Using a Relational-Cultural and Adlerian Framework to Enhance Multicultural Pedagogy

Taylor Irvine, Adriana Labarta, Kelly Emelianchik-Key

 

Counselor education (CE) programs are expected to provide counselors-in-training (CITs) with a diversity-infused curriculum. Throughout the CE literature, there are many available methods to accomplish this goal, yet trainees have reported a lack of self-efficacy in essential multicultural competencies before entering clinical work. Graduates of CE programs have also noted feeling unprepared when working with culturally diverse clients. The integration of culturally responsive models in CE programs is limited, and methods to decolonize current educational practices remain sparse. To address these gaps, we propose a culturally responsive and decolonizing framework grounded in the extant research that integrates relational-cultural theory (RCT) and Adlerian theory principles. The Relational-Cultural and Adlerian Multicultural Framework (RAMF) is intended to be a new pedagogical approach to enhance multicultural education across CE programs. By integrating RCT and Adlerian theory frameworks, the RAMF may offer a more comprehensive lens to view multicultural and social justice issues.

Keywords: relational-cultural theory, Adlerian theory, multicultural competencies, counselor education, decolonizing

 

     Counselor education (CE) programs are charged with preparing counselors-in-training (CITs) to become culturally competent counselors. The Council for Accreditation of Counseling and Related Educational Programs (CACREP) and the American Counseling Association (ACA) require multicultural education training to ensure that CITs develop essential multicultural competencies needed to ethically and effectively serve diverse client populations (ACA, 2014; CACREP, 2015). The 2016 CACREP Standards define multicultural as “denoting the diversity of racial, ethnic, and cultural heritage; socioeconomic status; age; gender; sexual orientation; and religious and spiritual beliefs, as well as physical, emotional, and mental abilities” (CACREP, 2015, p. 42). CE programs must equip trainees with the knowledge and skills crucial to providing culturally responsive treatment (ACA, 2014; CACREP, 2015). We begin by defining multicultural competence as it relates to the counseling profession, followed by a review of key terms that lay the groundwork for the proposed pedagogical framework.

Multicultural Competence
     Many definitions of multicultural competence exist in the literature. We operationally define multicultural competence as a counselor’s awareness and knowledge of their own culture and their clients’ cultures, which allows them to tailor counseling approaches to client cultural identities and appreciate and embrace cultural differences (Ratts et al., 2016; Sue et al., 1992). C. C. Lee (2019) also outlined three self-reflective questions to promote multicultural competence: “1) Who am I as a cultural being? . . . 2) What do I know about cultural dynamics and how they may influence my client’s worldview? . . . [and] 3) How do I promote client mental health and well-being in a culturally competent manner?” (p. 10). These reflective questions are crucial to multicultural competence development, particularly given the recent increase in cultural pluralism throughout the United States (C. C. Lee, 2019). In response to the growth in diverse client populations and the call to infuse social justice into CE, the Association for Multicultural Counseling and Development has endorsed the revised Multicultural and Social Justice Counseling Competencies (MSJCC; Ratts et al., 2016) to facilitate clinical competency in this domain.

The Multicultural and Social Justice Counseling Competencies (MSJCC)
     The MSJCC serve to impact, influence, and broaden the scope of multicultural training in CE programs (Ratts et al., 2016). Building from Sue et al.’s (1992) seminal tripartite model, four essential competencies comprise the MSJCC and are inherent to producing culturally competent counselors:  attitudes and beliefs, knowledge, skills, and action (Ratts et al., 2016). More than ever, our current sociopolitical climate tasks counselors with the ethical responsibility of cultural sensitivity and increased diversity awareness, which is central to being multiculturally competent and fundamental to the counseling relationship itself (ACA, 2014).

The MSJCC highlight the importance of social justice and advocacy by addressing mental health disparities and empowering marginalized groups (Ratts et al., 2016). Throughout the professional literature, there is a lack of consensus on defining this construct, furthering the experience of oppression for marginalized group members (C. C. Lee, 2019). For this article, we operationally define marginalized group members as historically oppressed persons and communities in society that experience discrimination and lack access to systemic benefits that privileged groups receive because of structural power advantages; this power imbalance occurs within sociopolitical, economic, and cultural dimensions (C. C. Lee, 2019; Ratts et al., 2016). Marginalized group members include a host of group identities, including but not limited to Black, Indigenous, and People of Color (BIPOC); LGBTGEQIAP+ individuals; persons with disabilities; and undocumented immigrants and refugees (C. C. Lee, 2019). Integral to the MSJCC and overall multicultural competence is an awareness of clients’ and counselors’ intersecting identities, which allows for a deeper examination of privilege, power, and oppression dynamics.

Intersecting Identities
     Because culture encompasses classifications that extend beyond race and ethnicity, cultural identity can be viewed as one’s self-identification as a member of a specific group based on a connection with the group’s core beliefs and values that fit with one’s sense of self (C. C. Lee, 2019; Ratts et al., 2016; Singh et al., 2020). According to intersectionality theory, individuals who hold multiple marginalized identities may experience a greater risk of mental health concerns because of the compounding effects of various forms of discrimination and oppression (Crenshaw, 1989). Thus, CITs must understand intersecting identities (e.g., Hispanic Christian lesbian) to holistically and effectively conceptualize clients’ presenting issues and examine dynamics of identity and power within the counseling relationship (Ratts et al., 2016). Intersectionality theory also provides a framework for counselors to critically investigate Westernized counseling theories stemming from a White Eurocentric lens and move toward a decolonizing paradigm. When conducting multicultural and social justice research, Hays (2020) noted the cruciality of applying intersectionality and decolonizing practices to enhance client and training outcomes.

Decolonizing Counseling and CE
     A definition of decolonization is warranted to further the discussion on dismantling oppressive systems impacting marginalized communities. In the literature, scholars have described coloniality as the dominant culture’s attempts to socialize marginalized communities into adopting Westernized ideals and values (Goodman & Gorski, 2015; Hernández-Wolfe, 2011; Singh et al., 2020). Therefore, decolonization requires critically analyzing and challenging hierarchical structures that perpetuate inequities and injustices in underrepresented groups (Hernández-Wolfe, 2011). Integration of decolonization is also crucial to informing multicultural counseling and education (Goodman & Gorski, 2015; Singh et al., 2020). Within CE programs, Singh et al. (2020) argued that social justice theories should be “taught alongside traditional counseling theories” to provide culturally responsive counseling and challenge colonizing educational practices (p. 262). Despite the persistent calls to incorporate the MSJCC and decolonizing practices into counseling and educational paradigms, scholars have continued to note deficits within multicultural education (Barden & Greene, 2015; Singh et al., 2020).

Deficits in Multicultural Education
     The literature reveals gaps between the pedagogical practices, acquired skill development and theory integration, and personal awareness needed to become culturally competent and prepared to work with diverse clients (Barden & Greene, 2015; Priester et al., 2008). CITs have also indicated a lack of self-efficacy in essential multicultural competencies upon entering their practicum sequence (Flasch et al., 2011). In addition, graduates of counseling programs have reported feeling unprepared to work with culturally diverse clients (Barden et al., 2017; Bidell, 2012; Schmidt et al., 2011). This issue reflects the current deficits in multicultural education among CE programs. Many definitions of multicultural education exist in the literature. For this study, we define it as a holistic approach to critically analyzing systems of power and privilege and inequitable policies that serve to disenfranchise marginalized group members; at the same time, multicultural education centralizes matters of social justice and the decolonization of discriminatory educational practices (Gorski, 2016; Singh et al., 2020).

Across CE programs, one notable factor that influences multicultural education is educational delivery method. Swank and Houseknecht (2019) conducted a Delphi study of teaching competencies in CE, which revealed that students were twice as likely to rate a professor as effective based on their content knowledge and delivery method. Thus, educational delivery method may play a significant role in facilitating multicultural competence among CITs. As such, there is a need for more effective diversity training approaches in CE programs, with an emphasis on fostering CITs’ ability to integrate theory and therapeutic techniques to fully meet clients’ needs with diverse and deep intersectional ties (Killian & Floren, 2020).

Although studies conducted on multicultural education have increased (Chang & Rabess, 2020; Uzunboylu & Altay, 2021), there remains a paucity of available research on integrating culturally responsive models in CE programs (Pieterse et al., 2009; Shelton, 2020; Trahan & Keim, 2019). Similarly, researchers in related fields, such as teacher education, have also noted ongoing challenges pertaining to multicultural education, including minimizing or avoiding challenging conversations about race and privilege, misrepresenting the voices of marginalized group members, integrating content over equity-based practices, and underemphasizing the factors that impact the teaching practices of multicultural educators (Chouari, 2016; Gorski, 2016; Kim, 2011; McGee Banks & Banks, 1995). Relational-cultural theory (RCT) and Adlerian theory are detailed and presented as grounding for a proposed pedagogical approach to address these training limitations.

Relational-Cultural Theory (RCT)

RCT is a feminist approach rooted in Jean Baker Miller’s (1976) Toward a New Psychology of Women. In collaboration with colleagues Judith Jordan, Janet Surrey, and Irene Stiver, Miller developed RCT and challenged Westernized psychotherapy theories that portray human development as a journey from dependence to independence (Jordan, 2010). From an RCT lens, healing occurs in the context of mutually empathic, growth-fostering relationships. Rather than focusing on separation and self-sufficiency, RCT is grounded in the assertion that human beings need connection to flourish. J. B. Miller and Stiver (1997) stated that “five good things” occur when individuals engage in growth-fostering relationships: 1) a greater sense of “zest,” or vitality and energy; 2) increased self-worth; 3) a better understanding of self and others in the context of relationships; 4) elevated levels of productivity and creativity; and 5) a desire for more connection.

Conversely, isolation is perceived as a significant source of suffering (Jordan, 2018). Across the life span, relational development is highly interrelated with a person’s racial, cultural, and social identities (Pedersen et al., 2008). RCT addresses the breadth and depth that identity and power structures have within relationships and the intersectionality of culture across various contexts (Comstock et al., 2008; Schwartz, 2019). RCT also emphasizes acknowledgement of how hierarchical systems contribute to cultural oppression and social isolation for traditionally marginalized communities. Further, this theory centers contextual and relational factors that impact clients and encourages counselors to examine dynamics of privilege and oppression that perpetuate suffering and create disconnection (Jordan, 2018). Disconnection can be conceptualized as a routine part of relationships, yet when left unaddressed, the invalidated person may experience shame, withdrawal, and disempowerment. Therefore, RCT highlights the importance of attending to ruptures in relationships when they occur. By centering connection, authenticity, and mutual empowerment, humans can differentiate relational patterns and develop meaningful self and other relationships (Jordan, 2010). RCT also recognizes the ability for multiple truths within a relationship, which allows the individual’s unique experiences and perspectives to be acknowledged within the social and cultural subsystems that they are embedded within (Comstock et al., 2008; Jordan, 2018).

RCT has feminist, postmodern epistemological underpinnings that make it a suitable theoretical framework to implement in the various facets of CE. Several authors have proposed the use of RCT as a framework for pedagogy (Byers et al., 2020; K. G. Hall et al., 2014), mentorship (Lewis & Olshansky, 2016), supervision (Bradley et al., 2019), and advising students of color (Dipre & Luke, 2020). As a pedagogical model, RCT is applied in several courses, including human diversity (Byers et al., 2020), group counseling (B. S. Hall et al., 2018), and counseling theories (Lertora et al., 2020). Thus, RCT appears to be an emerging and robust framework to enhance students’ relational, multicultural, and social justice competencies.

Adlerian Theory

Individual psychology, better known as Adlerian theory, is a phenomenological framework that examines the social and contextual factors which inform a person’s reality (Bitter et al., 2009; Watts, 2013). At its core, Adlerian theorists believe in social embeddedness, or the idea that individuals are comprehensively understood within a social-relational context (R. Miller & Taylor, 2016). Additionally, this framework is rooted in the following core principles: 1) behavior is purposeful (teleological) and used to satisfy the primary need of belongingness; 2) human beings are innately creative and unique; 3) human beings are indivisible and, therefore, must be viewed holistically; 4) human beings prosper through social interest (community feeling); and 5) relational interactions are influenced by one’s lifestyle, or their cognitive worldview (Adler, 1946). Adlerian theory possesses flexible and growth-fostering tenets, making it well-suited for incorporation into a multicultural pedagogical model, such as the MSJCC.

Adlerian theory eschews fundamentally decolonizing tenets such as an either/or perspective and values a dialectical stance to view the individual and social environment as mutually interacting factors (Watts, 2003). The research literature has long documented the integration of Adlerian theoretical principles with supervision (Bornsheuer-Boswell et al., 2013), counseling (Yee et al., 2016), and school frameworks (Pryor & Tollerud, 1999). Adlerian theory has also demonstrated applications as a creative pedagogical framework for enhancing case conceptualization competency among CITs (Davis et al., 2019) and promoting student satisfaction with the learning environment and student–teacher relationships (Soheili et al., 2015).

In a clinical setting, Adlerian counselors conceptualize clients from a social-contextual perspective to gain a deeper understanding of how they perceive events. One of an Adlerian counselor’s roles is to assist the client with examining maladaptive lifestyle convictions while also encouraging engagement in cooperative and social interactions to inhibit disconnection, considered to be the root of suffering (Watts, 2013). Neuroscience findings have supported this focus on social interest as critical to improving relationships and enhancing overall mental health (R. Miller & Taylor, 2016). In addition, its social-relational orientation makes it well-suited for increasing multicultural competence among counselors. Specifically, this framework supports client examination of multicultural issues through a lens of community feeling, in which establishing equality is central to addressing challenges (Bitter et al., 2009). Key tenets and values of Adlerian theory align with pro-feminist and decolonizing values, making it inclusive of marginalized group members (Watts, 2013) through its support of social interest, equality and advocacy, egalitarian relationships, empowerment and individual choice, and a social-cultural view of issues (Bitter et al., 2009; Davis et al., 2019; Soheili et al., 2015).

The Relational-Cultural and Adlerian Multicultural Framework (RAMF)

We aim to bridge research and training gaps in multicultural education by integrating RCT with Adlerian theory. The core tenets of these two frameworks undergird the Relational-Cultural and Adlerian Multicultural Framework (RAMF), a pedagogical approach to enhance multicultural competence among CITs. In order to develop multicultural and social justice competence, trainees must first learn and understand the subtle complexities of theory before they can use and integrate it into their clinical practice. We believe that the RAMF can bolster current multicultural education practices by promoting the development of clinical competence in this domain while also modeling theoretical integration for CITs.

A Cross-Paradigm Framework for Pedagogy
     In the realm of counseling, an individual conceptualization has long dominated as the primary means to conceptualize clients’ issues. In this regard, Singh et al. (2020) highlighted the need to critically examine and move beyond Westernized counseling theories:

Although traditional counseling theories certainly may be utilized in culturally competent ways, they are often situated in a paradigm that focuses on the individual when the source of difficulties may be rooted in oppressive structures within the environment that require direct advocacy. (p. 261)

The integrative nature of the RAMF may lend to improved multicultural and social justice competency among CITs and clinicians. This framework can be conceptualized as a cross-paradigm pedagogical approach, rooted in psychological and postmodern/social-constructivist paradigms, which blend techniques and tenets from both theories (Cottone, 2012). Despite RCT and Adlerian theory originating from different theoretical paradigms, these theories are complementary and have overlapping social and relational constructs. Specifically, Adlerian theory originated from the psychological paradigm of counseling and psychotherapy, as it centralizes an individual conceptualization of clients’ issues (Cottone, 2012). However, Watts (2003) noted that this theory’s unique encapsulation of cognitive constructivist and social constructionist elements make it better classified as a relational constructivist paradigm (i.e., emphasizing individual agency within a social-relational context). On the other hand, RCT is rooted in a postmodern philosophy, best categorizing this theory as belonging to the social-constructivist paradigm (Cottone, 2012), given its emphasis on the role that social-contextual factors (i.e., hierarchical systems) play in perpetuating oppression, inequity, and suffering. Moreover, Singh et al. (2020) recently recognized RCT as a social justice theory that can help counselors decolonize counseling and integrate the MSJCC in their work with clients.

The RAMF is intended to be a new decolonizing pedagogical approach to multicultural education that fosters an equitable learning environment and overall inclusive program culture. The RAMF is a unique approach that integrates the counseling profession’s core values, such as social justice, cultural competence, advocacy, and wellness (ACA, 2014). In contrast, many other theories, such as critical pedagogy, stem from educational fields and have different core values central to their professions. Combining RCT and Adlerian theory frameworks may provide a more holistic lens to view multicultural and social justice issues. Within the classroom, the RAMF centralizes growth-fostering relationships between students and professors. This outcome requires that professors be mindful of their positionality, minimize the power differential inherent in the professor–student relationship, and create mutually empowering relationships within the classroom (Walker, 2015). The RAMF also promotes practicing intentionality, incorporating experiential training strategies, and routine processing of CITs’ reactions to further develop multicultural competence. Ultimately, the RAMF seeks to address bias and inequity by promoting self-awareness, authenticity, personal responsibility, mutual empowerment, acceptance of differing worldviews, and a non-judgmental and curious attitude. Because the RAMF aims to cultivate a culture of mutual empowerment and social interest, diverse students may feel more supported and valued. In this next section, we will outline components comprising the RAMF, offer an integrative description to apply the RAMF effectively, and discuss implications for future research.

RAMF Components
     The following three components found in Figure 1 are proposed as foundational to the RAMF and stem from RCT’s and Adlerian theory’s tenets: an equitable learning environment, awareness of individual and relational dynamics, and active engagement. These components and supporting research are examined in depth below.

 

Figure 1

RAMF Components 

Equitable Learning Environment
     Successful implementation of the RAMF requires an equitable learning environment to effectively assist diverse students while also fostering multicultural and social justice competence (see Figure 2). Gorski and Swalwell (2015) purported that multicultural education is grounded in social justice and equity values. Failure to ensure both equity and equality in the classroom poses detrimental implications to student professional growth and overall well-being. For instance, in a qualitative study conducted by Baker et al. (2015), marginalized doctoral students in a CE program expressed feeling excluded from class information and discussions; they also shared concerns about being misjudged because of their racial identities. These findings are consistent with previous research on the experiences of marginalized master’s-level CITs across CE programs (Henfield et al., 2013; Seward, 2014).

 

Figure 2

RAMF Integration Application 

RCT Adlerian Theory RAMF

Component

Integrative Application Examples
Growth-fostering relationships Social interest Equitable learning environment Creating a safe space for all students to contribute in a way that empowers them; open discussions/exposure to diverse worldviews
Mutual empathy and empowerment Social equality and advocacy Active engagement Creating a classroom environment that mutually benefits both students and professor; collaborating on
journal article
Exploration of power differentials Egalitarian relationships Equitable learning environment Offering an outlet for students to provide anonymous feedback
Authenticity in relationships Empowerment and individual choice Individual and relational dynamics Giving yourself permission to be human; cultural humility
Consideration of contextual and relational factors Being curious about diverse perspectives; social-cultural view of issues Individual and relational dynamics Awareness of self and other cultural identity membership; role-plays, reflective journaling, classroom dialogue, etc.

 

Using the RAMF, an equitable learning environment is cultivated through embracing classroom norms driven by Adlerian and RCT values. Examples include embracing a genuinely curious attitude, accepting differing worldviews, exhibiting compassion for self and others while navigating conflicts, and modeling authenticity during moments of disconnection (i.e., cultural humility). Additionally, fostering this classroom atmosphere is contingent upon incorporating decolonizing educational practices. CE programs can accomplish this task through the intentional examination of course curricula. Specific examples include things like being mindful of the language used in course content and infusing textbooks, assignments, and supplementary materials in the syllabi to address inequitable practices and discrimination against marginalized group members (e.g., current news reports, community service-learning experiences within marginalized communities, guest speakers). Thus, the RAMF encourages counselor educators to practice intentionality by diversifying curriculum and incorporating diverse scholars’ perspectives to dismantle colonized counseling and pedagogical practices.

The RAMF also stresses the importance of acknowledging the significant impact of professor interactions in fostering an equitable learning environment. Research findings have noted several factors that strengthen trainees’ experience of their learning environments, such as an emphasis on teaching and mentorship, peer support, and faculty–student connections (Henfield et al., 2013; Sheperis et al., 2020). In this regard, enhancing relational factors among professors may alleviate the power differential between professors and CITs, thereby facilitating a more equitable learning environment. Additionally, student feedback and perceptions of the teaching environment should constantly be solicited in any learning environment that aspires to be inclusive and equitable. Hopefully, if a safe and collaborative learning environment is achieved, this feedback will be provided authentically and without direct solicitation. Anonymous feedback can also be gathered in various formal and informal approaches, such as the use of specific assessments or scaling and qualitative inquiry.

