginning in 2018. More than 50% of states accept graduation from a CACREP-accredited program as one path for meeting licensure educational requirements (CACREP, 2013). Further, while not directly advocated for by CACREP, graduation from a CACREP-accredited program is required for counselors seeking employment consideration in the Department of Veteran Affairs and the Department of Defense, and for TRICARE reimbursement (TRICARE, 2014).

 

Perceived Benefits of CACREP Accreditation

 

Specific benefits of CACREP accreditation have been identified in the literature at both the individual student and institutional levels, which may inform prospective students’ decisions regarding enrollment in graduate-level counseling programs. Perceived benefits of CACREP accreditation identified by entry-level counseling students include increased internship and job opportunities, improved student quality, increased faculty professional involvement and publishing, and increased acceptance into doctoral-level programs in counselor education and supervision (Mascari & Webber, 2013). Doctoral students are assured training that will qualify them to serve as identified core faculty members in CACREP-accredited counseling programs (CACREP, 2009).

 

Counseling students’ graduate program enrollment decisions also might be influenced by differential benefits afforded to graduates of CACREP-accredited programs who are pursuing professional licensure. Though licensure requirements vary from state to state, a growing number of states place heavier emphasis on the applicant’s receipt of a counseling degree from an accredited program (CACREP, 2013). Some states associate “graduation from a CACREP-accredited program as evidence of meeting most or all of the educational requirements for licensure eligibility” (Ritchie & Bobby, 2011. p. 52). Licensure applicants graduating from non-CACREP-accredited programs may need to provide supplemental documentation to substantiate their training program’s adherence to licensing criteria. In some instances, applicants graduating from non-CACREP-accredited programs may need additional coursework to meet criteria for licensure, which incurs additional costs and delays application processes.

 

Graduate programs’ CACREP accreditation status might impact counseling students’ enrollment decisions relative to postgraduation insurance reimbursement and qualification for certain job placements (TRICARE, 2014). Specifically, following intensive professional advocacy initiatives, TRICARE began recognizing and reimbursing counseling professionals as mental health service providers without the need for physician referral. However, as of now, counselors graduating from non-CACREP-accredited training programs after January 1, 2015 will be unable to receive approval to practice independently within the TRICARE system. Considering the estimated 9.5 million people insured by TRICARE (TRICARE, 2014), this contingency may present serious implications for counseling professionals who have graduated or will graduate from non-CACREP-accredited training programs. Johnson, Epp, Culp, Williams, and McAllister (2013) noted that thousands of both currently licensed mental health professionals and counseling students will be affected as they “cannot and will not ever be able to join the TRICARE network” (p. 64).

 

Existing literature also highlights benefits of CACREP accreditation at the program and institutional levels, which may impact counseling students’ graduate program enrollment decisions. Achievement and maintenance of CACREP accreditation entails exhaustive processes of self-study and external peer review. Self- and peer-review processes contribute to shared quality standards among accredited counselor preparation programs and demonstrated student learning outcomes based on standards established by the profession itself (Mascari & Webber, 2013). Faculty members employed by CACREP-accredited counselor education programs also appear to differentially interface with the counseling profession. Specifically, a statistically significant relationship has been found between CACREP accreditation and professionalism for school counselor educators, as reflected by contributions to the profession (i.e., journal publications and conference presentations), leadership in professional organizations and pursuit of counseling credentials (Milsom & Akos, 2005).

 

Perceived Challenges of CACREP Accreditation

 

     In addition to highlighting potential benefits of CACREP accreditation, extant literature delineates potential challenges associated with CACREP accreditation, which may directly or indirectly impact counseling students’ graduate program enrollment decisions. Primary among identified challenges are time and financial resources related to the attainment and maintenance of CACREP accreditation (Paradise et al., 2011). Financial requirements associated with CACREP accreditation include application expenses and annual fees, the costs of hiring faculty to meet core faculty requirements and student-to-faculty ratios, and labor costs associated with compiling self-studies.

 

Considering that the 2009 CACREP standards identify 165 core standards and approximately 60 standards per specialty area (Urofsky, 2013), attaining accreditation can be a cumbersome process. Curricular attention given to each standard can vary widely across programs. In response to significant and longstanding calls for increased accountability in higher education, CACREP-accredited programs are required to identify and provide evidence of student learning outcomes (Barrio Minton & Gibson, 2012). To address this requirement, it may be necessary for some programs to reorganize curricular elements, as well as to integrate assessment software and procedures to support this data collection within their programs.

 

An additional challenge of CACREP accreditation surrounds perceived limitations placed on program flexibility and innovation. Paradise and colleagues (2011) found that of the counseling program coordinators they interviewed (N = 135), 49% believed that the 2009 CACREP standards “would require all programs to be ‘essentially the same” (p. 50). Among changes ushered in by the 2009 CACREP standards, education and training requirements of core faculty and the designated student-to-faculty ratios have received critical attention (Paradise et al., 2011). Clinical experience beyond the requirements of graduate-level internship is not specifically considered within requisites for identified core faculty members (CACREP, 2009, I.W.). While adopted largely to foster counselors’-in-training internalization of a clear counselor professional identity (Davis & Gressard, 2011), these standard requirements may influence program hiring decisions and curriculum content and sequencing (CACREP, 2009; Paradise et al., 2011).

 

Over CACREP’s history of more than 30 years, the landscape of the accrediting body, as well as the larger counseling profession it serves, has dramatically shifted. Bobby (2013) called for greater research examining the effects of CACREP accreditation on programs and student knowledge, skill development and graduate performance. A specific gap exists in the literature related to factors influencing counseling students’ graduate program enrollment decisions, including the potential relevance of students’ knowledge of CACREP prior to and following enrollment. Research in this area not only would illuminate counseling students’ propensities for making informed choices as consumers of higher education, but might also reveal critical implications for and ethical obligations of students, programs and CACREP itself within contemporary and complex accreditation climates. Consequently, the current study examined the following research questions: (a) What factors influence students’ decisions regarding enrollment in graduate-level counseling programs? (b) How aware are students of CACREP accreditation prior to and following program enrollment? (c) How important is CACREP accreditation to students prior to and following program enrollment? (d) Is there a difference in CACREP accreditation awareness between students in CACREP- and non-CACREP-accredited programs prior to program enrollment? (e) Does students’ awareness of CACREP-accreditation increase after program enrollment?

 

Method

 

Participants

In total, 40 graduate-level counseling programs were contacted to participate in this study. A purposeful sample was chosen, seeking participation from four CACREP-accredited and four non-CACREP-accredited programs from each of the five geographic regions within the United States (i.e., Western, Southern, North Atlantic, North Central, Rocky Mountain). For each geographic region, CACREP-accredited and non-CACREP-accredited programs were selected based on the criteria of student body size and status as a public versus private institution. Specifically, within each of the five geographic regions, four institutions (one small [n < 10,000], one large [n > 10,000], one private, one public) were purposefully selected for each accreditation status (CACREP, non-CACREP). Selection criteria did not include cognate focus; however, participants included students within clinical mental health; school; marriage, couple and family; counselor education and supervision; and addictions counseling programs.

 

A request for participation was made to the counseling department chairs of the 40 purposefully selected programs via e-mail. In total, representatives from 25 of the 40 contacted programs (62.5%) agreed that their programs would participate in this study. The participation rate of CACREP-accredited programs was higher than that of non-CACREP-accredited programs; the overall participants included 15 of the 20 contacted CACREP-accredited programs (75%) and 10 of the 20 contacted non-CACREP-accredited programs (50%). At the institutional level, counseling program participation across the five regions was representative of national program distribution. Following attainment of consent from the counseling department chairs, an electronic survey was provided to each of the 25 participating programs for direct dissemination to students meeting the selection criteria.

 

A total of 359 master’s and doctoral students currently enrolled in counseling programs nationwide responded to the survey. The exact response rate at the individual student level is unknown, as the number of students receiving the survey at each participating institution was not collected. Of the 359 participants surveyed, 22 surveys were deemed unusable (e.g., sampling parameter not met, blank survey response) and were not included in analyses. Of the remaining 337 participants, missing data were addressed by providing sample sizes contingent on the specific research question.