Gorski (2016) noted the importance of systemic change as crucial to analyzing power and privilege in the classroom; thus, faculty support is necessary to effectively carry out this systemic endeavor. As such, it is recommended that CE programs assess their organizational climate before implementing the RAMF. A discriminatory CE program climate serves to uphold colonizing and inequitable learning practices, thereby interfering with the development of multicultural and social justice competencies. The RAMF seeks to dismantle this issue by valuing diversity and modeling equity in the classroom, directly influencing CITs’ perspectives and overall multicultural competence growth. Sanchez Bengoa et al. (2018) found that students developed multicultural competency skills faster in international teams than national teams; this finding speaks to the critical need to foster a culturally rich classroom environment where students can be exposed to diverse worldviews and engage in a cooperative learning process.

Awareness of Individual and Relational Dynamics
     As a cross-paradigm approach, the RAMF acknowledges the importance of individual and relational dynamics that impact the overall learning process and program experience. Within counseling programs, CITs are encouraged to engage in ongoing self-reflection, which is essential in multicultural education. According to the MSJCC framework (Ratts et al., 2016), self-awareness is at the core of multicultural and social justice competence. Counselors must critically examine their personally held attitudes, beliefs, and biases that affect their work with diverse clients. This awareness may then contribute to counselors’ understanding of power, privilege, and oppression dynamics that impact the therapeutic relationship (Ratts et al., 2016). The RAMF takes a unique perspective on trainee self-awareness by drawing on core counseling values, such as examining the individual’s role and identity in the context of relationships. From a RAMF lens, professors can facilitate this process with CITs by modeling authentic interactions (e.g., cultural humility), which may promote personal exploration and shared disclosures in a classroom setting. In Morgan Consoli and Marin’s (2016) qualitative study on graduate students’ experiences in diversity courses, students noted the essentiality of instructor self-disclosure and viewed it as indispensable to a positive diversity course experience. Thus, valuing authenticity and cultural humility may instill the importance of multicultural competence as a lifelong process (Hook et al., 2013).

Although an individual commitment to learning and self-awareness is at the core of multicultural competence, counselors must move beyond self-reflection to foster empowering therapeutic relationships. In a descriptive content analysis of multicultural course syllabi, Pieterse et al. (2009) found that a large percentage of course syllabi focused on developing knowledge, awareness, and skills; yet, knowledge and awareness were emphasized more often, while relational skill development was not. The RAMF emphasizes relational skill development by actively addressing ruptures that may occur between professors and CITs. Although the RAMF conceptualizes conflict as a standard component of relationships, ruptures must be addressed and repaired, especially attending to feelings of disempowerment (Jordan, 2010). To address this concern, the RAMF encourages professors to model broaching, which is defined as an ongoing commitment and openness to exploring diversity and cultural issues with clients and students (Day-Vines et al., 2018). Because research has shown that broaching early on in counseling can reduce attrition and strengthen therapeutic relationships with racial and ethnic minority clients (Jones et al., 2019), CITs must have the opportunity to practice broaching within the classroom setting. Central to this practice is creating a safe space, whereby professors actively encourage students to practice vulnerability and cultural humility by leaning into challenging conversations and providing feedback to enhance both self and relational awareness.

Active Engagement
     The RAMF posits that active engagement is necessary to multicultural education and effective diversity training of CITs. Ikonomopoulos et al. (2016) conducted a study that demonstrated that practicum-level CITs developed their self-efficacy by actively engaging in direct client contact and peer-group interactions. We define active engagement as the process of encouraging students to learn in a deeper context, engage in activities, and reflect upon the material in a meaningful way. Depending on the course, there is no one “correct” way to attain or measure active engagement, yet active engagement should be seen in student questions, writings, and participation. Fundamental to Adlerian theory and RCT is the belief that individuals and groups are best understood in their relationships. Using the RAMF, CITs are required to actively engage in cultural immersion experiences and service-learning projects to gain a deeper understanding of the experiences and unique challenges of marginalized group members.

Research has demonstrated the utility of service-learning experiences for CITs to develop clinical competencies (Dari et al., 2019), enhance a sense of preparedness to apply learned clinical skills (Havlik et al., 2016), deepen their understanding of human development from a social justice perspective (K. A. Lee & Kelley-Petersen, 2018), and promote social justice advocacy competency and cognitive development (K. A. Lee & McAdams, 2019). Following these experiences, scholars have noted that open dialogue about cultural and diversity matters is needed to bolster CITs’ clinical knowledge and attitudes (Celinska & Swazo, 2016; Wagner, 2015). For instance, in a study conducted by Villalba and Redmond (2008), an experiential learning exercise was incorporated in which students were exposed to a film to help facilitate multicultural competence through self-reflection. This study’s findings revealed the essentiality of open discussion on relevant social justice issues to process the experience fully. Further, Ratts et al. (2016) indicated that counselors who embody multicultural and social justice competence demonstrate cross-cultural communication skills. In using the RAMF, we emphasize classroom dialogue, such as open processing and role-plays, as a crucial part of developing these competencies in CITs. Counseling programs are tasked with preparing CITs to be future leaders and allies within the profession. This endeavor requires the exposure of CITs within culturally diverse groups by actively engaging with the community at large. In doing so, CITs stand a greater chance of developing essential multicultural and social justice competencies needed to effectively treat and conceptualize diverse client populations. The MSJCC endorses the implementation of counseling and advocacy interventions crucial to holistic diversity training; specifically, CITs must actively engage beyond intrapersonal self-reflection by considering relational, community, societal, and global interventions (Ratts et al., 2016).

Inherent to the RAMF is its focus on active engagement in social justice and advocacy initiatives to facilitate multicultural competence. Some strategies include engaging trainees in open conversations about current sociopolitical challenges and the subsequent impact on marginalized group members, promoting attendance and engagement in presentations at professional conferences, and collaborating on professional journal articles related to multicultural competence. Ultimately, the RAMF is intended to be the vehicle that translates applied multicultural knowledge and skills into active engagement. The fundamental links between RCT and Adlerian theory are social equality and relational connections. These factors are crucial not only to the active engagement component of the RAMF but also to the framework as a whole. An integrative application outlining strategy relevant to the RAMF components is illustrated in Figure 2.

Considerations and Implications for Using the RAMF in Pedagogy

The RAMF poses several implications in the realm of CE, namely enhanced clinical competency and self-efficacy with multicultural concepts. This is particularly important as graduates of counseling programs have often indicated feeling unprepared to work with culturally diverse clients (Barden et al., 2017; Bidell, 2012; Schmidt et al., 2011). They have also reported a lack of self-efficacy in key multicultural competencies when first engaging in counseling work (Flasch et al., 2011). This competency deficit among trainees may be attributed to the historical overcrowding of multicultural competencies and skills into a single-course format, which is insufficient considering multiculturalism’s depth and scope (Celinska & Swazo, 2016). The RAMF’s multimodal approach to infusing multicultural and social justice competencies across the curriculum may help bridge this gap.   

Given the rise in diverse client demographics and cultural pluralism (C. C. Lee, 2019), it has become the professional responsibility of all counselors to develop essential multicultural competencies needed to provide culturally competent counseling (ACA, 2014). This need is addressed through the RAMF, which serves as an integrative vehicle to effectively transmit this knowledge to CITs. CE programs are tasked with engaging in culturally responsive gatekeeping practices to maintain professional standards, namely protecting clients from culturally incompetent trainees. Counselor educators have noted the critical importance of seeing trainees’ multicultural competence development beyond the classroom and throughout the program within their gatekeeping role (Ziomek-Daigle et al., 2016).

Directions for Future Research

The RAMF may be used to bridge the gap in multicultural competency and self-efficacy among CITs in CE programs. Currently, there is no evidence regarding the efficacy of this integrative framework as a pedagogical model. Therefore, directions for future research may include a quantitative study measuring the RAMF’s effectiveness using a pretest-posttest design. For example, pre-post of the RAMF in a course may illustrate its overall effectiveness from the beginning to the end of the semester. The RAMF can be incorporated in CITs’ practicum and internship courses, after which a posttest can be administered to measure confidence and competence upon graduating. This method will serve to address the current deficit in CITs’ multicultural competence following graduation. Future research may also include developing an instrument that measures the constructs illustrated in the RAMF. Hays (2020) noted the importance of moving beyond traditional counseling research and integrating decolonizing methodologies, such as qualitative designs, that allow for triangulation with CITs and program faculty. Thus, we suggest collecting qualitative data to learn about the individual lived experiences of CITs following their course.

Further research on implementing the RAMF into CE programs is also needed to validate its evidence base. Regarding the evaluation of multicultural competence utilizing the RAMF, we recommend that CITs take Holcomb-McCoy and Myers’ (1999) Multicultural Counseling Competence and Training Survey-Revised (MCCTS-R), which will provide insight into CITs’ perceived level of multicultural competence. This 32-item measure is grounded in the MSJCC (Barden et al., 2017) and assesses competency in three domains—multicultural knowledge, multicultural awareness, and multicultural terminology—using self-report, Likert-type questions ranging from 1 (not competent) to 4 (extremely competent; Holcomb-McCoy & Myers, 1999). To evaluate the effectiveness of the RAMF and facilitate formative feedback, we recommend administering the MCCTS-R to all CITs at the beginning and end of a course. The successful implementation of the RAMF is evidenced by CITs’ growth in the following MSJCC domains: attitudes and beliefs, knowledge, skills, and action (Ratts et al., 2016). These domains must be routinely evaluated as part of an ongoing CE program evaluation to enhance multicultural and social justice competency among CITs (Hays, 2020).

Conclusion

CE programs may use the RAMF to address challenges to CITs’ self-efficacy and ability in treating culturally diverse clients, thereby potentially reducing gatekeeping concerns that stem from lack of multicultural competence. Overall, implementation of the RAMF could pose several benefits to CE programs. A limitation of this framework includes possible compassion fatigue because of its emphasis on authentic interactions and contact with difficult conversations (e.g., power and oppression, unique challenges faced by marginalized group members). However, the RAMF’s integrative approach to addressing multicultural and social justice competence throughout the curriculum may allow for CITs to develop knowledge and skills proactively rather than retroactively engaging in future remediation strategies.

 

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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Taylor Irvine, MEd, EdS, LMHC, is a doctoral candidate at Florida Atlantic University. Adriana Labarta, MEd, EdS, LMHC, is a doctoral candidate at Florida Atlantic University. Kelly Emelianchik-Key, PhD, NCC, ACS, LMHC, LMFT, is an associate professor at Florida Atlantic University. Correspondence may be addressed to Taylor Irvine, Florida Atlantic University, 777 Glades Rd. [ED 47], Rm. 271, Boca Raton, FL 33431, tirvine1@fau.edu.

Mental Health Epigenetics: A Primer With Implications for Counselors

David E. Jones, Jennifer S. Park, Katie Gamby, Taylor M. Bigelow, Tesfaye B. Mersha, Alonzo T. Folger

 

Epigenetics is the study of modifications to gene expression without an alteration to the DNA sequence. Currently there is limited translation of epigenetics to the counseling profession. The purpose of this article is to inform counseling practitioners and counselor educators about the potential role epigenetics plays in mental health. Current mental health epigenetic research supports that adverse psychosocial experiences are associated with mental health disorders such as schizophrenia, anxiety, depression, and addiction. There are also positive epigenetic associations with counseling interventions, including cognitive behavioral therapy, mindfulness, diet, and exercise. These mental health epigenetic findings have implications for the counseling profession such as engaging in early life span health prevention and wellness, attending to micro and macro environmental influences during assessment and treatment, collaborating with other health professionals in epigenetic research, and incorporating epigenetic findings into counselor education curricula that meet the standards of the Council for Accreditation of Counseling and Related Educational Programs (CACREP).

Keywords: epigenetics, mental health, counseling, prevention and wellness, counselor education

 

Epigenetics, defined as the study of chemical changes at the cellular level that alter gene expression but do not alter the genetic code (T.-Y. Zhang & Meaney, 2010), has emerging significance for the profession of counseling. Historically, people who studied abnormal behavior focused on determining whether the cause of poor mental health outcomes was either “nature or nurture” (i.e., either genetics or environmental factors). What we now understand is that both nature and nurture, or the interaction between the individual and their environment (e.g., neglect, trauma, substance abuse, diet, social support, exercise), can modify gene expression positively or negatively (Cohen et al., 2017; Suderman et al., 2014).

In the concept of nature and nurture, there is evidence that psychosocial experiences can change the landscape of epigenetic chemical tags across the genome. This change in landscape influences mental health concerns, such as addiction, anxiety, and depression, that are addressed by counseling practitioners (Lester et al., 2016; Provençal & Binder, 2015; Szyf et al., 2016). Because the field of epigenetics is evolving and there is limited attention to epigenetics in the counseling profession, our purpose is to inform counseling practitioners and educators about the role epigenetics may play in clinical mental health counseling.

Though many counselors and counselor educators may have taken a biology class that covered genetics sometime during their professional education, we provide pedagogical scaffolding from genetics to epigenetics. Care was taken to ensure accessibility of information for readers across this continuum of genetics knowledge. Much of what we offer below on genetics is putative knowledge, as we desire to establish a foundation for the reader in genetics so they may be able to have a greater understanding of epigenetics and a clearer comprehension of the implications we offer leading to application in counseling. We suggest readers review Brooker (2017) for more detailed information on genetics. We will present an overview of genetics and epigenetics, an examination of mental health epigenetics, and implications for the counseling profession.

Genetics
     Genetics is the study of heredity (Brooker, 2017) and the cellular process by which parents pass on biological information via genes. The child inherits genetic coding from both parents. One can think of these parental genes as a recipe book for molecular operations such as the development of proteins, structure of neurons, and other functions across the human body. This total collection of the combination of genes in the human body is called the genome or genotype. The presentation of observable human traits (e.g., eye color, height, blood type) is called the phenotype. Phenotypes can be seen in our clinical work through behavior (e.g., self-injury, aggression, depression, anxiety, inattentiveness).

Before going further, it is important to establish a fundamental understanding of genetics by examining the varied molecular components and their relationships (Figure 1). Deoxyribonucleic acid (DNA) is a long-strand molecule that takes the famous double helix or ladder configuration. DNA is made up of four chemical bases called adenine (A), guanine (G), cytosine (C), and thymine (T). These form base pairs—A with T and C with G—creating a nucleic acid. The DNA is also wrapped around a specialized protein called a histone. The collection of DNA wrapped around multiple histones is called the chromatin. This wrapping process is essential for the DNA to fit within the cell nucleus. Finally, as this chromatin continues to grow, it develops a structure called a chromosome. Within every human cell nucleus, there are 23 chromosomes from each parent, totaling 46 chromosomes.

 

Figure 1

Gene Structure and Epigenetics

From “Epigenomics Fact Sheet,” by National Human Genome Research Institute, 2020
(https://www.genome.gov/about-genomics/fact-sheets/Epigenomics-Fact-Sheet). In the public domain.

 

Beyond the chromosomes, chromatin, histones, DNA, and genes, there is another key component in genetics: ribonucleic acid (RNA). RNA can be a cellular messenger that carries instructions from a DNA sequence (specific genes) to other parts of the cell (i.e., messenger RNA [mRNA]). RNA can come in several other forms as well, including transfer RNA (tRNA), microRNA (miRNA), and non-coding RNA (ncRNA). In the sections below, we elaborate on mRNA and tRNA and their impact on the genetic processes. Later in the epigenetics section, we provide fuller details on miRNA and ncRNA.

Besides the aforementioned biological aspects, it is important to understand that a child inherits genes from both parents, but they are not exactly the same genes, (i.e., alternative forms of the same gene may have differing expression). Different versions of the same gene are called alleles. Variation in an allele is one reason why we see phenotypic variation between our clients—height, weight, eye color—and this variation can contribute to mental disease susceptibility. Although there are many potential causes of poor mental health, family history is often one of the strongest risk factors because family members most closely represent the unique genetic and environmental interactions that an individual may experience. We also see this as a function of intergenerational epigenetic effects, which are covered later in this paper.

Transcription and Translation
     Now that we have provided a foundation of the genetic components, we move toward the primary two-stage processes of genetics: transcription and translation (Brooker, 2017). The first step in the process of gene expression is called transcription. Transcription occurs when a sequence of DNA is copied using RNA polymerase (“ase” notes that it is an enzyme) to make mRNA for protein synthesis. We can liken transcription to the process of someone taking down information from a client’s voicemail message. In this visualization, DNA is the caller, the person writing down the message is the RNA polymerase, and the actual written message is the RNA.

A particular section of a gene, called a promotor region, is bound by the RNA polymerase (Brooker, 2017). The RNA polymerase acts like scissors to separate the double-stranded DNA helix into two strands. One of the strands, called the template, is where the RNA polymerase will read the DNA code A to T, and G to C to build mRNA. There are other modifications that must occur in eukaryotic cells such as splicing introns and exons. In short, sections of unwanted DNA, called introns, are removed by the process of splicing, and the remaining DNA codes are connected back together (exons).

Now that the mRNA has been created by the process of transcription, the next step is for the mRNA to build a protein necessary for the main functions of the body, in a process known as translation (Brooker, 2017). Here, translation is the process in which tRNA decodes or translates the mRNA into a protein in a mobile cellular factory called the ribosome. It is translating the language of a DNA sequence (gene) into the language of a protein. To do this, the tRNA uses a translation device called an anticodon. This anticodon links to the mRNA-based pairs called a codon. A codon is a trinucleotide sequence of DNA or RNA that corresponds to a specific amino acid, or building block of a protein. This process then continues to translate and connect many amino acids together until a polypeptide (a long chain of amino acids) is created. Later, these polypeptides join to form proteins. Depending on the type of cell, the protein may function in a variety of ways. For example, the neuron has several proteins for its function, and different proteins are used for memory, learning, and neuroplasticity.

Epigenetics
     There is a wealth of research conducted on genetics, yet the understanding of epigenetics is more limited when focusing on mental health (Huang et al., 2017). Though the term epigenetics has been around since the 1940s, the “science” of epigenetics is in its youth. Epigenetic research in humans has grown in the last 10 years and continues to expand rapidly (Januar et al., 2015). The key concept for counselors to remember about epigenetics is that epigenetics supports the idea of coaction. Factors present in the client’s external environment (e.g., stress from caregiver neglect, foods consumed, drug intake like cigarettes) influence the expression of their genes (transcription and translation) and thus cell activity and related behavioral phenotypes. In the sections below, we will dive deeper into the understanding of epigenetic mechanisms and define key terms including epigenome, chromatin, and chemical modifications.

To start, the more formal definition of epigenetics is the differentiation of gene expression via chemical modifications upon the epigenome that do not alter the genetic code (i.e., the DNA sequence; Szyf et al., 2007). The epigenome, which is composed of chromatin (the combination of DNA and protein forming the chromosomes) and modification of DNA by chemical mechanisms (e.g., DNA methylation, histone modification), programs the process of gene expression (Szyf et al., 2007). The epigenome differs from the genome in that the chemical actions or modifications are on the outside of the genome (i.e., the DNA) or “upon” the genome. Specifically, epigenetic processes act “upon” the genome, which may open or close the chromatin to various degrees to govern access for reading DNA sequences (Figure 1). When the chromatin is opened, transcription and translation can take place; however, when the chromatin is closed, gene expression is silenced (Syzf et al., 2007).

It is important for counselors to conceptualize their client’s psychosocial environment in conjunction with the observed behavioral phenotypes, in that the client’s psychosocial environment may have partially mediated epigenetic expression (Januar et al., 2015). For example, with schizophrenia, a client’s adverse environment (e.g., early childhood trauma) influences the epigenome, or gene expression, which may contribute up to 60% of this disorder’s development (Gejman et al., 2011). Other adverse environmental influences have been associated with the development of schizophrenia, including complications during client’s prenatal development and birth, place and season of client’s birth, abuse, and parental loss (Benros et al., 2011). As we highlight below, epigenetic mechanisms (e.g., DNA methylation) may mediate between these environmental influences and genes with outcomes like schizophrenia (Cariaga-Martinez & Alelú-Paz, 2018; Tsankova et al., 2007).

Epigenetic Mechanisms
     There are a variety of chemical mechanisms or tags that change the chromatin structure (either opening for expression or closing to inhibit expression). Some of the most investigated mechanisms for changes in chromatin structure are DNA methylation, histone modification, and microRNA (Benoit & Turecki, 2010; Maze & Nestler, 2011).

     DNA Methylation. Methylation is the most studied epigenetic modification (Nestler et al., 2016). It occurs when a methyl group binds to a cytosine base (C) of DNA to form 5-methylcytosine. A methyl group is three hydrogens bonded to a carbon, identified as CH3. Most often, the methyl group is attached to a C followed by a G, called a CpG. These methylation changes are carried out by specific enzymes called DNA methyltransferase. These enzymes add the methyl group to the C base at the CpG site.

Methylation was initially considered irreversible, but recent research has shown that DNA methylation is more stable compared to other chemical modifications like histone modification and is therefore reversible (Nestler et al., 2016). This DNA methylation adaptability evidence is important, conceivably supporting counseling efficacy across the life span. If methylation is indeed reversible beyond 0 to 5 years of age, counseling efforts hold promise to influence mental health outcomes across the life span.

Beyond noted stability, DNA methylation is also important in that it is tissue-specific, meaning it assists in cell differentiation; it may regulate gene expression up or down and is influenced by different environmental exposures (Monk et al., 2012). For example, DNA methylation represses specific areas of a neuron’s genes, thus “turning off” their function. This stabilizes the cell by preventing any tissue-specific cell differentiation and inhibits the neuron from changing into another cell type (Szyf et al., 2016), such as becoming a lung cell later in development.

When looking at up- or downregulation, Oberlander et al. (2008) provided an example from a study using mice. When examining attachment style in mice, they found that decreased quality of mothering to offspring increased risk of anxiety, in part, because of the methylation at the glucocorticoid receptor (GR) gene and fewer GR proteins produced by the hippocampus. This change may lead to lifelong silencing or downregulation with an increased risk of anxiety to the mouse over its life span. Stevens et al. (2018) also established a link between diet, epigenetics, and DNA methylation. They found an epigenetic connection between poor dietary intake with increased risk of behavioral problems and poor mental health outcomes such as autism. The authors also remarked that further investigation is required for a clearer picture of this link and potential effects.

     Histone Modification. Another process that has been extensively researched is post-translational histone modification, or changes in the histone after the translation process. The most understood histone modifications are acetylation, methylation, and phosphorylation (Nestler et al., 2016). Acetylation, the most common post-translational modification, occurs by adding an acetyl group to the histone tail, such as the amino acid lysine. The enzymes responsible for histone acetylation are histone acetyltransferases or HATs (Haggarty & Tsai, 2011). Conversely, histone deacetylases (HDACs) are enzymes that remove acetyl groups (Saavedra et al., 2016). The acetylation process promotes gene expression (Nestler et al., 2016).

Through histone methyltransferases (HMTs), histone methylation increases methylation, thereby reducing gene expression. Histone demethylases (HDMs) remove methyl groups to increase gene activity. Phosphorylation can increase or decrease gene expression. Overall, there are more than 50 known histone modifications (Nestler et al., 2016).

From a counseling perspective, it is important to note that histone modification is flexible. Unlike DNA methylation, which is more stable over a lifetime, histone modifications are more transient. To illustrate, if an acetyl group is added to a histone, it may loosen the binding between the DNA and histone, increasing transcription and thereby allowing gene expression across the life span (Nestler et al., 2016). Such acetylation processes have been found in maternal neglect to offspring (early in the life span) and mindfulness practices in adult clients (Chaix et al., 2020; Devlin et al., 2010). Yet, although histone modification can be changed across the life span (Nestler et al., 2016), it is still important for counselors to recognize the importance of early counseling interventions because of how highly active epigenetics mechanisms (e.g., DNA methylation) are in children 0 to 5 years of age.

     MicroRNA. Beyond histone modification, another known mechanism is microRNA (miRNA), which is the least understood and most recently investigated epigenetic mechanism when compared to DNA methylation and histone modification (Saavedra et al., 2016). miRNA is one type of non-coding RNA (ncRNA), or RNA that is changed into proteins. Around 98% of the genome does not code for proteins, leading to a supporting hypothesis that ncRNAs play a significant role in gene expression. For example, humans and chimpanzees share 98.8% of the same DNA code. However, epigenetics and specifically ncRNA contribute to the wide phenotypic variation between the species (Zheng & Xiao, 2016). Further, Zheng and Xiao (2016) estimated that miRNA regulates up to 60% of gene expression.

miRNA has also been found to suppress and activate gene expression at the levels of transcription and translation (Saavedra et al., 2016). miRNAs affect gene expression by directly influencing mRNA. Specifically, the miRNA may attach to mRNA and “block” the mRNA from creating proteins or it may directly degrade mRNA. This then decreases the surplus of mRNA in the cell. If the miRNA binds partially with the mRNA, then it inhibits protein production; but if it binds completely, it is marked for destruction. Once the mRNA is identified for destruction, other proteins and enzymes are attracted to the mRNA, and they degrade the mRNA and eliminate it (Zheng & Xiao, 2016). Moreover, when compared to DNA methylation, which may be isolated to a single gene sequence, miRNA can target hundreds of genes (Lewis et al., 2005). Researchers have discovered that miRNA may mediate anxiety-like symptoms (Cohen et al., 2017).

Human Development and Epigenetics

Over the life of an individual, there are critical or sensitive periods in which epigenetic modifications are more heavily influenced by environmental factors (Mulligan, 2016). Early life (ages 0 to 5 years) appears to be one of the most critical time periods when epigenetics is more active. An example of this is the Dutch Famine of 1944–45, also known as the Dutch Hunger Winter (Champagne, 2010; Szyf, 2009). The Nazis occupied the Netherlands and restricted food to the country, bringing about a famine. The individual daily caloric intake estimate varied between 400 and 1800 calories at the climax of the famine. Most notably, women who gave birth during this time experienced the impact of low maternal caloric intake, which impacted their child and the child’s health outcomes into adulthood. One discovery was that male children had a higher risk of adulthood obesity if their famine exposure occurred early in gestation versus a male fetus who experienced famine in late gestation. Findings suggested that fetuses who experienced restricted caloric intake during the development of their autonomic nervous system may have an increased risk of heart disease in adulthood. The findings of epigenetic mechanisms at work between mother and child during a famine are flagrant enough, yet epigenetic researchers have also discovered that epigenetic tags carry across generations, called genomic imprinting (Arnaud, 2010; Yehuda et al., 2016; T.-Y. Zhang & Meaney, 2010).

Genomic imprinting can be defined as the passing on of certain epigenetic modifications to the fetus by parents (Arnaud, 2010). It is allele-specific, and approximately half of the imprinting an offspring receives is from the mother. The imprinting mechanism marks certain areas, or loci, of offspring’s genes as active or repressed. For instance, the loci may exhibit increased or decreased methylation.

An imprinting example is evident in the IGF-2 (insulin-like growth factor II) gene and those fetuses exposed to the Dutch Hunger Winter (Heijmans et al., 2008). Sixty years after the famine, a decrease in DNA methylation on IGF-2 was found in adults with fetal exposure during the famine compared to their older siblings. Researchers also found these intergenerational imprinting effects associated with the grandchildren of women who were pregnant during the Dutch Hunger Winter. Similar imprinting is also apparent in Holocaust survivors (Yehuda et al., 2016) and children born to mothers who experienced PTSD from the World Trade Center collapse of 9/11 (Yehuda et al., 2005). These imprinting mechanisms are important for counselors to understand in that we see the interplay between the client and the environment across generations. The client becomes the embodiment of their environment at the cellular level. This is no longer the dichotomous “nature vs. nurture” debate but the passing on of biological effects from one generation to another through the interplay of nature and nurture.

Epigenetics and Mental Health Disorders
     Now we turn our focus to the influence of epigenetics on the profession of counseling. What we do know is that epigenetic mechanisms, (e.g., DNA methylation, histone modifications, miRNA) are associated with various mental health disorders. It is hypothesized that epigenetics contributes to the development of mental disorders after exposure to environmental stressors, such as traumatic life events, but it may also have positive effects based on salutary environments (Syzf, 2009; Yehuda et al., 2005). We will review only those mental health epigenetic findings that have significant implications relative to clinical disorders such as stress, anxiety, childhood maltreatment, depression, schizophrenia, and addiction. We will also offer epigenetic outcomes associated with treatment, including cognitive behavioral therapy (CBT; Roberts et al., 2015), meditation (Chaix et al., 2020), and antidepressants (Lüscher & Möhler, 2019).

Stress and Anxiety
     Stress, especially during early life stages, causes long-term effects for neuronal pathways and gene expression (Lester et al., 2016; Palmisano & Pandey, 2017; Perroud et al., 2011; Roberts et al., 2015; Szyf, 2009; T.-Y. Zhang & Meaney, 2010). Currently, research supports the mediating effects of stress on epigenetics through DNA methylation, especially within the gestational environment (Lester & Marsit, 2018). DNA methylation has been associated with upregulation of the hypothalamic-pituitary-adrenal (HPA) axis, increasing anxiety symptoms (McGowan et al., 2009; Oberlander et al., 2008; Romens et al., 2015; Shimada-Sugimoto et al., 2015; Tsankova et al., 2007). DNA methylation has also been linked with increased levels of cortisol for newborns of depressed mothers. This points to an increased HPA stress response in the newborn (Oberlander et al., 2008). Ouellet-Morin et al. (2013) also looked at DNA methylation and stress. They conducted a longitudinal twin study on the effect of bullying on the serotonin transporter gene (SERT) for monozygotic twins and found increased levels of SERT DNA methylation in victims compared to their non-bullied monozygotic co-twin. Finally, Roberts et al. (2015) examined the effect of CBT on DNA methylation for children with severe anxiety, specifically testing changes in the FKBP5 gene. Although the results were not statistically significant, they may be clinically significant. Research participants with a higher DNA methylation on the FKBP5 gene had poorer response to CBT treatment.

Beyond DNA methylation, other researchers have investigated miRNA and its association with stress and anxiety. A study by Harris and Seckl (2011) found that fetal rodents with increased exposure to maternal cortisol suffered from lower birth weights and heightened anxiety. Similarly, Cohen et al. (2017) investigated anxiety in rats for a specific miRNA called miR-101a-3p. The researchers selectively bred rats, one group with low anxiety and the other with high anxiety traits. They then overexpressed miR-101a-3p in low-anxiety rats to see if that would induce greater expressions of anxiety symptomatology. The investigators observed increased anxiety behaviors when increasing the expression of miR-101a-3p in low-anxiety rats. The researchers postulated that miRNA may be a mediator of anxiety-like behaviors. Finally, paternal chronic stress in rats has been associated with intergenerational impact on offspring’s HPA axis with sperm cells having increased miRNAs, potentially indicating susceptibility of epigenetic preprogramming in male germ cells post-fertilization (Rodgers et al., 2013). The evidence suggests that paternal stress reprograms the HPA stress response during conception. This reprogramming may begin a cascading effect on the offspring’s HPA, creating dysregulation that is associated with disorders like schizophrenia, autism, and depression later in adulthood.

Though some researchers have indicated a negative association between anxiety and epigenetics, others have found positive effects between epigenetics and anxiety. A seminal study by Weaver et al. (2005) illustrated the flexibility of an offspring’s biological system to negative and positive environmental cues. Weaver et al. looked at HPA response of rodent pups who received low licking and grooming from their mother (a negative environmental effect) who exhibited higher HPA response to environmental cues in adulthood. Epigenetically, they found lower DNA methylation in a specific promotor region in these adult rodents. They hypothesized that they could reverse this hypomethylation by giving an infusion of methionine, an essential amino acid that is a methyl group donor. They discovered the ability to reverse low methylation, which improved the minimally licked and groomed adult rodents’ response to stress. This connects with counseling in that epigenetic information is not set for life but reversible through interventions such as diet.

Others have investigated mindfulness and its epigenetic effects on stress. Chaix et al. (2020) looked at DNA methylation at the genome level for differences between skilled meditators who meditated for an 8-hour interval compared to members of a control group who engaged in leisure activities for 8 hours. The control group did not have any changes in genome DNA methylation, but the skilled meditators showed 61 differentially methylated sites post-intervention. This evidence can potentially support the use of mindfulness with our clients as an intervention for treatment of stress.

Childhood Maltreatment
     Childhood maltreatment includes sexual abuse, physical abuse and/or neglect, and emotional abuse and/or neglect. Through this lens, Suderman et al. (2014) examined differences in 45-year-old males’ blood samples between those who experienced abuse in childhood and those who did not, with the aim of determining whether gene promoter DNA methylation is linked with child abuse. After 30 years, the researchers found different DNA methylation patterns between abused versus non-abused individuals and that a specific hypermethylation of a gene was linked with the adults who experienced child abuse. Suderman et al. (2014) believed that adversity, such as child abuse, reorganizes biological pathways that last into adulthood. These DNA methylation differences have been associated with biological pathways leading to cancer, obesity, diabetes, and other inflammatory paths.

Other researchers have also found epigenetic interactions at CpG sites predicting depression and anxiety in participants who experienced abuse. Though these interactions were not statistically significant (Smearman et al., 2016), increased methylation at specific promoter regions was discovered (Perroud et al., 2011; Romens et al., 2015). Furthermore, in a hallmark study, McGowan et al. (2009) discovered that people with child abuse histories who completed suicide possessed hypermethylation of a particular promotor region when compared to controls. Perroud et al. (2011) noted that frequency, age of onset, and severity of maltreatment correlated positively with increased methylation in adult participants suffering from borderline personality disorder, depression, and PTSD. Yehuda et al. (2016) reported that in a smaller subset of an overall sample of Holocaust survivors, the impact of trauma was intergenerationally associated with increased DNA methylation. Continued study of these particular regions may provide evidence of DNA methylation as a predictor of risk in developing anxiety or depressive disorders.

Major Depressive Disorder
     Most studies of mental illness, genetics, and depression have used stress animal models. Through these models, histone modification, chromatin remodeling, miRNA, and DNA methylation mechanisms have been found in rats and mice (Albert et al., 2019; Nestler et al., 2016). When an animal or human experiences early life stress, epigenetic biomarkers may serve to detect the development or progression of major depressive disorder (Saavedra et al., 2016). Additionally, histone modification markers may also indicate an increase in depression (Tsankova et al., 2007; Turecki, 2014). Beyond animal models, Januar et al. (2015) found that buccal tissue in older patients with major depressive disorder provided evidence that the BDNF gene modulates depression through hypermethylation of specific CpGs in promoter regions.

Lastly, certain miRNAs may serve as potential biomarkers for major depressive disorder. miRNA may be used in the pharmacologic treatment of depressive disorders (Saavedra et al., 2016). Tsankova et al. (2007) and Saavedra et al. (2016) noted that certain epigenetic mechanisms that influence gene expression may be useful as antidepressant treatments. Medication may induce neurogenesis and greater plasticity in synapses through upregulation and downregulation of miRNAs (Bocchio-Chiavetto et al., 2013; Lüscher & Möhler, 2019). This points to the potential use of epigenetic “engineering” for reducing depression progression and symptomology where a counselor could refer a client for epigenetic antidepressant treatments.

Maternal Depression
     Maternal prenatal depression may program the postnatal HPA axis in infants’ responses to the caretaking environment. Such programming may result in decreased expression of certain genes associated with lesser DNA methylation in infants, depending on which trimester maternal depression was most severe, and increased HPA reactivity (Devlin et al., 2010). Further, Devlin et al. discovered that maternal depression in the second trimester affected newborns’ DNA methylation patterns. However, the authors offered key limitations in their study, namely the sample was predominantly male and depressive characteristics differed based on age. Conradt et al. (2016) reported that prenatal depression in mothers may be associated with higher DNA methylation in infants. However, maternal sensitivity (i.e., ability of mother to respond to infants’ needs positively, such as positive touch, attending to distress, and basic social-emotional needs) toward infants buffered the extent of methylation, which points to environmental influences. This finding highlights the risk of infant exposure to maternal depression in conjunction with maternal sensitivity. Yet, overall, the evidence suggests that epigenetic mechanisms are at play across critical periods—prenatal, postnatal, and beyond—that have implications for offspring. When a fetus or offspring experiences adverse conditions, such as maternal depression, there is an increased likelihood of “impaired cognitive, behavioral, and social functioning . . . [including] psychiatric disorders throughout the adult life” (Vaiserman & Koliada, 2017, p. 1). For the practicing counselor, we suggest that clinical work with expecting mothers has the potential to reduce such risk based on these epigenetic findings.

Schizophrenia
     Accumulated evidence suggests that schizophrenia arises from the interaction between genetics and the client’s environment (Smigielski et al., 2020). Epigenetics is considered a mediator between a client’s genetics and environment with research showing moderate support for this position. DNA methylation, histone modifications, mRNA, and miRNA epigenetic mechanisms have been linked with schizophrenia (Boks et al., 2018; Cheah et al., 2017; Okazaki et al., 2019).

DNA methylation is a main focus in schizophrenia epigenetic research (Cariaga-Martinez & Alelú-Paz , 2018). For example, Fisher et al. (2015) conducted a longitudinal study investigating epigenetic differences between monozygotic twins who demonstrated differences in psychotic symptoms; at age 12, one twin was symptomatic and the other was asymptomatic. Fisher et al. found DNA methylation differences between these twins. The longitudinal twin study design allowed for the control of genetic contributions to the outcome as well as other internal and external threats. Further, it pointed to a stronger association between epigenetics and schizophrenia.

From a clinical perspective, Ma et al. (2018) identified a potential epigenetic biomarker for detecting schizophrenia. The authors were able to identify three specific miRNAs that may work in combination as a biomarker for the condition. According to the authors, this finding may be helpful in the future for diagnosis and monitoring treatment outcomes. We speculate that future counselors may have biomarker tests conducted as part of the diagnostic process and in monitoring treatment effectiveness with alternation in miRNA levels.

Addiction
     In addictions, a diversity of epigenetic mechanisms have been identified (e.g., DNA methylation, histone acetylation, mRNA, miRNA) across various substance use disorders: cocaine, amphetamine, methamphetamine, and alcohol (Hamilton & Nestler, 2019). Moreover, these epigenetic processes have been hypothesized to contribute to the addiction process by mediating seeking behaviors via dopamine in the neurological system. Also, Hamilton and Nestler (2019) found that epigenetic mechanisms have the potential to combat addiction processes, but further research is needed.

Cadet et al. (2016) conducted a review of cocaine, methamphetamine, and epigenetics in animal models (mice and rats). Chronic cocaine use was linked with histone acetylation in the dopamine system and DNA methylation for both chronic and acute administrations. They concluded that epigenetics may be a facilitating factor for cocaine abuse. Others have supported this conclusion for cocaine specifically, in that cocaine alters the chromatin structure by increasing histone acetylation, thereby temporarily inducing addictive behaviors (Maze & Nestler, 2011; Tsankova et al., 2007). From a treatment perspective, Wright et al. (2015) reported, in a sample of rats, that an injected methyl supplementation appeared to attenuate cocaine-seeking behavior when compared to the control group associated with cocaine-induced DNA methylation.

Regarding methamphetamines, during their review, Cadet et al. (2016) discovered that there were only a few extant studies on epigenetics and methamphetamines. Numachi et al. (2004) linked extended use of methamphetamines to changes in DNA methylation patterns, which seemed to increase vulnerability to neurochemical effects. More recently, Jayanthi et al. (2014) discovered that chronic methamphetamine use in rats induced histone hypoacetylation, making it more difficult for transcription to occur and potentially supporting the addiction process. To counter this histone hypoacetylation, the authors treated the mice with valproic acid, which inhibited the histone hypoacetylation. This study may evidence potential psychopharmacological treatments in the future at the epigenetic level for methamphetamine addiction.

H. Zhang and Gelernter (2017) reviewed the literature on DNA methylation and alcohol use disorder (AUD) and found mixed results. The authors discovered that individuals with an AUD exhibited DNA hypermethylation and hypomethylation in a variety of promoter regions. They also noted generalization limitations due to small tissue samples from the same regions of postmortem brains. They suggested that DNA methylation may account for “missing heritability” (p. 510) among individuals with AUDs.

Histone deacetylation has also been connected to chromatin closing or silencing for chronic users of alcohol, which may be involved in the maintenance of an AUD. Palmisano and Pandey (2017) suggested that there are epigenetic mediating factors between comorbidity of AUDs and anxiety disorders. On a positive note, exercise has been found to have opposite epigenetic modifications when comparing a healthy exercise group to a group who experience AUDs in terms of DNA methylation at CpG sites (Chen et al., 2018). Thus, counselors may incorporate such aspects in psychoeducation when recommending exercise in goal setting and other treatment interventions.

To summarize, epigenetics has been linked to several disorders such as anxiety, stress, depression, schizophrenia, and addiction (Albert et al., 2019; Cadet et al., 2016; Lester et al., 2016; Palmisano & Pandey, 2017; Smigielski et al., 2020). DNA methylation and miRNA may have mediating effects for mental health concerns such as anxiety (Harris & Seckl, 2011; Romens et al., 2015). Additionally, epigenetic mediating effects have also been discovered in major depressive disorder, maternal depression, and addiction (Albert et al., 2019; Conradt et al., 2016; Hamilton & Nestler, 2019). Moreover, epigenetic imprinting has been associated with trauma and stress, as found in Holocaust survivors and their children (Yehuda et al., 2016). Overall, “evidence accumulates that exposure to social stressors in [childhood], puberty, adolescence, and adulthood can influence behavioral, cellular, and molecular phenotypes and . . . are mediated by epigenetic mechanisms” (Pishva et al., 2014, p. 342).