 

Participants’ ages (n = 332) ranged from 20–63, with a median age of 28. Gender within the sample (n = 335) consisted of 14.3% male, 85.1% female and 0.3% transgender; the remaining 0.3% of participants preferred not to answer. In regards to race/ethnicity (n = 334), 84.1% of the sample identified as Caucasian, 7.2% as African-American, 2.7% as Latino/a, 1.8% as Asian, 1.5% as biracial, 0.3% as Pacific Islander and 0.3% as Hawaiian; the remaining 2.1% preferred not to answer. The reported educational levels (n = 331) included 90.4% of participants in a master’s program and 9% in a doctoral program; the remaining 0.9% participants were postdoctoral and postgraduate students taking additional coursework. Participants reported enrollment in the following cognate areas (n = 331): mental health and community counseling (48.8%), school counseling (27.7%), marriage and family counseling (5.4%), counselor education and supervision (5.1%), other (4.0%), rehabilitation counseling (3.0%), addictions counseling (2.1%), multitrack (1.8%), assessment (1.2%), and career counseling (0.9%).

 

In order to obtain program demographic information based on the aforementioned purposeful sampling design, participants were asked to identify the university attended. However, as 15.5% of participants provided an unusable response (e.g., preferred not to answer), self-reported program descriptive demographic data were analyzed instead. Participants classified their institution as public or private (n = 332) as follows: 68.7% reported attending a public university and 31.3% a private university. Student population of the university also was self-reported (n = 326) as follows: 38.7% of the participants attended universities with a student population of fewer than 10,000, 23.3% with a student population of 10,000–15,000 and 38% with a student population of over 15,000. The program accreditation status per participants’ self-report (n = 307) indicated that 56.7% were enrolled in CACREP-accredited programs, 34.9% were enrolled in non-CACREP-accredited programs and 8.5% were uncertain about program accreditation status.

 

Procedure

The researchers implemented Qualtrics to house and distribute the electronic survey. Survey items included participant and counseling program demographics, factors influencing decisions on enrollment in graduate-level counseling programs, awareness of CACREP accreditation prior to and following enrollment, and importance ascribed to CACREP accreditation prior to and following enrollment. Relative to factors influencing decisions on enrollment in graduate-level counseling programs, participants first were asked to list the top three factors influencing their enrollment decision. Participants then were asked to select the most important factor among their top three. Additionally, participants responded to the following question: “When choosing your graduate program, is there a factor you now wish had been more influential in your decision?” Questions pertaining to participants’ awareness of and ascribed importance to CACREP accreditation included the following: (a) “When first applying to graduate school, how familiar were you with CACREP accreditation?” (b) “When first applying to graduate school, how important was CACREP accreditation for you?” (c) “Currently, how familiar are you with CACREP accreditation?” (d) “Currently, how important is CACREP accreditation for you?” Participants used a four-point Likert scale for their responses, which ranged from “very familiar/very important” to “not familiar/not important.” The category of “I was/am not aware of accreditation” also was provided where appropriate.

 

Results

 

Research question one examined the top factors participants considered and wished they had considered more when making a counseling program enrollment decision (n = 328). As shown in Table 1, results indicated the following rank order for the top 10 factors that influenced participants’ enrollment decisions: (a) location at 33.6%, (b) program accreditation at 14.0%, (c) funding/scholarships at 12.2%, (d) program prestige at 8.6%, (e) faculty at 7.7%, (f) program/course philosophy at 4.2%, (g) program acceptance at 3.9%, (h) faith at 3.9%, (i) schedule/flexibility at 3.6% and (j) research interests at 2.4%. The top 10 factors that participants wished they had considered more when making their enrollment decisions included the following: (a) “none” at 42.3%, (b) funding/scholarships at 15.2%, (c) program accreditation at 12.8%, (d) faculty at 6.8%, (e) research interests at 5.1%, (f) program prestige at 4.5%, (g) networking opportunities at 3.6%, (h) location at 2.4%, (i) schedule/flexibility at 1.5% and (j) personal career goals at 1.2%. Further analysis indicated the following three factors that participants at non-CACREP-accredited programs (n = 106) wished they had considered more when making an enrollment decision: (a) program accreditation at 31.8%, (b) “none” at 30.8% and (c) funding/scholarships at 9.3%.