Implications

A key aim in providing a primer on epigenetics, specifically the coaction between a client’s biology and environment on gene expression, is to illuminate opportunities for counselors to prevent and intervene upon mental health concerns. This is most relevant based on the evidence that epigenetic processes change over a client’s lifetime because of environmental influences, meaning that the client is not in a fixed state per traditional gene theory (Nestler et al., 2016). Epigenetics provides an alternate view of nature and nurture, demonstrating that epigenetic tags may not only be influenced by unfavorable environmental influences (e.g., maternal depression, trauma, bullying, child abuse and neglect) but also by favorable environments and activities (e.g., mindfulness, CBT, exercise, diet, nurturing; Chaix et al., 2020; Chen et al., 2018; Conradt et al., 2016; Roberts et al., 2015; Stevens et al., 2018). Understanding the flexibility of epigenetics has the potential to engender hope for our clients and to guide our work as counselors and counselor educators, because our genetic destinies are not fixed as we once theorized in gene theory.

Bioecological Conceptualization: Proximal and Distal Impact and Interventions
     The impact of epigenetics on the counseling profession can be understood using Bronfenbrenner’s (1979) bioecological model. The bioecological model conceptualizes a client’s function over time based on the coaction between the client and their environment (Broderick & Blewitt, 2015; Jones & Tang, 2015). The client’s environment can have both beneficial and deleterious proximal and distal effects. These effects are like concentric rings around the client, which Bronfenbrenner called “subsystems.” The most proximate subsystem is the microsystem, the environment that has a direct influence on the client, such as parents, teachers, classmates, coworkers, relatives, etc. The next level is the mesosystem, in which the micro entities interact with one another or intersect with influence on the client (e.g., school and home intersect to influence client’s thinking and behavior). The next system, called the exosystem, begins the level of indirect influence. This may include neighborhood factors such as the availability of fresh produce, safe neighborhoods, social safety net programs, and employment opportunities. The last subsystem is the macrosystem. This system consists of the cultural norms, values, and biases that influence all other systems. The final aspect of this model, called the chronosystem, takes into account development over time. The chronosystem directs the counselor’s attention to developmental periods that have differing risks and opportunities, or what can be called “critical” developmental periods.

Below we conceptualize epigenetic counseling implications using Bronfenbrenner’s model but simplify it by grouping systems: proximal effects (micro/meso level) labeled as micro effects and distal effects (exo/macro level) labeled as macro effects. We will also apply the chronosystem by focusing on critical developmental periods that are salient when applying epigenetics to counseling. Ultimately, our central focus is the client and the concentric influences of micro and macro effects. To begin, we will first focus on the important contribution of epigenetics during the critical developmental period of 0 to 5 years of age with implications at the micro and macro levels.

Epigenetics Supports Early Life Span Interventions
     Though the evidence does support epigenetic flexibility across a client’s life span, we know that early adverse life events may alter a child’s epigenome with mediating effects on development and behavior (Lester & Marsit, 2018). We also know that epigenetic processes are most active in the first 5 years of life (Mulligan, 2016; Syzf et al., 2016). These early insults to the genome may elicit poor mental health into adulthood such as anxiety, depression, schizophrenia, and addiction. For example, a client who grew up in an urban environment with a traditionally marginalized group status and parents who experienced drug dependence has an increased risk for schizophrenia above and beyond the genetic, inherited risk. These adverse childhood experiences have the potential to modify the epigenome, increasing the likelihood of developing mental health concerns, including schizophrenia (Cariaga-Martinez & Alelú-Paz, 2018).

At the micro level, the caregiver can be a salutary effect against adverse environmental conditions (Oberlander et al. 2008; Weaver et al., 2005). Prenatally, counseling can work with parents before birth to generate healthy coping strategies (e.g., reduce substance abuse), flexible and adaptive caregiver functioning, and effective parenting strategies. An example of this is to use parent–child interactive therapy (PCIT) pre-clinically, or before the child evidences a disorder (Lieneman et al., 2017). Preventive services using PCIT have been documented as effective with externalizing behaviors, child maltreatment, and developmental delays. Additional micro-level interventions can be found in the use of home-visiting programs to improve child outcomes prenatally to 5 years of age where positive parenting and other combined interventions are utilized to improve the health of mother, father, and child (Every Child Succeeds, 2019; Healthy Families New York, 2021).

Clinically, epigenetics points to earlier care and treatment to prevent the emergence of mental disorders (e.g., major depressive disorder, schizophrenia). Also, epigenetic research has provided evidence that environmental change can be equally important as client change. Regarding treatment planning, examining the client’s individual level factors or microsystem (e.g., physical health, mental status, education, race, gender) as well as their macrosystem (e.g., social stigma, poverty, housing quality, green space, pollution) may be crucial before considering what kind of modifications and/or interventions are most appropriate. For example, if a 9-year-old White female presents to a counselor for behavioral concerns in school, it is important for the counselor to gather a holistic life history to build an informed picture of the many variables collectively impacting the child’s behavior at each level. At the micro level, a counselor will evaluate for childhood maltreatment, but from an epigenetic lens, other proximal environmental factors could be important to screen for such as poverty, maternal depression, nutrition, classroom dynamics, and exercise (McEwen & McEwen, 2017; Mulligan, 2016). If the 9-year-old child is experiencing parental neglect and food insecurity, the clinician can treat the client’s individual needs at the micro level (i.e., working with the family system to overcome any neglect by using treatments such as PCIT, and direct referral to social workers and other agencies to provide food and shelter to meet basic needs).

The science of epigenetics may also inform action taken during assessment and case conceptualization based on the coaction of environment with a client over time. Although intervention at 0–5 years of age is most preventative, it is not practical in all cases. Using assessments that collect information on an adult client’s early life may help inform case conceptualization and allow the integration of epigenetics into counseling theories to better understand the etiology of a client’s presenting problem(s). For example, using an adverse childhood experiences assessment may help identify individuals at higher risk of epigenetic concerns. Epigenetics highlights the impact of client–environment interaction and its influence (positive or negative) on overall health. Additionally, early life adversity increases the likelihood of poor health outcomes such as heart disease, anxiety, and depression. However, these poor consequences could be mediated by talking with clients about the importance of exercise and its benefit on epigenetics and, by extension, mental health.

At the macro level, examples could include the reduction of hostile environments (e.g., institutional racism, neighborhood violence, limited employment opportunities, low wages, air pollutants, water pollutants), advocacy for statutes, regulations to decrease instability such as unfair housing in low-income neighborhoods, establishing partnerships in the development of community-based and school-based prevention programs, and applying early interventions such as mindfulness to reduce the effects of stress (Chaix et al., 2020). To illustrate, postnatal depression symptom severity has been associated with residential stability (Jones et al., 2018). By developing policies that would increase housing security, a reduction in maternal depression symptom severity could potentially reduce the DNA methylation that is associated with upregulation of the HPA and child reactivity, but this would need to be investigated further for confirmation. According to Rutten et al. (2013), this change may also increase the resiliency of children by reducing their experience of chronic stress, as sustained maternal depression severity often impacts caregiving because of unstable housing.

Although members of the counseling profession have known the significance of early intervention for years, this epigenetic understanding confirms why human growth and development is a core component of our counseling professional identity (Remley & Herlihy, 2020) and provides a supporting rationale for our efforts. Additionally, epigenetic tags have the potential to cross generations via the process of imprinting (Yehuda et al., 2016). This has potential implications across the life span.

In summary, critical developmental periods must be a focal point for counseling interventions, necessitating upstream action rather than our current dominant approach of downstream activities and a shift toward primary prevention over predominantly tertiary prevention. Such primary prevention would reduce stress and trauma for children before signs and symptoms become apparent and attend to the development and sustainability of healthy environments that would increase both client and community wellness.

Epigenetics Supports Counseling Advocacy and Social Justice Efforts
     When reflecting on the implications of epigenetics, it is apparent that place, context, and the client’s environment are critical factors for best positioning them for healthy outcomes, engendering a push for advocacy and social justice for clients. Because environments have no boundaries, it is important to think of advocacy across many systems: towns, counties, states, countries, and the world. This reinforces the call for counselors and counselor educators to move beyond the walls of their workplaces in order to collaborate within the larger mental health field (e.g., clinical mental health, school, marriage and family, addiction, rehabilitation). Additionally, said knowledge compels connection with other professions—such as social workers, physicians, psychologists, engineers, housing developers, public health administrators, and members of nonprofit and faith-based organizations, etc.—to enact change on a wider scale and to improve the conditions for clients at a systemic level.

This collaboration also calls for engaging at local and international levels. Global human rights issues such as sex trafficking cross countries, regions, and local communities and necessitate collaboration to ameliorate these practices and the associated trauma. For starters, the American Counseling Association and the International Association for Counseling could partner with other organizations such as the Child Defense Fund to assist in meeting their mission to level the playing field for all children in the United States. At the local level, counselors and counselor educators could collaborate with local children’s hospitals and configure a plan to meet common goals to improve children’s health and wellness.

Counseling Research and Epigenetics
     Research primarily affects clients on a macro level but can trickle down to directly engage clients within our clinical work and practice. Counselors and counselor educators can partner with members of other disciplines to further the work with epigenetic biomarkers (e.g., depression and DNA methylation). Counseling researchers can also investigate how talk therapy and other adjuncts, such as diet and exercise, may improve our clients’ treatment outcomes. As counseling researchers, we can develop research agendas around intervention and prevention for those 0–5 years of age and create and evaluate programs for this age group while also creating community partnerships as noted above. An example of this partnership is The John Hopkins Center for Prevention and Early Intervention. The creators of this program developed sustainable partnerships with public schools, mental health systems, state-level educational programs, universities, and federal programs to focus on early interventions that are school-based and beyond. They collaborated to develop, evaluate, and deliver a variety of programs and research activities to improve outcomes for children and adolescents. They have created dozens of publications based on these efforts that help move the discipline forward. In one such publication, Guintivano et al. (2014) looked at epigenetic and genetic biomarkers for predicting suicide.

Counselor Education, CACREP, and Epigenetics
     The counselor educational system affects clients distally but also holds implications for the work counselors conduct at the client level. Counselor educators can provide a more robust understanding of epigenetics to counseling students across the counselor education curriculum. These efforts can include introducing epigenetics in theories, diagnosis, treatment, human and family development, practicum and internship, assessment, professional orientation, and social and cultural foundations courses. By assisting counseling students to comprehend the relationship between client and environment, as well as the importance of prevention, educators will increase their students’ ability to carry out a holistic approach with clients and attend to the foundational emphases of the counseling profession on wellness and prevention. Moreover, by learning to include epigenetics in case conceptualization, students can gain a more robust understanding of the determinants of symptomology, potential etiology at the cellular level, and epigenetically supported treatments such as CBT and mindfulness.

It is fairly simple to integrate epigenetics education into programs accredited by the Council for Accreditation of Counseling and Related Educational Programs (CACREP; 2015). To begin, counselor educators can integrate epigenetics education into professional counseling orientation and ethical practice courses. As counselor educators discuss the history and philosophy of the counseling profession, particularly from a wellness and prevention lens (CACREP, 2015, 2.F.1.a), counselor educators can discuss the connection between epigenetics and wellness. Wellness is a foundational value for the counseling profession and is a part of the definition of counseling (Kaplan et al., 2014). Many wellness models (both theoretical and evidence-based) are rooted in the promotion of a holistic balance of the client in a variety of facets and contexts (Myers & Sweeney, 2011). We can continue to support these findings by integrating epigenetics within our conversations about wellness, as we have epigenetic evidence that the positive or negative coaction between the individual and their environment can impact a person toward increased or decreased wellness.

Counselor educators can also integrate epigenetics education into Social and Cultural Diversity and Human Growth and Development courses. Within Social and Cultural Diversity courses, counselor educators can address how negative environmental conditions have negative influences on offspring. This is evidenced by the discrimination against Jews and its imprinting that crosses generations (Yehuda et al., 2016). Counselor educators can discuss how discrimination and barriers to positive environmental conditions can impact someone at the epigenetic level (CACREP, 2015, 2.F.2.h). Within Human Growth and Development, counselor educators can discuss how the study of epigenetics provides us a biological theory to understand how development is influenced by environment across the life span (CACREP, 2015, 2.F.3.a, c, d, f). In particular, it can provide an etiology of how negative factors change epigenetic tags, which are correlated with negative mental health that may become full-blown mental health disorders later in adulthood (CACREP, 2015, 2.F.3.c, d, e, g).

Additionally, counselor educators can integrate epigenetic education within specialty counseling areas. Several studies (Maze & Nestler, 2011; Palmisano & Pandey, 2017; Tsankova et al., 2007; Wong et al., 2011; H. Zhang & Gelernter, 2017) have noted how epigenetic mechanisms may support the addiction process and counselor educators can interweave this information when discussing theories and models of addiction and mental health problems (CACREP, 2015, 5.A.1.b; 5.C.1.d; 5.C.2.g). Counselor educators can also discuss epigenetics as it applies to counseling practice. Because epigenetics research supports treatments like CBT, mindfulness, nutrition, and exercise (Chaix et al., 2020; Chen et al., 2018; Roberts et al., 2015; Stevens et al., 2018), counselor educators can address these topics in courses when discussing techniques and interventions that work toward prevention and treatment of mental health issues (CACREP, 2015, 5.C.3.b).

Generally, CACREP (2015) standards support programs that infuse counseling-related research into the curriculum (2.E). We support the integration of articles, books, websites, and videos that will engender an understanding of epigenetics across the curriculum, so long as the integration supports student learning and practice.

Conclusion and Future Directions

In summary, there are numerous epigenetic processes at work in the symptoms we attend to as counselors. We have provided information that illustrates how epigenetics may mediate outcomes such as depression, anxiety, schizophrenia, and addiction. We have also illustrated how CBT, exercise, diet, and meditation may have positive epigenetic influences supporting our craft. We have discovered that epigenetic processes are most malleable in early life. This information offers incremental evidence for our actions as professional counselors, educators, and researchers, leading to a potential examination of our efforts in areas of prevention, social justice, clinical practice, and counseling program development. However, we must note that epigenetics as a science is relatively new and much of the research is correlational.

Based on the current limits of epigenetic science and a lack of investigation of mental health epigenetics in professional counseling, one of our first recommendations for future research efforts is to collaborate across professions with other researchers such as geneticists, as we did for this manuscript. From this partnership, our profession’s connection to epigenetics is elucidated. Interdisciplinary collaboration allows the professional counselor to offer their expertise in mental health and the geneticist their deep understanding of epigenetics and the tools to examine the nature and nurture relationships in mental health outcomes. We can also make efforts to look at our wellness-based preventions and interventions to document changes at the epigenetic level in our clients and communities. Ideally, as the science of epigenetics advances, we will have epigenetic research in our profession of counseling that is beyond correlation and evidences the effectiveness of our work down to the cellular level.

 

Conflict of Interest and Funding Disclosure
The development of this manuscript was supported
in part by a Cincinnati Children’s Hospital Medical
Center Trustee Award and by a grant from the
National Heart, Lung, and Blood Institute (HL132344).
The authors reported no conflict of interest.

 

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David E. Jones, EdD, NCC, LPC, is an assistant professor at Liberty University. Jennifer S. Park, PhD, NCC, ACS, LPC, is an assistant professor at Colorado Christian University. Katie Gamby, PhD, LPC, CWC, is an assistant professor at Malone University. Taylor M. Bigelow, PhD, is an assistant professor at the University of New Haven. Tesfaye B. Mersha, PhD, is an associate professor at the Cincinnati Children’s Hospital Medical Center (CCMHC), University of Cincinnati College of Medicine. Alonzo T. Folger, PhD, MS, is an assistant professor at the CCMHC, University of Cincinnati College of Medicine. Correspondence may be addressed to David E. Jones, 1971 University Blvd., Lynchburg, VA 24515, dejones14@liberty.edu.

A Q Methodology Study of a Doctoral Counselor Education Teaching Instruction Course

Eric R. Baltrinic, Eric G. Suddeath

Many counselor education and supervision (CES) doctoral programs offer doctoral-level teaching instruction courses as part of their curriculum to help prepare students for future teaching roles, yet little is known about the essential design, delivery, and evaluation components of these courses. Accordingly, the authors investigated instructor and student views on the essential design, delivery, and evaluation components of a doctoral counselor education teaching instruction (CETI) course using Q methodology. Eight first-year CES doctoral students and the course instructor from a large Midwestern university completed Q-sorts, which were factor analyzed. Three factors were revealed, which were named The Course Designer, The Future Educator, and The Empathic Instructor. The authors gathered post–Q-sort qualitative data from participants using a semi-structured questionnaire, and the results from the questionnaires were incorporated into the factor interpretations. Implications for incorporating the findings into CES pedagogy and for designing, delivering, and evaluating CETI courses are presented. Limitations and future research suggestions for CETI course design and delivery are discussed.

Keywords: teaching instruction course, Q methodology, pedagogy, counselor education, doctoral students

 

Counselor education doctoral students (CEDS) need teaching preparation as part of their doctoral training (Hall & Hulse, 2010; Orr et al., 2008), including the completion of formal courses in pedagogy, adult learning, or teaching (Barrio Minton & Price, 2015; Hunt & Weber Gilmore, 2011; Suddeath et al., 2020). Teaching instruction courses may occur within or outside of the counselor education curriculum. Within counselor education, counselor education teaching instruction (CETI) courses are those doctoral-level seminar or semester-long curricular experiences designed to provide CEDS with the basic foundational knowledge for effective teaching (Association for Counselor Education and Supervision [ACES], 2016). CETI courses are cited as an important foundational training component for preparing CEDS for success in fulfilling future teaching roles (ACES, 2016). Additionally, simply possessing expert knowledge in one’s field (e.g., counseling) is not sufficient to support student learning in the classroom (ACES, 2016; Waalkes et al., 2018), a reality recognized in counselor education some time ago by Lanning (1990).

To increase the attention to and strengthen the rigor of teaching preparation, the Council for Accreditation of Counseling and Related Educational Programs (CACREP) developed standards for fostering students’ knowledge and skills in teaching through curricular and/or experiential training (CACREP, 2015). Specifically, within the CACREP (2015) teaching standards, CEDS need to learn “instructional and curriculum design, delivery, and evaluation methods relevant to counselor education” (Section 6, Standard B.3.d.). Although programs may use teaching internships (Hunt & Weber Gilmore, 2011), structured teaching teams (Orr et al., 2008), coteaching (Baltrinic et al., 2016), and teaching mentorships (Baltrinic et al., 2018) to address standards and train CEDS for their future roles as educators, teaching coursework is cited as the most common preparation practice (Barrio Minton & Price, 2015; Suddeath et al., 2020; Waalkes et al., 2018). Despite our knowledge that teaching coursework is commonly used for teaching preparation (Barrio Minton & Price, 2015; Suddeath et al., 2020), little is known about how counselor educators design and deliver these courses within counselor education. Although a few studies in counselor education and supervision address teaching coursework (e.g., Suddeath et al., 2020; Waalkes et al., 2018), it is in a cursory way or as one part of a broader inquiry into teacher preparation processes.

Perceived Effectiveness of CETI Courses
     Ideally, teaching coursework, whether offered within counselor education specifically or not, should provide doctoral students with a basic framework for effective teaching. Unfortunately, as previously mentioned, little is known about what constitutes a CETI course. Moreover, the few studies that address this training component suggest inconsistency in its perceived value and effectiveness. For example, early research by Tollerud (1990) and Olguin (2004) found no difference in terms of teaching self-efficacy between those with and without coursework, regardless of the number of courses taken. Similarly, in Hall and Hulse’s (2010) study examining counselor educators’ doctoral teaching preparation and perceived preparedness to teach, participants found their teaching coursework least helpful for preparing them to teach. To improve the effectiveness of their coursework, participants in Hall and Hulse’s study indicated a desire for multiple courses with a greater focus on the practical aspects of teaching, approaches for teaching adult learners, and more opportunities to engage in actual teaching during the course.

In a recent study by Waalkes et al. (2018), participants expressed similar sentiments reporting a general lack of emphasis and rigor in teacher preparation as compared to other core areas of development and especially for teaching coursework. Specific deficiencies included a lack of emphasis on pedagogy and teaching strategies and a discrepancy between their teaching coursework and their actual teaching responsibilities as current counselor educators (Waalkes et al., 2018). Given their experience, participants indicated a desire for greater integration of doctoral-level teaching coursework throughout their programs as well as “philosophy and theory, pedagogy/teaching strategies, understanding developmental levels of students, course design, assessment, and setting classroom expectations” (Waalkes et al., 2018, p. 73).

Unlike Tollerud (1990) and Olguin (2004), Suddeath et al. (2020) found that formal teaching coursework significantly predicted increased self-efficacy toward teaching. Furthermore, participants indicated that formal coursework strengthened their self-efficacy toward teaching slightly more than their fieldwork in teaching experiences. However, it is unclear from this study what aspects of the CEDS’ coursework contributed to increased self-efficacy. In a study by Hunt and Weber Gilmore (2011), CEDS identified elements such as the creation of syllabi, exams, rubrics, and a philosophy of teaching and receiving support and feedback from instructors and peers as most helpful in their coursework experiences. Those who did not find the course helpful expressed a desire for more opportunities to engage in actual teaching. Overall, the literature addressing the relative effectiveness of teaching coursework suggests the need to (a) improve teaching courses, (b) connect teaching courses to additional teaching experiences, and (c) make it a meaningful and impactful experience for CEDS.

Instructor Qualities and Course Delivery
     Counselor education research also suggests that instructor qualities and course delivery influence the learning experiences of counseling students (Malott et al., 2014; Moate, Cox, et al., 2017; Moate, Holm, & West, 2017). Regarding instructor qualities, two recent studies examining novice counselors’ instructor preferences within their didactic (Moate, Cox, et al., 2017) and clinical courses (Moate, Holm, & West, 2017) found that, overall, participants preferred instructors who were kind, supportive, empathic, genuine, and passionate about the course. Likewise, Malott et al. (2014) reported that instructors who were caring, which included characteristics such as respect, interest, warmth, and availability, were “essential in motivating learning” (p. 295). Moate and Cox (2015) also emphasized the importance of cultivating a supportive and safe learning environment for increasing students’ active participation and engagement in their learning.

Regarding course delivery, overall participants in didactic and clinical courses preferred instructors who were pragmatic and connected course material to their actual work as counselors (Moate, Cox, et al., 2017; Moate, Holm, & West, 2017). Within didactic courses specifically—which included career counseling, theories, ethics, and diagnosis—Moate, Cox, et al. (2017) emphasized students’ lack of preference for instructors who primarily utilized lecture or PowerPoint for instruction. This relates to the topic of teacher-centered versus learner-centered approaches. Those who use teacher-centered approaches utilize lecture as the primary mode of delivery and focus on the transmission of content through lecture from the experienced expert to the inexperienced novice, which may foster passive learning (Moate & Cox, 2015). In contrast, those who use learner-centered approaches emphasize shared responsibility for learning, which encourages active learning and application of course content through collaborative learning activities to tap into the collective knowledge of the group as well as supporting students’ active engagement and application of course content (Malott et al., 2014; Moate & Cox, 2015).

Although Moate, Cox, et al. (2017) and Moate, Holm, and West (2017) focused on master’s-level versus doctoral-level students, their findings suggested the importance of instructor qualities and approaches as well as student perspectives within course design and delivery. Moate, Cox, et al. (2017) and Moate, Holm, and West (2017) did not link instructor qualities to the training they received within doctoral CETI coursework, but having an understanding of these connections may aid doctoral instructors’ design and delivery of CETI courses to better meet student needs.

Regarding instructor qualities and approaches to course delivery within doctoral CETI courses specifically, our literature search identified two studies that minimally addressed these components. Participants in the studies of both Waalkes et al. (2018) and Hunt and Weber Gilmore (2011) emphasized the importance of feedback from professors and classmates within CETI courses for strengthening their preparedness to teach. Neither study described exactly how this feedback supported their preparedness to teach, the type of feedback received, or the instructor’s approach to delivering feedback.

The Current Study
     Teaching preparation is an essential component of CEDS’ training (ACES, 2016), as teaching and related responsibilities (a) consume a greater proportion of time than any other responsibility of a counselor educator (Davis et al., 2006) and (b) impact CEDS’ confidence and feelings of preparedness to teach (Hall & Hulse, 2010; Suddeath et al., 2020). Still, some findings suggest a lack of rigor concerning teaching preparation compared to other core doctoral training areas (e.g., research and supervision; Waalkes et al., 2018). Although teaching preparation research in general is gaining momentum, there are no findings clarifying what components of formal coursework most support students’ development as teachers. In fact, findings are mixed regarding its effectiveness (e.g., Suddeath et al., 2020; Waalkes et al., 2018). Furthermore, no in-depth research exists on how counselor educators implement formal teaching courses within counselor education or how those teaching courses are designed and delivered by counselor educators and experienced by CEDS. Yet, our experience tells us and research confirms (e.g., Waalkes et al., 2018) that counselor education programs increasingly require CEDS to engage in CETI courses as one way to develop teaching competencies, with some citing it as the most widely utilized way in which programs train CEDS to teach (ACES, 2016; Barrio Minton & Price, 2015; Suddeath et al., 2020).

As variability exists in how respective programs deliver CETI courses (Hunt & Weber Gilmore, 2011), we studied a single CETI course as a way to illustrate an example of common issues and potential discrepancies faced by students and instructors engaged in a doctoral CETI course. We examined this course, taking into account both experienced instructor and novice student views, to (a) reveal common views on ideal course design, delivery, and evaluation components among participants navigating a common curriculum; (b) identify any similar or divergent views between the instructor and students; and (c) determine how to design course content and instruction to meet the future needs of students. The study was guided by the research question: What are instructor and student views on the essential design, delivery, and evaluation elements needed for a CETI course?

Method

     Q methodology is a unique research method containing the depth of qualitative data reduction and the objective rigor of by-person factor analysis (Brown, 1993). Researchers have effectively utilized this method in the classroom setting to facilitate personal discovery and to increase subject matter understanding (Watts & Stenner, 2012). Specifically, students’ self-perspectives are investigated and then related to other students’ views, which are then related to nuances within their own views (Good, 2003). Q methodology has also been effectively used as a pedagogical exercise to examine subjectivity in intensive samples of participants (McKeown & Thomas, 2013). Focusing on intensive samples, and even single cases, allows researchers to retain participants’ frames of reference while concurrently revealing nuances within their views, which may be lost within larger samples (Brown, 2019). Yet, the rigor of findings from intensive samples derived from Q factor analysis remains.

We selected Q methodology for the current study versus a qualitative or case study approach (Stake, 1995) to reveal common and divergent viewpoints in relation to common stimulus items (i.e., a Q sample composed of ideal design, delivery, and evaluation of CETI course components from the literature). We also wanted both the instructor and students participating in the sampled doctoral CETI course to provide their subjective views on the optimal design, delivery, and evaluation components of a doctoral CETI course, while incorporating the rigorous features of quantitative analysis (Brown, 1980).

Concourse and Q Sample
     Specific steps were taken to develop the Q sample, which is the set of statements used to assist participants with expressing their views during the Q-sorting process. The first step is selecting a concourse, which is a collection of opinion statements about any topic (Stephenson, 2014). Many routes of communication contribute to the form and content of a concourse (Brown, 1980). The concourse for this study was composed of statements taken by the authors from select teaching literature and documents (e.g., ACES, 2016; McAuliffe & Erickson, 2011; West et al., 2013).  After carefully searching within these sources, researchers selected statements specifically containing teaching experts’ views on essential components for teaching preparation, in general, and CETI courses in particular. The concourse selection process resulted in over 240 concourse statements, which was too many for the final Q sample (Brown, 1970, 1980).

Second, the concourse of statements was reduced by the first author using a structured deductive Q sample design shown in Table 1 (Brown, 1970). Data reduction using a structured design results in a reduction of concourse statements into a manageable Q sample (McKeown & Thomas, 2013). Accordingly, data reduction proceeded with the removal of unclear, fragmented, duplicate, or unrelated statements until there were eight items for each of the types, resulting in the structured 48-item sample shown in the Appendix.

 

Table 1

Structured Q Sample

Dimensions Types N
1. Design a. Materials
(Items 4, 5, 10, 13, 14, 23, 28, 39)
b. Experiences

(Items 3, 22, 24, 25, 36, 37, 43, 45)

2
2. Delivery

 

c. Content
(Items 2, 15, 17, 18, 26, 27, 35, 38)
d. Process

(Items 6, 8, 12, 30, 32, 41, 44, 46)

 

2

3. Evaluation e. Formative
(Items 7, 20, 21, 29, 33, 40, 42, 47)
f. Summative

(Items 1, 9, 11, 16, 19, 31, 34, 48)

 

2

*Q-set = D (Criteria) (Replications); D ([1₂] [2₂] [3₂]) (n); D (2) (2) (2); D = 8 combinations;
D (2) (2) (2) (6 replications); D = 48 statements for the Q sample.

 

Third, the 48-item Q sample was then evaluated by three expert reviewers using a content validity index (Paige & Morin, 2016). Expert reviewers who had a minimum of 10 years of experience as counselor educators, had designed and delivered doctoral CETI courses, had published frequently on teaching and learning, and were familiar with Q methodology were solicited by the first author. Accordingly, expert reviewers rated each of the 48 items on a 4-point scale using three criterion questions: 1) Is the statement clear and unambiguous as read by a counselor educator? 2) Is the statement clear and unambiguous as read by CEDS? and 3) Is the statement distinct from the other statements listed here? Items receiving a score of 3 (“Mostly”) or 4 (“Completely”) were included; items receiving a score of 2 (“Somewhat”) were reviewed and modified by the authors for appropriateness; items receiving a score of 1 (“Not at all”) were discarded from the sample. After the three expert evaluators completed the content validity index, the authors refined the Q sample by rewriting two items to improve clarity, eliminating one duplicate item, and adding an item the reviewers thought important. For the final step, two of the experts completed Q-sorts to assure the final Q sample facilitated the expression of views on supervisee roles. The results of these two pilot Q-sorts were not included in the data analysis.

Participant Sample
     Researchers followed McKeown and Thomas’ (2013) recommendations for selecting an intensive participant sample (i.e., fewer than 20 participants), which included a combination of purposeful and convenience sampling strategies (Patton, 2015) to obtain participants for the study. We purposefully selected the doctoral CETI course and the instructor because it was offered within a reputable, CACREP-accredited doctoral program; developed by a counselor educator known for teaching excellence and professional contributions; and taught and refined in an on-campus, in-person program by that same instructor for over 16 years. Additionally, the participants engaged in the course at the time of investigation constituted a convenience sample of eight first-year CEDS. Participants collectively represented a group of individuals holding similar theoretical interests and the ability to provide insight into the topic of investigation (Brown, 1993).

All nine participants were from a large, top-ranked counselor education program located in the Midwest. Seven of the students identified as White cisgender females, and one as a cisgender Asian male. Four student participants were in the 25 to 30-year-old range, and four were in the 31 to 35-year-old range. The instructor was in the 50 to 55-year-old range, who identified as a White cisgender male. None of the student participants reported having previous teaching experience.

Data Collection
     After obtaining IRB permission, the first author collected the initial consent, demographic, Q-sort, and post–Q-sort written data from the students and instructor using a semi-structured questionnaire. The nine participants (n = 8 students; n = 1 instructor) were each asked to rank-order the 48 items in the Q sample along a forced choice grid from most agree (+4) to most disagree (-4). The conditions of instruction used for the students’ and instructor’s Q-sorts stemmed directly from the research question. After completing this Q-sort, participants were asked by the first author to provide written responses, using a semi-structured questionnaire, for the top three items with which they most (+4) and least (-4) agreed and were asked to comment on any other items of significance.

The first author asked the course instructor to respond in writing to three questions, in addition to those prompts contained in the semi-structured questionnaire. This was done to add nuance and context to the results. The additional questions and highlights from the instructor’s responses are shown in Table 2.

Data Analysis

Nine Q-sorts completed by participants were each entered into the PQMethod software program V. 2.35 (Schmolck, 2014). A correlation matrix was then generated reflecting the “nature and extent of relationships” among all the participants’ Q-sorts in the data set (Watts & Stenner, 2012, p. 111). The correlation matrix served as the basis for factor analysis, which was completed using the centroid method (Brown, 1980). Essentially, factor analysis allows researchers to examine the correlation matrix for patterns of similarity among the participants’ Q-sorts. In the current study, we were interested in similar and divergent patterns among the instructor’s and students’ Q-sorts on essential doctoral CETI course components. In other words, data analysis in Q studies is possible because all participants rank-order a Q sample of similar items, which allows researchers to inter-correlate those Q-sorts for subsequent factor analysis.

Given the low number of participants, we initially extracted five factors from the correlation matrix,  which yielded fewer significant factor loadings (i.e., a correlation coefficient reflecting the degree to which a participant’s Q-sort correlates with the factor). Therefore, we extracted three factors, which yielded a higher number of factor loadings. The three factors were rotated using the varimax method, which we selected because (a) we had no preconceived theoretical notions regarding the findings, (b) we were blind to participant identifying information in the data, and (c) we intended to obtain dominant views among participants within the same course (Watts & Stenner, 2012). The varimax factor rotation method helps researchers to identify individual factor loadings “whose positions closely approximate those of the factor” (Watts & Stenner, 2012, p. 142). In Q methodology, a factor is a composite or ideal Q-sort to which individual participants correlate (Watts & Stenner, 2012). Overall, data analysis steps yielded a 3-factor solution containing at least two significant factor loadings on each factor, which is the minimum suggested number of factor loadings for a factor to hold significance (Brown, 1980). Notably, the final 3-factor solution contained significant factor loadings for all nine of the study participants, which suggests the rigor of the collective viewpoints (i.e., factors) discussed in the results.

 

Table 2

Summary of Instructor Responses

Interview Question Interview Responses (Factor A Exemplar)
1. What is important for planning, delivering, and evaluating doctoral-level counselor education teaching instruction courses? I think of the different elements that go into teaching and I think these are the things that students need to be exposed to, such as: developing a teaching philosophy, creating a syllabus, evaluating other instructors’ syllabi, making selections on textbooks, looking at equity in the classroom, backwards design of curriculum, having a small group teaching experience, having a large group teaching experience, using experiences in the classroom for developing reflective practice, and reviewing essential readings in the teaching field. I also think it is essential that we teach students how to use online platforms, so they have exposure and, to what degree we can, competency, to online platforms.
2. What are some significant lessons learned over the past 16 years as an instructor of a counselor education teaching instruction course? This course is a change in pace for most students in my program. For that reason, students generally seem excited about this course. Having them excited about taking the course makes teaching the course a pure joy. Along with the excitement, students bring a level of naïveté to the topic. They have been students, but they do not have a lot of exposure to being a teacher. In my field of counseling, students at the doctoral level have exposure to counseling, so they come in with a level of exposure and expertise in that area, but in teaching it seems all new to them. And that makes a course fun for me.

 

I believe the hardest thing for students to learn is to set aside their own passions and misconceptions about what their students need to know in service of what they must know to be an effective counselor. What their passions are and what students need to know are not always the same thing. I notice students are generally apprehensive about their performance when it comes to teaching. I have to constantly remind myself that it doesn’t come automatically to them as it does to me, having taught many years. So I have to reintroduce myself to the idea of performance anxiety in the classroom. That’s where I think the in-class reflective practice piece fits in nicely for them. They get a chance to think and talk through their anxiety about teaching.

3. What role does a counselor education teaching instruction course serve for preparing doctoral students to teach? I can’t imagine a program that does not have a teaching instruction course, preferably taught within the program, that would be able to adequately prepare students for future faculty roles. Most of my career has been to emphasize the need for good faculty instruction on teaching in the counseling field.

 

Results

The data analysis revealed three significantly different viewpoints (i.e., Factors A, B, and C) on the essential design, delivery, and evaluation elements needed for a doctoral CETI course. All participants in the study were significantly associated with one of the three factors. Specifically, one student participant and the course instructor were significantly associated with Factor A (i.e., had factor loadings of .37 or higher; .50 and .84, respectively). Five of the eight student participants were significantly associated with Factor B (.72, .70, .66, .78, and .60, respectively). Two of the eight student participants were significantly associated with Factor C (.75 and .87, respectively). Select participant quotes from participants’ post-sort questionnaires were incorporated into the factor interpretations below to provide contextual details for each factor.

Factor A: The Course Designer
     Factor A is most distinguished by the view that CETI courses should result in students having the ability to design their own counseling courses, which differs from Factors B and C (Item 37; +4, 0, 0, respectively). This pervasive opinion is contained in the instructor’s semi-structured questionnaire response to Item 37:

I cannot imagine the purpose of having a course for teaching in counselor education without the purposeful outcome being to create a course. The ability to do course development, to me, is the skillset that doctoral graduates should have from a teaching course.

The student associated with this factor added, “I want this course to help me be successful, which means I have to practice . . . making a syllabus, working with students . . . the basis of the entire course is to learn to teach!” Learning how to design evaluations of the teaching and learning process (Item 48, +2) is also considered an essential CETI course component for Factor A. For Factor A, CETI courses need to include discussions about selecting textbooks (Item 14, +2) and opportunities to learn about classroom management (Item 18, +2). There was even stronger agreement that CETI courses need to include information about designing a syllabus (Item 39, +3) and constructing related course objectives (Item 33, +3), which would culminate in a plan for actual teaching experiences (Item 35, +3). Given the preference for technical and design elements in CETI courses, the authors have named Factor A The Course Designer.

Factor A placed less emphasis on the developmental level (Item 25, -3) and cultural differences (Item 38, -1) of students as essential components of a CETI course. But that does not suggest these elements are unimportant, as one participant illustrated: “All instructors need to be mindful of students’ cultural differences. Learning can only be effective in an environment conducive of understanding students’ differences.” Importantly, the Factor A view was not limited to just design and technical components. In fact, Factor A, like B and C, viewed having some type of teaching experience as an essential element of a CETI course (Item 46; +4, +4, +1, respectively).

Factor B: The Future Educator
     The Factor B viewpoint, which the authors named The Future Educator, placed importance on the use of interactive (Item 6, +4) and experiential (Item 45, +3) activities, more so than course design, as essential elements of a CETI course. In contrast to Factors A (-4) and C (-4), Factor B participants believed in the helpfulness of teaching to their peers (Item 44, +2). However, Factor B was most distinguished from Factors A (+1) and C (-1) in its belief that CETI courses should prepare students for future faculty roles (Item 43, +4). Collectively, individuals on this factor all agreed that the role of a CETI course was to help them be successful as future faculty members, and as one student stated, “Students need to be prepared for future faculty roles including teaching, so students need to be prepared to teach.”

     Factor B differed from Factors A and C on the importance of evaluation of students’ learning (Item 20, -1) and textbook selection (Item 14, -2), but agreed that videotaping students’ experiences is not an essential component of CETI courses (Item 11, -4). Regarding Item 11, participants noted, “Video recordings may not demonstrate the entire experience, including feelings and opinions of students and teachers.” Additionally, CEDS noted that being video-recorded could potentially “make students in the class act differently,” and, “if there is live evaluation” contained in a CETI course, “including guided reflection and time to process feedback, then video isn’t necessary.” This is an interesting finding given that many of the participants were trained in counseling programs that used video work samples as the basis for supervision feedback related to counseling skills development.

Factor C: The Empathic Instructor
     Factor C represented a preference for instructor qualities and intentional communication (i.e., delivery) more so than design issues (Factor A) or future faculty preparation (Factor B). For instance, Factor C participants believed that instructors of CETI courses should be passionate about teaching (Item 30, +4), compared to -1 and 2 for Factors A and B, respectively. As one student put it, “I feel as though passion fuels everything else in the course: effort, preparation, and availability of the instructor. Passion is everything.” According to Factor C, CETI instructors should be approachable (Item 32, +4), model and demonstrate how to provide feedback for future student encounters (Item 26, +3), and check in often with students to determine their level of understanding (Item 21, +3). However, when designing, delivering, and evaluating CETI courses, Factor C participants highlighted the developmental level (Item 25, +2) and cultural differences (Item 38, +4) of students, which contrasts with Factors A and B. Factor C simply placed higher importance on these items compared to the other factors.

Factor C was also distinguished by what is not essential for a CETI course, such as planning for a teaching experience (Item 35, -1), processing fellow classmates’ teaching experiences (Item 29, -3), and being able to design evaluations of teaching and learning (Item 48, -4), which, as one participant stated, are “usually dictated by the institution where you are employed.” Factor C placed less emphasis on specific feedback (i.e., content-oriented) instructors provide to students on their teaching (Item 42, -1) in favor of the instructor’s approachability. As one participant described, “There is not growth without feedback . . . if the instructor is approachable then the student will feel as if they can approach the instructor with any concerns, including any items on this Q sample.” Given the preference for instructor qualities and communication, the authors have named Factor C The Empathic Instructor.

Consensus
     Despite the distinguishing perspectives contained in each individual factor, significant areas of consensus existed among factors with respect to particular Q sample items. For example, Factors A, B, and C believed that designing a syllabus is an important aspect of a CETI course (Item 39; +3, +3, and +2, respectively). All three factors commonly acknowledged that CETI course instructors ought to consider the pedagogy used for course delivery (Item 10; 0, +1, and +1, respectively), and that CETI courses should prepare doctoral students for teaching internships (Item 22; 0, +1, 0). CETI courses should address classroom management issues as well (Item 18; +2, +1, and 0, respectively). Finally, CETI courses should contain intentional student engagement efforts (Item 3; +2, +1, and +2) with regular and relevant discussions (Item 8; +1, +3, and +2, respectively).

Consensus among factors also existed around the non-essential elements of a CETI course. Specifically, all three factors expressed that midterm (Item 16; -3, -3, and -2, respectively) and final course exams (Item 19; -3, -4, and -3, respectively) were not essential components of a CETI course. One male participant summarized this point: “I think students’ progress can be evaluated by exploring what students think they learn, how much insight they gain, and how they plan to apply what they learn in the class, rather than using exams or pre/post-tests.” Similarly, another female participant cited, “Exams will not show progress in teaching skills. You need real life experiences and discussion.” Overall, participants across factors believed that exams promote memorization of content more so than the fair and commensurate evaluation of teaching knowledge and skills. In other words, they believed that CETI courses should be more experiential in nature.