 

Table 1

 

Counseling Students’ Enrollment Decision Factors

Factors Participants Considered

Factors Participants Wished They Had Considered More

Factor ranked order

% of n

Factor ranked order

% of n

Location 33.6 None 42.3
Program accreditation 14.0 Funding/scholarships 15.2
Funding/scholarships 12.2 Program accreditation 12.8
Program prestige   8.6 Faculty   6.8
Faculty   7.7 Research interests   5.1
Program/course philosophy   4.2 Program prestige   4.5
Program acceptance   3.9 Networking opportunities   3.6
Faith   3.9 Location   2.4
Schedule/flexibility   3.6 Schedule/flexibility   1.5
Research interests   2.4 Career goals   1.2
Note. n = 328

 

 

 

Research question two explored participants’ awareness of CACREP accreditation prior to (n = 308) and following enrollment (n = 309) in graduate-level counseling programs. Before enrollment, only one quarter (24.7%) of the sample indicated being “familiar” (n = 49) or “very familiar” (n = 27) with CACREP accreditation. The remaining 75.3% of the sample reported less awareness of CACREP accreditation prior to enrollment, with these participants reporting only being “somewhat familiar” (n = 93) or “not familiar” (n = 139) with CACREP accreditation. In contrast, following enrollment in graduate-level counseling programs, nearly three quarters (73.1%) of the sample noted either being “familiar” (n = 124) or “very familiar” (n = 102) with CACREP accreditation. The remaining 26.9% of participants reported being “somewhat familiar” (n = 66) or “not familiar” (n = 17). Overall, the percentage of all students reporting that they were either “familiar” or “very familiar” with CACREP accreditation increased by 48.4% following enrollment in graduate-level counseling programs.

 

Consideration was given to potential differences in familiarity with CACREP accreditation among (a) doctoral- and master’s-level students and (b) students attending CACREP- and non-CACREP programs. For those students enrolled in a master’s-level program (n = 276), regardless of program accreditation status, 21% reported being either “familiar” or “very familiar” with CACREP accreditation pre-enrollment. For doctoral-level students (n = 27), 63% indicated familiarity with CACREP accreditation prior to enrolling in a graduate program. These results indicated that doctoral-level students appeared to show more awareness of CACREP accreditation pre-enrollment, as a 42% difference in familiarity level existed. Post-enrollment, familiarity levels increased for both groups, as evidenced by 72.8% of master’s-level students (n = 201) and 81.5% of doctoral-level students (n = 22) reporting either being “familiar” or “very familiar” with CACREP accreditation. The difference between the two groups was now 8.7%, with doctoral students exhibiting more familiarity with CACREP post-enrollment.

 

Students’ familiarity with CACREP prior to and following enrollment also were considered between students in accredited (n = 173) and non-CACREP-accredited (n = 107) programs, as well as among students who reported being unsure of their program’s accreditation status (n = 26). Prior to enrollment, the following percentages of students reported being either “familiar” or “very familiar” with CACREP accreditation: 31.8% in CACREP-accredited programs, 18.7% in non-CACREP-accredited programs and 0.0% among those unaware of program accreditation status. Post-enrollment, 78.2% of students in a CACREP-accredited program, 77.4% of students in a non-CACREP-accredited program and 23.1% of those unaware of their program’s accreditation status reported being either “familiar” or “very familiar” with CACREP accreditation. Overall, the results indicated that higher percentage levels of CACREP familiarity existed both pre-enrollment and post-enrollment for students in CACREP-accredited programs when compared to students in either non-CACREP programs or who were unaware of their program’s accreditation status.

 

Research question three explored the level of importance participants placed on CACREP accreditation prior to (n = 309) and following enrollment (n = 308) in graduate-level counseling programs. Before enrollment, 39.5% of the sample noted that CACREP accreditation was either “important” (n = 50) or “very important” (n = 73). The remaining 60.5% of participants reported the following levels of importance ascribed to CACREP accreditation prior to enrollment: “somewhat important” (n = 51) or “not important” (n = 34), or indicated they were “not aware” (n = 102) of accreditation. After enrollment, participants’ levels of importance ascribed to CACREP accreditation increased, with 79.6% of the sample describing CACREP accreditation as “important” (n = 80) or “very important” (n = 165). Approximately one fifth (20.4%) of the sample reported low levels of importance ascribed to CACREP post-enrollment, rating CACREP accreditation as “somewhat important” (n = 33) or “not important” (n = 22), or indicated they were “not aware” (n = 8) of accreditation. From pre-enrollment to post-enrollment, the percentage of students identifying CACREP as “important” or “very important” increased by 40.1%.