Discussion

The purpose of this study was to gain insight into the essential design, delivery, and evaluation elements needed for a CETI course. The results produced three unique views on this topic. In addition, although participants’ views varied, with Factor A emphasizing the technical components of creating a course, Factor B emphasizing experiential components and future faculty roles, and Factor C emphasizing the character and qualities of the instructor, there were several areas of consensus. Specifically, participants across all three factors agreed on the importance of CETI courses for (a) preparing CEDS for teaching internships (Hunt & Weber Gilmore, 2011; Orr et al., 2008; Waalkes et al., 2018); (b) using pedagogy to guide CETI course delivery (ACES, 2016; Waalkes et al., 2018); (c) designing syllabi (Hall & Hulse, 2010; Hunt & Weber Gilmore, 2011); and (d) developing teaching skills such as classroom management, engaging students, and facilitating class discussions (Hall & Hulse, 2010; Hunt & Weber Gilmore, 2011; Waalkes et al., 2018). As indicated above, these points of consensus align with previous counselor education literature, including participants’ desire for CETI courses to prepare them for teaching as counselor educators (Baltrinic et al., 2016).

An expected finding within Factor C is the influence of the instructor’s qualities (e.g., approachability and passion) and delivery (e.g., seminar format) on participants’ views of the CETI course (Moate, Cox, et al., 2017). The instructor delivered the course in a seminar format emphasizing student leadership for content sharing and de-emphasizing the use of lecture, which relates to consensus factor scores on Item 40, “In a teaching course, I should be evaluated on my ability to do a lecture.” However, it is unclear from the data how participants understood the purpose or role of lectures for engaging students in the classroom. It is notable to mention, however, that participants delivered counseling content to master’s-level students as part of their teaching experiences for the course and would thus benefit from feedback on their performance.

Many have suggested that utilizing lecture as the principal mode of delivery fosters passive learning and does not necessarily support students’ engagement in course content or development of decision-making, problem-solving, or critical-thinking skills (e.g., Malott et al., 2014; Moate & Cox, 2015). Participants in Waalkes et al.’s (2018) study indicated that their training primarily equipped them to lecture, which they reported did not fully prepare them for their roles as educators. Although Moate and Cox (2015) do not recommend utilizing lecture as the only method for helping students engage with course content, both they and Brookfield (2015) emphasized the false dichotomy that exists between teacher-centered approaches, which are typically characterized by lecturing, and learner-centered approaches, which often rely on using discussions as a primary mode of teaching.

Rather than dismissing lectures entirely, instructors can utilize lectures to provide a broad overview of the course content, to explain difficult or complex concepts with frequent examples, to generate students’ engagement and interest in a topic, and/or to model the types of skills and dispositions instructors would like to foster in students (Brookfield, 2015; Malott et al., 2014; Moate & Cox, 2015). Thus, lectures can serve as a starting point to model and frame course content for further discussion and application using other teaching methods (Moate & Cox, 2015). Overall, we believe that it is important for students to possess a variety of teaching methods for engaging students with course content and understand when and how to apply various methods effectively, which requires CETI instructor feedback and support.

Surprising results included participants’ low rankings of Item 12 regarding the importance of role-playing, of Item 7 regarding the importance of peer feedback, and of Item 11 regarding the use of video recordings of teaching—this latter finding contrasts with participant responses in Hunt and Weber Gilmore’s (2011) study, who found “sharing and critiquing a video of us teaching” an especially valuable component of their coursework (p. 147). Current counselor education research consistently affirms the importance and reported desire for formal coursework to incorporate practical teaching components related to the actual work of a counselor educator (Hall & Hulse, 2010; Hunt & Weber Gilmore, 2011). Instructors who employ learner-centered approaches often emphasize the role of peers and the use of peer feedback to enhance student learning (Moate & Cox, 2015). It could be that participants assumed that role-plays pertain to practicing counseling-related interventions. As such, it may prove helpful if counselor educators consider situational uses for role-plays, such as a way of managing difficult situations in the classroom (e.g., classroom management), or for addressing sensitive topics related to multicultural concerns, among others (Hunt & Weber Gilmore, 2011). Instructors can model how to facilitate these skills, which can be followed up with dyadic or triadic student role-plays.

Additionally, participants did not place importance on peer feedback over the instructor’s feedback or learning how to provide feedback to their future students in the instructor role. Instead, participants favored feedback from the instructor on their own teaching skills, the proposition here being that instructors can provide feedback from a position of experience, more so than peers who do not have teaching experience. It is plausible that CEDS attending CETI courses need feedback about how to provide feedback and perceive this as an important teaching skill (Hunt & Weber Gilmore, 2011). This is important because students in CETI courses are likely (a) learning the course-related content and (b) learning the pedagogy for delivering counseling-related content in their future classrooms (ACES, 2016).

Implications
     Findings support two important implications for counselor educators, the first of which is illustrated by the instructor from this study: “What students’ passions are and what students need to know are not always the same thing.” One can reasonably expect discrepancies between the perceptions of the instructor and those of students as evidenced by some participants’ dissatisfaction with the content and delivery of their CETI courses (e.g., Hall & Hulse, 2010; Waalkes et al., 2018). However, we encourage counselor educators as they teach to consider students’ views (i.e., factors) even if they feel their own views and curriculum support best practice. We also acknowledge that some instructors may have limited autonomy in the construction of CETI course syllabi and assignments because of accreditation requirements.

In thinking about the implications for counselor educators, to the extent possible, tailoring a CETI course to the reported preferences/needs of the students seems essential for preparing them for future teaching (Waalkes et al., 2018) as well as for increasing student engagement (e.g., Moate & Cox, 2015). For example, counselor educators can incorporate technology, curricular, and course design elements into CETI courses (Factor A). Counselor educators can link teaching experiences to future faculty roles by exploring them in the context of accreditation requirements, their impact on tenure and promotion practices (Davis et al., 2006), and managing teaching loads in the context of other duties and institutional demands (Silverman, 2003; Factor B). Finally, counselor educators can incorporate Factor C views into their CETI courses by attending to the instructor qualities, modeling passion, demonstrating approachability, and frequently checking in on students’ progress (Malott et al., 2014). Additionally, the authors suggest that counselor educators incorporate aspects of all three factors into their own teaching practice and link the CETI course to future supervised teaching experiences such as teaching practicum or internships as suggested by Waalkes et al. (2018).

Second, counselor educators should obtain and incorporate CEDS’ perspectives early when designing, delivering, and evaluating CETI courses, which can be helpful for investigating (formally or informally) the impact of those instructional strategies and curriculum on CEDS’ teaching skill development and is recommended as a best practice by Malott et al. (2014). It is common practice to collect student opinions of instruction at the end of the semester, and many instructors collect ongoing data on how students are progressing in the semester. Q methodology could be used in ways similar to this study to help instructors positively influence CEDS’ learning. Additionally, counselor educators could utilize Q methodology to identify factors and use those factors to improve their own performance, to design other teaching-related courses, and to affect CEDS’ classroom experiences and learning outcomes. Counselor educators could also compare their CETI courses with other instructors’ courses to see trends or use Q methodology to identify factors within or between CETI courses over time.

Limitations and Future Research
     Q methodology studies gather and rigorously analyze data to reveal common viewpoints among participants. Factors do not generalize in Q studies the same way as findings from traditional factor analysis (i.e., R methodology; Brown, 1980). Rather, factors are simply collections of opinion, the structure of which may or may not exist in other counselor education settings. However, CETI instructors can test this proposition by having students in other CETI courses complete Q-sorts with the current Q sample or by developing and testing relevant Q samples of their own design. In fact, because the Q sample was used in one class, researchers are encouraged to test propositions with larger samples across programs to see if the factors exist in multiple settings. Finally, because the participants in the current study were a convenience sample from a brick-and-mortar program composed mostly of White females within a single course, participant diversity was lacking. Future studies could examine the views of students of color and international students in larger samples across multiple courses and multiple formats (e.g., online and hybrid programs).

Additional conditions of instruction could be added to expand teaching instruction viewpoints using a single-case design approach (Baltrinic et al., 2018). Supporting Q findings with qualitative information from in-depth interviews from student and instructor factor exemplars would add more nuance to the existing factors as well. Finally, following in our footsteps, researchers could develop and administer their own teaching instruction Q-sorts before beginning a CETI course to tailor the development and delivery of the course to the needs of their students. This would allow CETI instructors to develop studies, which may reveal idiosyncratic and shared experiences (Stephenson, 2014) related to programs’ CETI course design, delivery, and evaluation.

Conclusion
     We proposed in this article that doctoral CETI courses offer a starting point for CEDS’ teaching preparation. We elaborated further that despite accreditation guidelines and the anecdotal experiences of counselor educators in various programs, little is known about what specifically to include in a CETI doctoral course. Counselor educators and CEDS alike can honor course variability, anecdotal experiences, and academic freedoms, while providing some structure to their CETI courses. This goal can be achieved by acknowledging that CETI course design, delivery, and evaluation include professional-level, student, and instructor perspectives. The Q factors in the current study revealed one way to include multiple perspectives and to identify preferred and recognizable CETI course components.

 

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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Appendix

College Teaching Q Sample Statements and Factor Array

# Q Sample Statement A B C
1 Peers should be able to review the courses I develop as part of a teacher training course. -1 -2 -2
2 Teacher training courses should have case examples. -2  0  1
3 Designing student engagement is important for a course on teaching.  2  1  2
4 Courses in teacher training should have relevant technology resources.  1 -2 -2
5 Learning how to assess students’ learning is important in a teaching course.  3  0  2
6 Courses in teacher training should have interactive activities.  0  4  1
7 I should have student feedback for the classes I teach while a student in a teacher
training course.
-2  0  2
8 Teacher training courses should have relevant discussion.  1  3  2
9 Teacher training courses should have student feedback mechanisms for the instructor.  0  0  0
10 A teaching course should consider the pedagogy used for course delivery.  0  1  1
11 I believe that my teaching should be videoed in my teacher training course. -1 -4 -1
12 Having role-plays on teaching is important for a teaching course. -4 -3  0
13 Teaching instruction courses should incorporate adult learning theories.  0 -1  0
14 Selecting a textbook is an important part of learning in a teaching course.  2 -2  1
15 Content in teacher training courses should be up to date. -1  1 -1
16 Teacher training courses should have midterm evaluations of my work in the course. -3 -3 -2
17 Teacher training courses should have breakout groups. -3 -3 -3
18 Teacher training courses should address classroom management.  2  1  0
19 Teacher training courses should have course exams. -3 -4 -3
20 A method to evaluate students’ learning is important to course design.  2 -1  1
21 Instructors of teacher training courses should check in often with students to determine their level of understanding. -1  0  3
22 Teaching instruction courses should prepare students for teaching internships.  0  1  0
23 Teacher training courses should have assigned readings on varied aspects of teaching
and learning.
 1 -2 -1
24 Considering students’ personal and cultural characteristics is important in designing a teaching course.  0  2  1
25 Considering students’ developmental level is important in designing a teaching course. -3 -1  2
26 Learning how to provide feedback to future students is important for a teaching course.  1  0  3
27 In a teacher training course, I should be expected to create a teaching philosophy.  4  1  3
28 Teacher training classes should have supplemental learning materials. -1 -2 -2
29 I should process fellow classmates’ teaching experiences as a part of a teacher
training course.
 1 -1 -3
30 The instructor in a teacher training course should be passionate about teaching. -1  2  4
31 In a teacher training course, I should be able to design a teaching instruction course. -4 -1 -4
32 Instructors of teacher training courses should be approachable.  0  2  4
33 Creating course objectives are important to a teaching course.  3  0  3
34 Teacher training courses should have pre/posttest of students’ learning. -2 -4 -3
35 Planning for a teaching experience is an important part of the course.  3  2 -1
36 Portions of teacher training courses should include lectures. -2 -1 -2
37 In a teacher training course, I should be able to design a counseling course.  4  0  0
38 Instructors of teacher training courses should anticipate students’ cultural differences. -1  2  4
39 Designing a syllabus is an important aspect of a teaching course.  3  3  2
40 In a teaching course I should be evaluated on my ability to do a lecture. -2  1 0
41 Decisions on how you will use media are important in designing a teacher training course.  0 -2 -2
42 Instructors of teacher training courses should provide appropriate feedback to students
on teaching.
 2  3 -1
43 Teaching instruction courses should prepare students for future faculty roles.  1  4 -1
44 In a teaching training course, I should have the opportunity to teach to my peers. -4  2 -4
45 Experiential activities are important in a teaching instruction course.  1  3  0
46 Having a teaching experience is important for a course on teaching.  4  4  1
47 In a teacher training course, I should be able to use technology to collect evaluation data. -2 -3 -2
48 In a teacher training course, I should be able to design evaluations of teaching and learning.  2 -1 -4

 

Eric R. Baltrinic, PhD, LPCC-S, is an assistant professor at the University of Alabama. Eric G. Suddeath, PhD, LPC, is an assistant professor at Mississippi State University – Meridian. Correspondence can be addressed to Eric Baltrinic, Graves Hall, Box 870231, Tuscaloosa, AL 35487, erbaltrinic@ua.edu.

Relational Cultural Theory–Informed Advising in Counselor Education

Kirsis A. Dipre, Melissa Luke

Relational cultural theory emerged in the 1970s as a reaction to the dominant view of women in psychology and continues to challenge societal values while promoting social justice. Key tenets of relational cultural theory are to promote growth-fostering relationships and move toward connection. These may be applied in a variety of contexts within higher education. This conceptual manuscript provides an overview of advising relationships, particularly within counselor education. A thorough review of relational cultural theory and its potential utility in advising is presented. Then a case conceptualization is provided to illustrate how faculty advisors can enhance their advising practices and better address interpersonal dynamics within the advising relationship. Implications for using this framework in multiple higher education settings are discussed.

Keywords: relational cultural theory, advising, counselor education, higher education, interpersonal dynamics

 

Advising is crucial in enhancing counseling students’ opportunities for success and for supporting their professional preparation as licensed counselors and/or counselor educators (Barbuto et al., 2011; Knox et al., 2006; Kuo et al., 2017; Mu & Fosnacht, 2019; Robbins, 2012). Yet advising is not always part of the doctoral preparation of faculty members (Ng et al., 2019) and not always adequately prioritized and supported within counselor education programs (Furr, 2018). Further, advising is considered part of teaching responsibilities at some institutions and part of service activities at others (Ng et al., 2019). Depending on the institution, advising may not be prioritized (He & Hutson, 2017). This is concerning considering the importance of advising for the academic success of students (Knox et al., 2006; Kuo et al., 2017) and their further development in the counseling profession (Ng et al., 2019; Sackett et al., 2015). According to the American Counseling Association’s ACA Code of Ethics (2014), counselor educators have a responsibility to deliver career advisement and expose their students to opportunities for supplementary development. Although faculty advising responsibilities are not clearly defined and remain woefully underexamined (Ng et al. 2019), this conceptualization extends consideration of advising beyond the formulaic tasks of providing course registration support and incorporates exploration of life goals.

Consistent with this new conceptualization, the counselor education advising role has shifted from a perfunctory extracurricular service to a more process-focused co-curricular relationship that can include a systemic approach (Ng et al., 2019). This conceptualization is representative of the functions of a faculty advisor in counselor education, as the profession requires students to consider their investment in being lifelong learners (Kuo et al., 2017; Sackett et al., 2015). Therefore, counselor education advisees are tasked with completing the curricular requirements in their program of study to develop the knowledge and skills needed for professional success in addition to continuing their education through engagement in authentic and developmentally appropriate activities.

Advisors are well positioned to assist in the foundational planning for students’ success within the counseling profession. To accomplish this, well-equipped advisors require a strong knowledge base predicated on theoretical foundations (Musser & Yoder, 2013; Sackett et al., 2015). Although no one advising approach is adequately situated to assist everyone optimally, it is the advisor’s ethical obligation to be well informed regarding their own approaches and ways to adjust to meet the individual and contextual needs of their advisees (Kimball & Campbell, 2013). Despite the growing differentiation of advising from mentoring, few theories or models have been purported to undergird the advising process in counselor education (Ng et al., 2019). The present manuscript aims to fill this gap by providing counseling advisors with a theoretically sound and research-grounded framework to enhance their advisory practice using relational cultural theory (RCT). In subsequent sections, the relevance of RCT for advising in counselor education and its central assumptions will be discussed, the current state of advising in counselor education will be described, and a relational cultural advising case conceptualization will be provided to assist counselor educators in better understanding and developing RCT-informed advising practices.

Relevance of RCT to Advising
     RCT originated as a developmental model for women; however, broader applicability was quickly recognized given the commonalities across people and the impact of societal values on people’s functioning (Jordan, 2018; Jordan et al., 1991; Walker, 2004). Presently, RCT is utilized across a variety of clinical populations as well as in non-clinical settings (Jordan, 2017, 2018; Robb, 2007). For example, Luke (2016) described the use of RCT with children experiencing gender dysphoria; Cannon et al. (2012) described its use in group treatment settings with adult women; and Fletcher and Ragins (2007), as well as Hammer et al. (2014), noted its utility in mentoring contexts. More recently, Schwartz (2019) described the utility of RCT within teaching across higher education contexts. Because RCT is predicated on the co-construction of knowledge both by individuals and groups, RCT is readily translated into new settings and contexts (Rogers & Stanciu, 2015), in this case advising within counselor education programs.

Relational Cultural Theory
     In its most basic form, RCT posits that humans need social connections throughout the life span, placing social connections at the center of human development. Both this basic postulate and the usefulness of RCT have been consistently supported in empirical studies (Eisenberger & Lieberman, 2005; Lenz, 2016; Schore, 2015). To gain an understanding of human development, RCT-oriented practitioners rely on several core assumptions. As outlined by Miller and Stiver (1997) and later Jordan and Dooley (2000), the eight core assumptions are as follows: (a) people grow through and toward relationship; (b) mature functioning is reflected in movement toward mutuality rather than separation; (c) growth is characterized by relationship differentiation and elaboration; (d) growth-fostering relationships are based on mutual empathy and empowerment; (e) authenticity is required for real engagement in growth-fostering relationships; (f) development is a mutual exchange through which all involved contribute, grow, and benefit; (g) the goal is to develop increased relational competence over one’s life span; and (h) mutual empathy and mutual empowerment are at the core of human development. Advisors can enhance their advising practices by enacting these eight tenets to provide advisees with opportunities to develop the intra- and interpersonal relational awareness and skills requisite in counseling and counselor education work contexts while also offering greater support for students in navigating graduate training programs within counselor education. The application of RCT tenets will be demonstrated in a later section using a case study.

Development
     During the 1970s, a time in which the helping professions were dominated by ideologies developed by White males and the United States was roaring with a desire for change, psychologist Jean Baker Miller transformed the way we think about human development (Cohn, 1997; Hartling, 2008; Robb, 2007). Rather than striving for independence, as posited by the leading psychotherapy theories, Miller (1976) argued that human beings grow through and toward relationship. Almost 20 years after the development of the initial relational model, it underwent a significant shift. As this model evolved and expanded into its current theory, the scope was broadened to include an exploration of power in relationships (Walker, 2004). To this day, the RCT-related literature continues to grow (Comstock et al., 2008; Hall et al., 2018; Hammer et al., 2014; Purgason et al., 2016; Rogers & Stanciu, 2015).

In addition to exploring gender, this work has also focused on understanding the connections of relationships across differences in race (Purgason et al., 2016; Walker, 2004), ethnicity (Hall et al., 2018), sexual/affectional orientation, and gender identity (Luke, 2016) in both counseling and in the workplace. Thus, the scope of RCT has widened from solely focusing on women to addressing identity and power structures within all relationships, and now includes considerable attention to populations of minority status across a variety of contexts (Cannon et al., 2012; Comstock et al., 2008; Hammer et al., 2016; Schwartz, 2019; Walker, 2004, 2010). Similarly, scholars have more recently applied RCT beyond the therapeutic relationship to various processes within academia, including mentorship (Gammel & Rutstein-Riley, 2016; Hammer et al., 2014), clinical supervision (Williams & Raney, 2020), pedagogy (Hall et al., 2018; Schwartz, 2019), and advising for doctoral students of color (Purgason et al., 2016).

Philosophical Underpinnings
     Since the inception of RCT, Miller and colleagues recognized the alignment of their observations of women’s experiences with the positivistic perspective (Robb, 2007; Rogers & Stanciu, 2015), in that the observable realities could be understood through reason and logic. At the same time, theorists also situated RCT within the postmodern perspective because the theory intentionally acknowledges the possibility for multiple truths (Hansen, 2004; Rigazio-DiGilio, 2001; Rogers & Stanciu, 2015). Epistemologically, the theorists positioned RCT from a social constructivist standpoint (Jordan, 2018), meaning that the theory emphasizes the individual’s unique phenomenological experiences in relation to the social systems in which they are embedded. Thus, through RCT, one takes into account historical and cultural contexts that inform one’s meaning-making systems. RCT is also grounded on the premise that social construction of identities and the significance of power and hierarchy within relationships limits relational images and expectations (Birrell & Bruns, 2016; Jordan, 2018; Jordan et al., 1991). Broadly, a constructivist theory assumes that reality is created by individuals (Hansen, 2004; Jaccard & Jacoby, 2010), making subjectivity essential in understanding a person’s experience of reality. In contrast, a social constructionist theory assumes that reality is constructed by groups and, therefore, subjectivity is removed (Hansen, 2004; Rigazio-DiGilio, 2001). Although these epistemic positions may seem inherently contradictory, they intersect to create an individual–systems dialect within RCT. According to Hansen (2004), the integration of epistemologies permits greater inclusivity, allowing for a more complex conceptualization of the relational processes, particularly those that are part of RCT-informed growth and development (Rogers & Stanciu, 2015), including those in advising (Purgason et al., 2016). Thus, we argue that RCT is well positioned to address the unique needs of advisees as individuals (constructivist) while also addressing these advising needs as they arise within counselor education graduate programs and as part of larger systems (social constructionist).

Advising in Counselor Education

For faculty members in counselor education, advising may not be prioritized in terms of responsibilities and may only be considered as part of courses they may be teaching, and/or as part of the tenure and promotion process (He & Hutson, 2017; Kuo et al., 2017). Yet, the advising relationship is one of the few structures in place to facilitate student success (Barbuto et al., 2011; Knox et al., 2006), and despite its centrality in counselor education (Purgason et al., 2016), the literature on advising and the advisory relationship is scarce within counselor education. Since the publication of the 2016 CACREP Standards by the Council for Accreditation of Counseling and Related Educational Programs (CACREP; 2015), there has been increased attention to the advising process (Ng et al., 2019).

Within counselor education, however, the extant literature on advising has focused on the responsibilities and priorities of the advisor (Knox et al., 2006) and neglected the processes involved in engaging in a “positive developmental relationship” (Ng et al., 2019, p. 54). Moreover, the focus of the literature also prioritizes advisement of doctoral students, overlooking the importance of appropriate advising for master’s students. Despite CACREP’s (2015) recommendations for programs to assign students in entry-level programs an advisor, few scholars have explored advising of master’s students in counseling programs. Instead, research has centered on the advising of master’s students pursuing doctoral studies (Farmer et al., 2017; Sackett et al., 2015). Still, these studies did not directly investigate the advisory process with master’s students in counseling programs, contributing to the widening gap between the limited scholarship focused on advising master’s students and the growing doctoral student advising literature. Recently, Rogers and colleagues (2020) discussed master’s students’ attachment, cognitive distortions, and experience of feedback in supervision. They discovered that attachment anxiety led to increased cognitive distortions, which further contributed to difficulty with corrective feedback during clinical supervision. Similar to feedback within supervisory relationships, advisors provide students with feedback during advising; therefore, it is important for faculty advisors to be aware of their advisees’ experiences of this process. As such, RCT provides a theoretical framework to strategically approach such situations with cognitive complexity and clinical sensitivity.

Advising Approaches
     Generally, an advisor in higher education is typically a faculty member whose responsibility is to guide their advisees through their programs (Mu & Fosnacht, 2019; Ng et al., 2019). This is usually accomplished through implementation of one of three distinctive approaches to advising outlined by Crookston (1972/2009). The developmental approach is used to attend to students’ progress throughout their educational careers, making it holistic in nature. Through this approach, the advisor aims at assisting students in the exploration of career and life goals as well as teaching the necessary skills to reach these goals. The prescriptive advising approach, in which the role of the advisor is to provide information related to courses, policies, and logistics, may also be adopted. This advising approach is didactic; the advisor’s goal is to assist the advisee to meet their academic requirements, and the process is often initiated by the advisee. Finally, advisors may choose to use a proactive approach in which the advisor establishes a strong relationship with the advisee. The advisor leads the process and reaches out to the advisee during critical points and when the advisee may be at risk or belong to an underserved population. The goal is to provide additional support to the advisee (He & Hutson, 2017; Mu & Fosnacht, 2019).

Although there have been no counselor education–specific advising theories put forth in the literature to date, the conceptual literature has been informed by mentoring enactment theory (Mansson & Myers, 2012), bioecological systems theory (Ng et al., 2019), and RCT (Hammer et al., 2014; Purgason et al., 2016). Moreover, despite McDonald’s (2019) contention of the centrality of theory-informed training for advisors, no research was identified that directly examined advising outcomes resulting from one theoretical approach or that addressed differences across the advising approaches most commonly used within counselor education, although current literature suggests the developmental approach is most widely used in higher education. This is evidenced by the shift away from prescriptive tasks and movement toward advancing career goals that align with advisees’ personhood (Kuo et al., 2017; McDonald, 2019). To date no studies have examined if this holds true in counselor education specifically. That said, the extant advising literature has continued to show that advising is key for ensuring student success (Robbins, 2012; Sackett et al., 2015). Because of the uniqueness of each advisory relationship, as well as the characteristics of each advisee, we can say that no specific approach or strategy of advising will be sufficient in assisting the needs of all advisees. Similar to the supervisory and counseling relationship, there is complexity in attending to individual, developmental, and systemic needs within the advisory relationship (Barbuto et al., 2011; Mu & Fosnacht, 2019). Therefore, it is imperative that counselor educators serving as advisors are well versed in varying approaches to advising, particularly because of the lack of actual training received by faculty serving in this capacity (He & Hutson, 2017; Kimball & Campbell, 2013).

The advising relationship in and of itself has been found to be essential in the success of students in doctoral programs (Knox et al., 2006; McDonald, 2019). Most recently, Purgason and colleagues (2016) used an RCT framework to enhance the advisory process for doctoral students from underrepresented identities in counselor education programs. They argued the RCT framework provided a strong foundation for attending to the multicultural and social justice competencies in the counselor education profession. This argument aligns with our view. Further, we propose that RCT provides a comprehensive foundation for enhancing the advisory relationship of all advisees in counseling programs regardless of program level. Generally, an advisor operating from an RCT-informed perspective may be closely monitoring their advisees’ and their own unique ways of interacting within the relationship. Explicit attention to this would be part of ongoing advising discussions. In accordance with the eight basic RCT assumptions, the advisor would approach the advising process as a means for growth and empowerment for both themselves and their advisees. In our own RCT-informed advising practices, we have used the eight RCT assumptions as a guide for process and outcome goal planning and as a framework for recording advisement notes. The current manuscript builds on the extant conceptualization of RCT-informed advising and uses a case vignette to illustrate and discuss the application.

Case Vignette

Dr. Mare Smith is a 36-year-old, White female counselor educator working at Playa Del Rio University in the southwestern region of the United States. Since joining the faculty 5 years ago, Dr. Smith has taught seven different courses: Introduction to Counseling, Counseling Theories and Application, Social and Cultural Issues in Counseling, Couples Counseling, Human Sexuality, Marriage and Family Practicum, and Marriage and Family Internship. Dr. Smith receives one course release from the typical 3:3 annual course load for her work as program coordinator for the Marriage, Couple, and Family Counseling master’s program and her service as Chapter Faculty Advisor of the Counselors for Social Justice chapter in her department. In addition, as part of her institution’s new strategic plan to expand their online course delivery, Dr. Smith has volunteered to develop online sections of the Introduction to Counseling, Social and Cultural Issues in Counseling, and Human Sexuality courses so that these can be offered in the next academic year. In exchange for this work, she will receive a $4,000 stipend for each course. Although not contractually obligated, Dr. Smith has typically taught two courses each summer; however, this past summer Dr. Smith elected to teach only one course so she could begin preparation of her promotion and tenure dossier, which needs to be submitted by October 15.

While collecting the documentation necessary for her dossier, Dr. Smith reviewed her scholarly productivity, her servant leadership profile, and her teaching evaluations and advising reports. Even though Dr. Smith entered academia with a handful of academic publications co-authored with her doctoral advisor and other graduate students on the research team, she is pleased that she has continued to publish one piece almost every year for a total of seven peer-reviewed articles (three research, four conceptual) and two book chapters. In addition, Dr. Smith recognized that like many female faculty and faculty from historically marginalized groups, she has continued to engage in a high level of servant leadership across her program, department, college, community, and the counseling profession. In addition to program coordination and chapter faculty advisement, Dr. Smith has chaired and/or served as a member of the admissions committee of her program and the portfolio review committee in her department each year. She has also been a member of the diversity committee in the college for 3 years and was part of four faculty search committees in other departments. Moreover, Dr. Smith has recently been named an ad hoc reviewer for the journal published by the National Board for Certified Counselors (NBCC), The Professional Counselor, and she also serves as a mentor through the NBCC Minority Fellowship Program. Overall, Dr. Smith’s student evaluations have steadily increased over time, and she typically receives scores of approximately 4.5/5 across all courses other than in Social and Cultural Issues in Counseling, where her average evaluations hover at about a 4.0/5. Knowing that student evaluations for online courses tend to be lower than for in-person classes, Dr. Smith is relieved that the online classes will not be completed by the time her dossier is submitted. That said, as a well-respected and sought after advisor to almost 35 students each year, Dr. Smith is hoping that her favorite advisee, Tatyana Acevedo, follows through on her intention to nominate Dr. Smith for the college’s Graduate Advisor Award.

Tatyana Acevedo is a 24-year-old, Afro-Latinx second-year student who works at the college library while also completing her master’s degree in marriage, couple, and family counseling. Early in her first semester, Tatyana stood out from her classmates in Dr. Smith’s Introduction to Counseling class, not only for her exemplary preparation and high level of engagement in class, but also for the complexity and depth with which she approached both academic and professional issues. Through their advising relationship, Dr. Smith had communicated her appreciation for Tatyana’s complex ways of thinking and ability to relate to others in class. This paved the way for an advising relationship in which Tatyana felt supported, empowered, and appreciated by Dr. Smith. Following the midterm exam, Tatyana met with Dr. Smith to review the three questions she missed on the exam, and this is where they discovered a shared interest in cultural empathy and cultural humility research. During this meeting, and the bi-weekly meetings thereafter, Tatyana and Dr. Smith discussed a range of topics, including Tatyana’s program of study and aspirations after graduation, as well as contemporary professional issues. At the end of the spring semester, Dr. Smith broached the possibility of collaborating with Tatyana on a summer writing project related to cultural humility. Dr. Smith was careful to proactively discuss the parameters of the project and timeline, reviewed what constituted authorship and their respective contributions to the project, and addressed the inherent power dynamics within and across their relational roles and how these might be experienced. This discussion and the many similar ones that ensued throughout the project were all tremendously meaningful to Tatyana. Although she frequently remarked about how much she learned about cultural humility and the technical aspects of scholarly writing from Dr. Smith, Tatyana was also vocal about the growth she experienced as both a person and professional through the project. For these reasons, Tatyana informed Dr. Smith at the end of the summer and before the manuscript was submitted of her intention to apply to doctoral study in counselor education and supervision and nominate Dr. Smith for the annual Playa Del Rio University Graduate Advisor Award, with material for both due in the fall. Although Dr. Smith had always enjoyed Tatyana and believed in her potential, she felt particularly validated by their work together on this project and through learning of its impact on Tatyana’s career decisions.

Nonetheless, Tatyana and Dr. Smith missed their agreed-upon deadline for the manuscript submission and eventually decided that they would suspend their work until applications and the dossier were submitted in the fall. As Tatyana developed the nomination letter and secured three letters of support for Dr. Smith, she was also completing her applications for admissions to doctoral programs. Concurrently, Dr. Smith worked on finalizing her own candidate statements and dossier to be submitted for promotion and tenure. Though their meetings became less frequent, Tatyana and Dr. Smith joked about embarking on new stages of their respective journeys and that they “would meet up again” once applications were submitted. Tatyana tried to hold on to this plan when Dr. Smith did not respond to a request to share her CV and advising statement/mentoring philosophy for the award nomination packet, as well as when she learned that Dr. Smith was delayed in submitting Tatyana’s recommendation forms for doctoral study. Although no communication occurred between them, Tatyana became increasingly worried that Dr. Smith would either refuse to submit or fail to submit her recommendation letters by the programmatic deadlines. Regardless of her growing nervousness Tatyana tried to be understanding, but things came to a head in today’s advisement meeting.

Despite Tatyana having emailed Dr. Smith 3 weeks ahead to schedule an advising meeting and having listed the items she wished to discuss, Dr. Smith seemed surprised and unfocused when Tatyana arrived on time for the meeting. Tatyana reflected that Dr. Smith seemed distracted and then recounted examples of similar observed behavior over the past month and a half. Although Tatyana’s initial observation was couched in empathy and concern, she became increasingly animated in her frustration with Dr. Smith’s unavailability and her anxiety about the possibility that Dr. Smith might not meet impending deadlines. Tatyana’s disappointment was evident when she indicated that she thought Dr. Smith was prioritizing the development of her online courses because she was getting paid and her promotion and tenure dossier because it benefitted her, and that she was putting Tatyana’s requests for recommendation letters on the “back burner.” With irritation spilling over, Tatyana finally said, “Since I don’t have your materials for the packet, I am not sure how I can move ahead with the nomination, not that it makes as much sense now anyway.” At this point, Dr. Smith became aware of the multiplicity of roles and inherent power differentials between herself and Tatyana, which she had not addressed, complicating the issue further. Dr. Smith also realized she had not explicitly discussed the various roles she and Tatyana were operating under and how the interactions between these roles may cause some friction, especially if some roles were prioritized over others. With increased awareness regarding the nature of the situation, Dr. Smith recognized the opportunity to intentionally enact her theoretical grounding in RCT within her advisement relationship with Tatyana.

RCT Application
     Grounded in the bioecological systemic considerations discussed by Ng and colleagues (2019), Dr. Smith could choose a variety of RCT-based interventions to address the advisement rupture with Tatyana. In its most basic form, bioecological systems theory suggests a person’s development and interactions with their environment are influenced by biological and psychological factors, all of which should be considered in the advising process. This means that the advising process is dependent on the advisor’s understanding of the advisee’s contextual situation as it pertains to the training program, institutional characteristics, and individual factors. To demonstrate the multiple potential “points of entry” (Luke & Bernard, 2006), the following section will present brief illustrations of the RCT tenets in action when applied to the case vignette of Tatyana and Dr. Smith.

It is important to note that the authors are providing one possible way an RCT-oriented advisor would demonstrate their alignment with the theory through the case study. Therefore, the authors recognize there are a myriad of options for how to apply RCT in advising relationships, all of which are individual and context specific. The reader is encouraged to consider their unique situation and use the information presented in this article to guide their choices when implementing a relational cultural approach to their advising practices.

Considering Dr. Smith’s new understanding of her failure to attend to ethical issues and rupture that arose as a result of the multiplicity of roles with Tatyana, Dr. Smith would have to address this regardless of her chosen point of entry and intervention. In addition, Dr. Smith’s recognition of her failure to maintain an RCT-oriented advising framework throughout their relationship is essential in the process to repair the rupture with Tatyana. This process would begin with an acknowledgement of Dr. Smith becoming sidetracked and self-focused, failing to communicate in the middle when the advising relationship was no longer a mutual exchange, and further, Dr. Smith’s lack of awareness of her impact on Tatyana. For instance, it was clear that Dr. Smith became focused on the pressures of her promotion and tenure process, in which advising of students is highly undervalued with the focus being primarily teaching, research, and service (Furr, 2018), therefore neglecting her advising practices with Tatyana.

Consistent with tenet (f) of RCT, development is a mutual exchange through which all involved contribute, grow, and benefit (Jordan, 2018; Rogers & Stanciu, 2015), one possible point of entry would be for Dr. Smith to receive Tatyana’s feedback with openness and avoidance of defensiveness while also acknowledging her limitations within the advising relationship. In addition, Dr. Smith would be recognizing the impact of this breach on her own and Tatyana’s development as advisor and advisee in this process. By responding with receptiveness, Dr. Smith will communicate to Tatyana that she is respected and valued in the relationship. Further, with acknowledgement of her limitations, particularly her lack of awareness of Tatyana’s experience, Dr. Smith will be assuming a place of vulnerability. As an advisor, in a position with inherent power over her advisee, recognition of her lack of knowledge and awareness may bring about discomfort. This discomfort when coupled with her identity as a White woman, in which she has been afforded unearned advantages over her advisee, may intensify the feelings of vulnerability Dr. Smith may experience.

On the other hand, Tatyana risked vulnerability by naming the lack of responsiveness from Dr. Smith, challenging the inherent power differential in the relationship and leaving her in a place of uncertainty. Despite the discomfort being experienced by both Tatyana and Dr. Smith, there is a demonstration of tenet (b), mature functioning is reflected in movement toward mutuality rather than separation (Jordan, 2018). In accordance with her RCT theoretical grounding, Dr. Smith must be careful to attend to the shared vulnerability in the space, meaning sharing her experience authentically without asking for Tatyana to “take care of her.” She can accomplish this by making her intention clear to Tatyana and expressing that her actions were not okay, accepting responsibility while conveying the inevitable nature of disconnections within the advisory relationship. Through these interventions, which are consistent with the aforementioned tenets of RCT and the latter with tenet (e), authenticity is required for real engagement in growth-fostering relationships (Jordan, 2018; Walker, 2004), Dr. Smith and Tatyana would be able to bring themselves fully and authentically into connection, which is crucial for moving the advisory relationship forward and is an indication of engagement in a growth-fostering relationship.

Another point of entry demonstrating tenet (c) of RCT, which states that growth is characterized by relationship differentiation and elaboration (Comstock et al., 2008; Jordan, 2018), would be to leverage the previous conversation that Dr. Smith had initiated with Tatyana around the inherent power dynamics that exist in the advising relationship. In this illustration, Dr. Smith would be anchoring on the elaboration of their identities and their impact on their advisory relationship. Further, Dr. Smith would acknowledge the risks taken by Tatyana in confronting Dr. Smith and how these risks are being experienced, therefore demonstrating exploration beyond the immediate context. Through this acknowledgement Dr. Smith would be validating Tatyana’s experiences of the varying levels of power Dr. Smith holds as a White woman and advisor. The acknowledgement should integrate the social context and the impact of larger systems on Tatyana as a young Afro-Latinx woman in the United States. In this conversation Dr. Smith could reflect to Tatyana how Dr. Smith’s lack of responsiveness may be emulating Tatyana’s experiences of larger societal systems that disregard her needs, as is the experience of many Black people in the United States (Walker, 2004). In acknowledging the personal and professional risks for Tatyana of reflecting her experiences of being put on the “back burner,” Dr. Smith would be collaborating with her in rebuilding a sense of safety in the ruptured connection. This experience may then lead to Dr. Smith working to empower Tatyana to name the destructive practices and recognize the oppressive impact of controlling images that may be playing a role in their interaction, which demonstrates an alignment with tenet (h), which states that mutual empathy and mutual empowerment are at the core of human development (Jordan, 2018). At this point, Dr. Smith may struggle with feelings of discomfort around her White privilege and use of power-over dynamics rather than power-with dynamics by temporarily prioritizing her own needs related to the promotion and tenure process over her advising relationship with Tatyana. Recognizing the lack of program support and unrecognized work that is required of the advising role, Dr. Smith may also struggle with the realization of her own discomfort as a female faculty member seeking tenure and how this may have contributed to the lack of attention to her advising duties and eventually the rupture with Tatyana.

Similarly, Dr. Smith may choose to begin by fostering empowerment and expressing mutual empathy for both herself and Tatyana. This choice demonstrates consistency with tenet (d), growth-fostering relationships are based on mutual empathy and empowerment (Jordan, 2018; Rogers & Stanciu, 2015), through which Dr. Smith could apologize to her advisee for putting her on the “back burner” while remaining open to the possibility that the apology may not be accepted and that this would be the first step in moving the advisory relationship forward. Dr. Smith could provide Tatyana with an explanation for her lack of responsiveness and then redress her delay by honoring the commitment to submit the recommendations immediately. Dr. Smith could take responsibility for missing the collaboratively developed manuscript submission deadline and then provide Tatyana with a clear date by which she will submit Tatyana’s recommendation letters before the institutional deadlines. This may provide reassurance to Tatyana while also encouraging an exploration of her own reactions to Dr. Smith and how they may be influenced by past experiences. Consistent with the assumptions of RCT, Dr. Smith should engage Tatyana in a discussion of the unique ways in which each of them conceptualized and enacted their relational images within their advising relationship and invite collaborative processing of how these learnings can inform not only their ongoing work together but also their respective future professional relationships with others. Through engagement in this type of self-exploration to understand their own relational images and sources of disconnection, Dr. Smith and Tatyana can then alter their conceptualization of themselves and one another, allowing for an even more transparent discussion of shared responsibility.