 

Potential differences in the results as a function of program accreditation status also were examined. The following percentages of students believed CACREP accreditation was either “important” or “very important” prior to graduate school enrollment: 58% if the program was reported to be accredited (n = 101), 17.8% if not CACREP accredited (n = 19), and 3.8% if the participant was unsure of the program’s accreditation status (n = 1). Post-enrollment, ascribed levels of importance increased for all students regardless of program accreditation status, as follows: 89.7% of students in CACREP-accredited programs (n = 156), 72.6% of students in non-CACREP-accredited programs (n = 77) and 38.5% of students unaware of their program’s accreditation status (n = 10) indicated that CACREP accreditation was either “important” or “very important” to them.

 

Research question four explored potential differences in levels of awareness of CACREP accreditation prior to enrollment in graduate-level counseling programs between participants in CACREP-accredited programs, those in non-CACREP-accredited programs and those unaware of program accreditation status. Descriptive results indicated that a difference existed between CACREP accreditation awareness levels prior to enrollment contingent on self-reported program accreditation status; to determine whether a significant statistical difference existed, a one-way ANOVA was used. The omnibus F statistic was interpreted, which is robust even when sample sizes within the different levels are small or unequal (Norman, 2010). The results indicated that self-reported CACREP accreditation statuses (i.e., accredited, non-accredited, unaware of accreditation status) were found to have a significant effect on participants’ awareness of CACREP accreditation prior to enrollment into a graduate-level counseling program, F(2,303) = 15.378, MSE = 0.861, p < 0.001. The Levine’s test was significant, indicating nonhomogeneity of variance. To account for the unequal variance, post hoc analyses using Tamhane’s T2 criterion for significance were run to determine between which accreditation levels the significant difference in the mean scores existed. The post hoc analyses indicated that prior to graduate school enrollment, participants who self-reported attendance in accredited programs were significantly more aware of CACREP accreditation (n = 173, M = 2.88, SD = 0.976) than the following: (a) participants who self-reported attending non-accredited programs (n =  107, M = 3.36, SD = 0.934; p < 0.001) and (b) participants who reported uncertainty of their program’s current accreditation status (n = 26, M = 3.77, SD = 0.430; p < 0.001). Additionally, the analysis indicated that participants who self-reported enrollment in non-CACREP-accredited programs were significantly more aware of CACREP accreditation compared to participants who were uncertain of their program’s current accreditation status, p = 0.004. Overall, the results for research question four suggested the following information regarding awareness of CACREP accreditation prior to enrollment for all students: (a) those enrolled in CACREP-accredited programs indicated the most awareness, (b) those enrolled in non-CACREP-accredited programs exhibited the second most awareness and (c) those unaware of their program’s accreditation status reported the least awareness.

 

The omnibus F test for research question four was re-run, looking at only students currently enrolled in a master’s-level program, teasing out potential outlier effects produced by doctoral students’ knowledge base; descriptive statistics had indicated that doctoral-level students exhibited more awareness of CACREP accreditation prior to enrollment. When examining only master’s-level students (n = 274), the results indicated that self-reported CACREP accreditation statuses (i.e., accredited, non-accredited, unaware of accreditation status) were found to have a significant effect on these students’ awareness of CACREP accreditation prior to enrollment in a graduate-level counseling program, F(2,274) = 14.470, MSE = 0.724, p < 0.001. Tamhane’s T2 post hoc analyses suggested similar results for master’s-level students’ CACREP awareness contingent on the program’s accreditation status when compared to results found for all participants (i.e., both master’s- and doctoral-level students). For master’s-level students, the following results were found: (a) those enrolled in CACREP-accredited programs indicated the most awareness, (b) those enrolled in non-CACREP-accredited programs exhibited the second most awareness and (c) those unaware of their program’s accreditation status reported the least awareness.

 

Research question five assessed whether participants’ levels of CACREP accreditation awareness increased after enrollment in graduate-level counseling programs. Overall, the descriptive results indicated that participants’ awareness of CACREP accreditation increased after enrolling in a counseling program regardless of other factors (e.g., grade level, program accreditation status). The two-tailed dependent t test indicated that the mean score for CACREP accreditation awareness significantly increased for all students after enrollment in a graduate-level counseling program (M = 1.130, SD = 1.046, t(306) = 18.934; p < .001), with the following mean scores reported: prior to enrollment (n = 307), M = 3.11, SD = 0.975, and following enrollment (n = 307), M = 1.98, SD = 0.869.

 

Discussion

 

The purpose of this research was to examine factors that influence students’ decisions regarding enrollment in graduate-level counseling programs, with specific attention to students’ knowledge of CACREP accreditation prior to and following enrollment. The findings of this study were congruent with previous research, indicating that counseling students deemed program location to be the most influential factor in their enrollment decision-making process (Poock & Love, 2001). A dearth of previous research existed on the role of program accreditation in enrollment decisions; the current study suggests that program accreditation status signifies the second most influential factor, reported by 14% of the participants surveyed. Across the sample, program accreditation ranked third among factors participants wished they had considered more prior to making an enrollment decision. For participants attending non-CACREP-accredited programs, the ranking of accreditation increased to the number one factor these students wished they had considered more (31.8%), closely followed by no other factors (30.8%). Results of this study suggest that while CACREP accreditation is important to some students when choosing a program, ultimately, enrollment decisions are influenced by a number of factors whose weight varies from student to student.

 

A critical finding emerging from this research is that nearly half of participants (45.1%) were not familiar with CACREP accreditation prior to enrollment in a graduate-level counseling program. In contrast, only 8.8% of students reported being very familiar with CACREP accreditation prior to enrollment. These results support the assertion that counseling students may lack information necessary to make an informed program enrollment choice. Specifically, if prospective students are not aware of the existence of accrediting bodies or the potential implications of CACREP accreditation for postgraduation opportunities, they may omit accreditation as a decision-making criterion for enrollment. The ranking of CACREP accreditation as the first and third most important factors that students in non-CACREP and CACREP programs, respectively, wished they had considered more appears to reflect this omission.

 

Relatedly, one third of participants reported being unaware of the importance of CACREP accreditation prior to enrollment in a graduate-level counseling program. Drastically, post-enrollment, less than 3% of participants reported lacking awareness of the importance of CACREP accreditation. Post-enrollment, the participants appeared to perceive CACREP accreditation as very important, with over half of the participants (53.6%) reporting this perception. Significant differences existed in participants’ awareness of CACREP accreditation prior to enrollment between participants enrolled in CACREP- and non-CACREP-accredited programs. A possible grounding for this finding may be that participants who were aware of CACREP accreditation prioritized this factor differently when making an enrollment decision. Regardless of the CACREP accreditation status of their graduate-level counseling programs, participants’ knowledge of CACREP accreditation increased significantly following program enrollment. This result suggests that accreditation is an effectively shared domain of professional socialization within counselor preparation programs, but largely not communicated to students outside formal entry into the field.

 

Overall, the results of this study provide a valuable window to the varied factors that prospective counseling students consider when making graduate program enrollment decisions. Interestingly, while accreditation signified an important factor in this decision-making process, many students lacked awareness of accreditation and subsequent implications of attending a CACREP-accredited program prior to enrollment. Post-enrollment, awareness of and importance ascribed to program accreditation increased for students, indicating that some students’ selection priorities changed with increased knowledge about accreditation. Ultimately, though enrollment decisions are personal choices in which students consider a number of factors, this study’s findings suggest that unfamiliarity with accreditation might impact the subsequent decisions.

 

Limitations and Recommendations for Further Research

 

Several limitations to this study must be noted. First, the results might have been biased by the use of a purposeful volunteer sample, with counseling program representatives electing whether to participate based on unknown motivations. Additionally, while the participation rate was ascertainable at the institutional level, the participation rate at the individual student level was unknown, as the number of students receiving the instrument at each participating institution was not collected. Second, the binary designation of CACREP-accredited and non-CACREP-accredited programs is broad and may not sufficiently account for rich variation across and within programs. For example, the research design did not account for programs working toward accreditation. Further, the use of self-reported program demographic information (e.g., accreditation status, institution name) may have impacted findings, as over 15% of participants preferred not to answer or gave incorrect data. Finally, data analysis did not address potential differences in participants’ responses across program cognate areas, full- and part-time enrollment statuses, or traditional and virtual program delivery formats. Future research may be informed by consideration of these demographic variables, as well as the possible relationship of students’ gender, age and race/ethnicity on graduate program enrollment decisions. Additionally, given that many participants lacked awareness of CACREP accreditation prior to enrollment, but ascertained this knowledge while enrolled, future research should examine specific educative venues through which students learn about CACREP accreditation prior to and following enrollment in graduate-level counseling programs. Results of research examining how counseling students become, or fail to become, knowledgeable about CACREP accreditation can inform outreach efforts. Qualitative examination of these questions, as well as of students’ lived experiences within and outside CACREP-accredited programs, would be particularly helpful. Examination of counselor educators’ levels of awareness of and importance ascribed to CACREP, within both accredited and non-accredited programs, also is suggested.

 

Implications for Counselor Preparation Programs and the Broader Profession

 

Results of this study suggest critical disparities among counseling students’ awareness and perceptions of CACREP accreditation prior to and following enrollment in graduate-level counseling programs. Considering the increased implications of accreditation within the counseling profession, this study’s findings substantiate a professional need to assist individuals in making optimally informed decisions about graduate school. Such an intervention moves beyond the individual student level, bringing renewed attention to the obligations of counselor preparation programs and professional associations. Though prospective students bear the responsibility of the enrollment decision, such an argument becomes confounded (and circular) when one considers that about 50% of students surveyed were unfamiliar with CACREP accreditation prior to graduate school enrollment.

 

Program Level

This study supports Bardo’s (2009) assertion of the responsibility of programs to educate students about the benefits, challenges and rationale of accreditation. Transparent and educative dissemination of facts relative to the significance of accreditation is becoming paramount, particularly in light of new state-level requirements for licensure (License as a Professional Counselor, 2014) and continued movements toward portability, which may introduce new liabilities for programs not accredited by CACREP. Programs may wish to integrate such information about CACREP accreditation into recruitment processes and application materials, such as program websites, on-campus visits and open houses, and prospective student communications. The intention is to assist students in making well-informed decisions when choosing a counseling graduate program related to individual preferences and goals. For non-accredited programs, such transparent discussions may pose additional implications, considering that participants of this study deemed accreditation an important enrollment decision factor. However, because students prioritize enrollment decision factors differently, non-accredited programs still have the potential to attract students through their program’s prestige, philosophy, faculty, location and other factors that individuals prioritize.

 

Broader Professional Level

Among contemporary influences on the counseling profession, the TRICARE resolution is a particularly significant event. Graduation from a CACREP-accredited counselor preparation program increasingly differentiates students’ postgraduation employment and licensure opportunities. It is essential to recognize the differing, and potentially incongruent, contexts emerging for CACREP-accredited and non-CACREP-accredited programs. While complex, there is a clear need for proactive and inclusive dialogue across the profession that both minimizes potential collateral damage and maximizes the power of unified preparation standards for achievement of broader goals of professional recognition and licensure portability.

 

Results of this study lend support to the assertion that CACREP and other professional associations must find new ways of reaching out to non-accredited programs in order to assist them in recognizing the benefits and importance of accreditation, not only for their graduating students and individual institutions, but also for the counseling profession as a whole (Bobby, 2013). It also is essential that both financial support and mentorship continue to be provided to counselor preparation programs seeking and maintaining CACREP accreditation. Directed professional advocacy efforts to inform various stakeholders about the importance of CACREP accreditation as a national preparation standard also are recommended (Mascari & Webber, 2013).

 

Summary

 

The history of CACREP as an accrediting body has been and continues to be inextricably connected to broader movements of the counseling profession. Ultimately, the credibility and importance of CACREP accreditation remains grounded in the larger profession it serves. Ongoing respectful and critical dialogue related to CACREP is imperative within the general profession, and more specifically, with potential students of graduate-level counseling programs. Such transparent discussions are grounded by this study’s findings—although many students considered accreditation an influential factor when making enrollment decisions, nearly half of the participants sampled were unaware of accreditation prior to enrollment in a counseling graduate program. Assisting vested stakeholders, including institutions and students, in making informed decisions is an important part of the dialogue that is introduced through this research and invites subsequent conversation.

 

 

Conflict of Interest and Funding Disclosure

The authors reported receiving a grant contribution

from CACREP for the development of this manuscript.

 

 

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Eleni M. Honderich, NCC, MAC, is an Adjunct Professor at the College of William and Mary. Jessica Lloyd-Hazlett, NCC, is an Assistant Professor at the University of Texas-San Antonio. Correspondence can be addressed to Eleni M. Honderich, College of William & Mary, School of Education, P.O. Box 8795, Williamsburg, VA 23187-8795, emhond@gmail.com.