As part of this discussion, Dr. Smith should express genuine understanding that given all of what has occurred, Tatyana may still no longer wish to submit the nomination packet. She could further express commitment to Tatyana’s continued success and offer to collaborate with her in developing a plan of action for their ongoing advising relationship. In taking this course of action, Dr. Smith would further display consistency with tenet (a), people grow through and toward relationship (Comstock et al., 2008; Jordan, 2018), by building on the relational resilience already demonstrated by Tatyana’s broaching of the problematic dynamics impinging on the advisory relationship. By intentionally focusing on relational resilience Dr. Smith would be reworking the empathic failure that occurred within the advisory relationship. This would communicate to Tatyana that not only is the advisory relationship important, but that she is important and therefore the relational courage she demonstrated is valued by Dr. Smith, as both she and Tatyana have been changed by their interactions.

Dr. Smith may also choose to enact her theoretical grounding in RCT by validating Tatyana’s experience of disconnection verbally and non-verbally. It is important that Dr. Smith communicate her appreciation for Tatyana’s expression of her experiences in the advisory relationship as well as Tatyana’s advisory needs. This approach demonstrates an alignment with tenet (g), the goal is to develop increased relational competence over one’s life span (Jordan, 2018), as Dr. Smith works to create an open space for Tatyana to continue to express herself by making her respect for Tatyana and her experiences clear, and further develop Tatyana’s relational competence. Once Tatyana can share her experience Dr. Smith may choose to clarify Tatyana’s interpretation of the rupture as a lack of responsiveness. In doing so, Dr. Smith would gain a greater understanding of Tatyana’s strategies of disconnection. By actively assessing for Tatyana’s strategies of disconnection (Jordan, 2017, 2018; Robb, 2007) that could be present, Dr. Smith may be able to assume appropriate responsibility for her contribution to the advising rupture. Dr. Smith may then be able to elicit Tatyana’s collaboration in negotiating ways to move forward from a difficult place in the relationship, exemplifying tenet (f), development is a mutual exchange through which all involved contribute, grow, and benefit (Jordan, 2018; Rogers & Stanciu, 2015), by highlighting mutual investment in the process and relationship. She may ask the following questions to achieve this goal: Can we do something about this difficulty in our relationship? What do I or we need to do to shift toward a trusting and collaborative relationship? By asking questions like these, both Dr. Smith and Tatyana are developing a template for negotiating difficulties in the advisory relationship. Further, Dr. Smith may use this interaction to empower Tatyana in using the advisory relationship as an indicator of personal and professional growth by highlighting the risks taken and the relational courage Tatyana displayed through expression of her disappointment and frustration to Dr. Smith.

Discussion

As highlighted above, there are multiple possible points of entry for Dr. Smith to embody an RCT-informed theoretical grounding. Regardless of the selected point of entry (Luke & Bernard, 2006), it is imperative that Dr. Smith be authentic with her discomfort while being guided by anticipatory empathy as understood in RCT (Jordan, 2018; Rogers & Stanciu, 2015). To do so, Dr. Smith must acknowledge her limitations in awareness, and further express openness to learning about the parts she does not know. Consistent with the RCT tenets and recommendations for effective advising relationships (Ng et al., 2019), there is a call for intentionality from both the advisee and advisor. By intentionally attending to the rupture in the advising relationship, Dr. Smith has the opportunity of strengthening the advising relationship and modeling the negotiation of boundaries, roles, and expectations that in turn has the potential to foster relational resilience in both herself and Tatyana.

Application of RCT-informed advising with Dr. Smith and Tatyana illuminates the salience of mutuality within the working alliance in the advisory relationship as part of effective advising practice. Other scholars have stressed this saliency as well. First, empirically explored by Schlosser and Gelso (2001), the advisory working alliance was defined as “the portion of the relationship that reflects the connection between advisor and advisee that is made during work toward a common goal” (p. 158). When framed in this way, it is evident that the advisory relationship is delineated through a relational perspective that includes the basic tenets of RCT, primarily mutuality, authenticity, and engagement in a growth-fostering relationship (Jordan, 2018). Further, the outcome of advising, whether positive or negative, is dependent on the characteristics of both the advisor and advisee (Knox et al., 2006). This consideration is highlighted in the case presented through Dr. Smith’s careful consideration of the salient characteristics of both Tatyana and herself as she determines an appropriate course of action.

Another important consideration is the advisee’s level of development, which may vary widely. As Kimball and Campbell (2013) suggested, one’s advising approach emerges through a process guided by one’s interpretations of how best to support the developmental needs of students. Therefore, it is important to adopt a guiding theory to advising that attends to the uniqueness of each supervisee and their experiences (Kuo et al., 2017; McDonald, 2019) and reflects a responsiveness to their developmental needs (Barbuto et al., 2011). Similar to the role of the supervisor’s development within developmental theories of supervision (Bernard & Goodyear, 2019), the advising process is further influenced by the advisor’s own level of development, including their values and beliefs, assumptions, ascribed theories, and advising approaches and strategies. Within counselor education, it is common for one’s counseling theory to serve as a guiding framework across other roles and contexts, including academic advising (Bernard & Goodyear, 2019). This practice is seen across disciplines, where advising scholars often borrow theoretical insights from other disciplines to inform their current knowledge base (McDonald, 2019; Musser & Yoder, 2013). This exchange has enriched our understanding of advising and further illuminated the opportunity to use RCT-informed advising within counselor education.

In the case of Dr. Smith, it is evident her grounding in RCT provided multiple points of intervention through which to address the rupture with Tatyana. These points of entry are conducive to the desired outcomes of advising and attentive to the needs of the advising process in general. Although the case illustration above focused on the rupture in the relationship, it is important to highlight the appropriateness of RCT in advising in general. Advisors can also use an RCT-informed perspective to meet a broader range of the developmental advising needs of their advisees in a way that is conducive to both personal and professional growth (Purgason et al., 2016). Doing so is consistent with advising literature that emphasizes the importance of theory-consistent and growth-promoting courses of action within the advising space (Kimball & Campbell, 2013; Musser & Yoder, 2013).

Implications

Despite the lack of formal training in advising (Barbuto et al., 2011), as well as the lack of institutional support for advising practices (Furr, 2018; Ng et al., 2019), advising continues to be an essential component of the duties of counselor educators. This manuscript illustrates an application of RCT-informed advising with the aim of promoting a theory-based approach to enhance the quality of the advisory process for both advisors and advisees. There are multiple implications for training, practice, and research.

We encourage incorporation of RCT-informed advising into the curriculum of doctoral students in counselor education. A natural fit for such integration would be intentional inclusion of advising training as part of professional issues and/or pedagogy instruction. This topic warrants increased attention within counselor education doctoral training. Supervision of RCT-informed advising could also familiarize new professionals with the additional requirements of their roles. Extending advising training into the doctoral internship experience or as a potential supervised or apprenticeship activity could provide ongoing mutual, authentic, growth-promoting engagements wherein the tenets of RCT are enacted and experienced in training, hopefully paralleling what the student replicates with their future advisees.

There are important implications for the practice of RCT-informed advising as well. First, as the theory-based advising and mentoring literature expands, there is a viable frame for the dissemination of RCT-informed advising into a wide range of disciplines across higher education. RCT-informed advising offers a practical option for incorporation and adaptation into relationally focused disciplines like counselor education. In addition to its natural fit to relationally oriented disciplines, we contend that RCT-informed advising may in fact hold a particular promise in disciplines that have not traditionally attended to the inter- and intrapersonal processes associated with educational and professional development. Advising has moved beyond the academic domain of selecting appropriate classes for advancement in each field. Instead, it has shifted toward a multilayered and complex interaction between the developmental, academic, social, and institutional domains (Musser & Yoder, 2013). Therefore, a theoretical grounding in RCT would provide advisors with a framework that is easily translated into the shifting advising practice.

Although there is support for the application of RCT to varying domains within counselor education, specifically supervision and mentorship, there remains little research around RCT-informed advising. To advance the empirical grounding, researchers could begin to examine the outcomes of RCT-informed advising in counselor education, as well as across other disciplines. We encourage researchers to build on existing scholarship addressing the impact of the advising working alliance, particularly the impact of an RCT-informed advising working alliance. In addition, future research can investigate the differences across RCT-informed advising and other models of advising. To do so, both qualitative and quantitative inquiry are needed, and both can increase the visibility of RCT-informed advising as a viable option to be utilized across higher education.

Conclusion

RCT provides a powerful tool for the enhancement of advising across disciplines in higher education, particularly within counselor education and supervision. Counselor educators who can engage with their advisees through this lens may find that they are attending to the complex interactions between the multiple domains involved in advising, fostering greater personal and professional growth within themselves and their advisees. RCT advising offers a viable opportunity for new advising techniques to be implemented to promote creative ways of meeting the ever-increasing demands of higher education. Considering the increased attention of RCT in the counselor education literature in the last decade (Hammer et al., 2014; Lenz, 2016; Purgason et al., 2016; Rogers & Stanciu, 2015), RCT-informed advising can promote not only individual development, but also that of the larger profession through a shared language for collaboration in developing strategies, skills, and resources.

 

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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Kirsis A. Dipre, MA, NCC, is a doctoral candidate at Syracuse University. Melissa Luke, PhD, NCC, ACS, LMHC, is Associate Dean for Research and Dean’s Professor at Syracuse University. Correspondence may be addressed to Kirsis A. Dipre, 130 College Place, Suite 440, Syracuse, NY 13210, kadipre@syr.edu.

Mentoring Doctoral Student Mothers in Counselor Education: A Phenomenological Study

Vanessa Kent, Helen Runyan, David Savinsky, Jasmine Knight

When the pursuit of doctoral studies and motherhood intersect, the risk of attrition increases. Although other studies have explored the challenges of student mothers in academia, this study looked at how mentorship might mediate them. This phenomenological study examined the mentoring experiences of doctoral student mothers or recent graduates in counselor education and supervision programs (N = 12). Unanimously, participants articulated that their professional identity was enhanced by their identity as mothers, but balancing multiple roles required supportive mentors. Participants described the personal qualities of effective faculty and peer mentors, many also mothers who understood their needs. Mentoring served as a protective factor in helping navigate barriers, providing academic and emotional encouragement, reducing isolation, and creating realistic timelines. Suggestions for mentoring programs and advocacy are discussed. 

Keywords: mentoring, doctoral student mothers, counselor education, phenomenology, advocacy

 

     Over the past decade, surveys have indicated incoming doctoral students are less traditional than previous generations (National Center for Science and Engineering Statistics [NCSES], 2017; Offerman, 2011). These students (e.g., women, minorities, and international students) may experience cultural maladjustment while attending traditionally structured academic institutions (Holley & Caldwell, 2012; Ku et al., 2008; NCSES, 2017). This may lead to dissatisfaction, isolation, and subsequent attrition (Holley & Caldwell, 2012; Ku et al., 2008; NCSES, 2017; Offerman, 2011; Stimpson & Filer, 2011).

Focusing on women, the number earning doctoral degrees has steadily increased over the past 20 years (NCSES, 2017). Percentages reached a record high in 2008–2009 as women earned slightly over 50% of all doctoral degrees, except in male-dominated fields, including engineering, mathematics, and physical science (Miller & Wai, 2015; NCSES, 2015). Furthermore, with a ratio of six females to one male completing bachelor’s and master’s degree programs yearly, the majority of those entering the doctoral pipeline are expected to be female (Miller & Wai, 2015). These incoming female doctoral students are likely to be in their prime childbearing years, in dual-income households if married, and caring for dependents (Lester, 2013; Offerman, 2011; Stimpson & Filer, 2011). Finding ways to assist these doctoral student mothers in completing a doctorate requires further investigation.

Although earning a degree in higher education can bring personal satisfaction, higher professional status, and economic gains, the process can also result in unforeseen stress and challenges to work–life balance, leading to dissatisfaction and attrition (Brus, 2006; Lynch, 2008; Martinez et al., 2013; Offerman, 2011; Stimpson & Filer, 2011). Despite the rigorous selection process, attrition rates for doctoral students hover between 40%–60% (Council of Graduate Schools, 2010). Beyond academics, extenuating factors that contribute to the attrition of doctoral students include stress; financial hardship; commitment conflicts; unexpected life interruptions; mental and physical health issues; and changes in the family structure, including having children (Brus, 2006; Lynch, 2008; Martinez et al., 2013). When the doctoral student is a new mother or the primary caregiver, these factors become exacerbated (Brus, 2006; Holm et al., 2015; Lester, 2013; Lynch, 2008; Stimpson & Filer, 2011). Because of the structural design of higher education and cultural pressures of motherhood that seem at odds with each other, graduate student mothers are at higher risk of attrition than almost any other American academic group (Lester, 2013; Lynch, 2008).

Challenges Facing Doctoral Student Mothers
     The challenges of student mothers navigating the competing roles of academic scholar and primary caretaker are well documented (Holm et al., 2015; Lester, 2013; Lynch, 2008; Pierce & Herlihy, 2013; Trepal et al., 2014). Mothers pursuing doctoral degrees may find balancing academics and employment a daily challenge, compounded by the second shift of childcare and housework (Lynch, 2008; Pierce & Herlihy, 2013; Stimpson & Filer, 2011). Despite movement toward an egalitarian view of child-rearing among contemporary couples, the burden of overseeing the household duties and childcare remain largely the mother’s responsibility (Lester, 2013; Medina & Magnuson, 2009; Misra et al., 2012). Student mothers juggling multiple roles report dissatisfaction in their work–life balance because of time and scheduling demands, as well as hindrances in the workplace and higher education (Brus, 2006; Holm et al., 2015; Lynch, 2008; Trepal et al., 2014). Research on support for this vulnerable population points to faculty and peer support as possible mitigating factors to attrition and dissatisfaction (Bruce, 1995; Holm et al., 2015; Trepal et al., 2014).

Mentoring Relationships That Mitigate Attrition
     Research spanning almost two decades correlated strong advisor and mentor relationships with successful student outcomes (Bruce, 1995; Clark et al., 2000; Holley & Caldwell, 2012; Patton & Harper, 2003). Mentoring has been especially important for underrepresented populations such as international students; students of color; first-generation college graduates; women in science, technology, engineering, and mathematics (STEM) disciplines; and female students/faculty who were also mothers (Brown et al., 1999; Holm et al., 2015; Kendricks et al., 2013; Ku et al., 2008). A mentor is a person who provides professional and personal support to assist the less skilled mentee in becoming a full member of a particular profession (Brown et al., 1999; Clark et al., 2000). This study focuses on academic mentors, both formal and informal. Formal mentoring involves a faculty member, formally assigned to or requested by the student, whose roles may include but also extend well beyond that of an advisor, dissertation committee member, supervisor, or instructor (Hayes & Koro-Ljungberg, 2011; Patton & Harper, 2003). Informal mentoring can be categorized by who provides the mentoring: faculty or a peer. Informal faculty mentoring occurs as a faculty member organically connects with a student on common interests to provide support, often around motherhood, suggesting the importance of access to a faculty member who is also a mother (Hermann et al., 2014; Holm et al., 2015; Trepal et al., 2014). Peer mentoring provides that connection through an informal relationship between a more senior doctoral student and a junior doctoral student (Noonan et al., 2007). Peer mentoring may occur as part of a structured program, but it more often occurs organically as upperclassmen fill this need through joint interests, scholarly activities, or motherhood (Lynch, 2008; Noonan et al., 2007).

Shifting from a traditional hierarchical model, relational mentoring encompasses not only the advising relationship to promote career and professional development but also the genuine empathic relationship that emerges from a reciprocal, collaborative approach (Gammel & Rutstein-Riley, 2016; Kelch-Oliver et al., 2013). Results are greater accessibility to the mentor, opportunities to share knowledge in research and publishing, extended support to students, knowing students on a more personal level, fostering friendships, and building community (Brown et al., 1999; Bruce, 1995; Hadjioannou et al., 2007; Hayes & Koro-Ljungberg, 2011). Benefits of relational mentoring include mutual growth opportunities for both the mentor and mentee, greater academic achievement, personal satisfaction, and increased social and emotional support (Gammel & Rutstein-Riley, 2016; Kelch-Oliver et al., 2013).

Connections with other student mothers is an important support mechanism, reducing isolation with increased social support (Hermann et al., 2014; Lynch, 2008; Patton & Harper, 2003; Trepal et al., 2014). Chief factors influencing female doctoral students’ satisfaction in their programs were female faculty and peers serving in supportive/mentoring roles, sharing resources (such as childcare), addressing stress, and encouraging healthy choices around family life (Bruce, 1995; Brus, 2006; Holm et al., 2015; Trepal et al., 2014). Studies specific to African American women in psychology found that same race/gender mentorship was imperative in recruitment, retention, and training of this population (Kelch-Oliver et al., 2013; Patton, 2009).

Female mentorship may be an untapped resource in counselor education and supervision (CES), as there is little research exploring the mentoring of doctoral student mothers (Bruce, 1995; Holm et al., 2015; Trepal et al., 2014). Without clear guidelines on how mentoring might support doctoral student mothers, current mentoring programs and training practices may be inadequate. In this study, we sought to investigate the mentoring experiences of students who were navigating the dual roles of mother and student in CES programs. Although past studies have explored mentoring programs of doctoral students (Clark et al., 2000; Holley & Caldwell, 2012; Ku et al., 2008) and the experiences of student mothers in doctoral programs (Holm et al., 2015; Trepal et al. 2014), we sought to determine how mentoring benefits doctoral student mothers.

Method

Qualitative research is a suitable choice for investigating questions pertinent to counselor education, as it lends itself to rich data collection through interactions between the researcher and participants (Hays & Singh, 2012). A subset of qualitative research, phenomenological research is aimed at increasing understanding of the complexity of people’s lives by examining the individual and collective experience of a particular phenomenon (Creswell, 2013). We chose a phenomenological approach to understand how student mothers experienced mentoring while in a CES program. This seemed to be the best lens through which to explore our research question: What is the lived experience of doctoral student mothers formally or informally mentored by faculty and/or peers? With a greater understanding of this phenomenon, counselor educators may apply this knowledge in recognizing and meeting the needs of student mothers to reduce attrition.

Research Team
     Our research team consisted of a doctoral student mother (first author and now a faculty member) and three faculty members in a CACREP-accredited CES program at a small, private university. During their doctoral studies, two of the three women were mothers of young children and the male faculty member became a first-time father. Currently, the faculty researchers are advancing through their tenure track while parenting elementary-age children.

Before the study, we met as a team to discuss our experiences of mentorship as students and junior faculty as well as how we experienced the climate of our institution toward families. The first author shared that her research interest grew out of her own experience as well as the struggles of doctoral student mothers in her cohort, necessitating support from peers and faculty members. Eager to learn how doctoral student mothers experienced faculty and peer mentoring across institutions, we watched this study begin to take shape. Acknowledging our biases and bracketing our assumptions, we set them aside to allow a fresh perspective of the participants’ experiences to emerge. LeVasseur (2003) described this process of bracketing as suspending understanding of the topic to shift toward a position of curiosity.

Procedure and Participants
     After receiving approval from the university’s Human Subject Review Committee, we recruited participants using a professional counseling electronic mailing (CESNET-L) and by emailing CES department heads at four universities in the Eastern United States. The email provided criteria for the study with a link to the demographic questionnaire and informed consent form. Criteria included: (a) completed at least one year of doctoral studies in a CACREP-accredited CES program or had graduated within 2 years; (b) formally or informally mentored by faculty, peers, or both; and (c) mother of at least one child below the age of 18 residing with them during their counselor education doctoral training. Not wanting to limit participants because of location, we chose to interview participants using a telehealth video platform. This resulted in a wide geographical sample as shown in Table 1. University types included three Research 1, one historically Black college and university (HBCU), one hybrid, and seven liberal arts institutions. Twelve participants were selected to be interviewed based on meeting criteria and in keeping with sample size guidelines for phenomenological studies (Creswell, 2013). Participants ranged in age from 29–37 (M = 34, SD = 2.4). Participants identified racially as European American (n = 9) and African American (n = 3). Ten became pregnant during their doctoral studies: six were first-time mothers, and two miscarried twice. Children’s ages ranged from 10 months to 12 years, with most under the age of 3. In addition to being students, all participants were employed during their studies as school counselors, in private practice, or in agency clinical work. Six of the seven interviewees  were employed as an adjunct professor, school counselor, researcher/consultant, program director of a counseling department, private practice counselor, and university counseling center director; the seventh was a new doctoral graduate.

 

Table 1

Participant Demographic Information

Geographic

Location

Status in CES

Program

Pregnant While in Program Ages of Participants’ Children Type of Mentor
by Gender
Midwest 2 2nd year 2 1st year 2 3 years or under 6 Faculty Female: 16

Male: 4

Northeast 2 3rd year 3 2nd year 3 4–6 years old 6 Peer Female: 13
Northwest 2 Graduated
< 6 months
5 3rd year 4 7–12 years old 4 Supervisor Female: 7
Southeast 4
Southwest 2 Graduated
2 years
2 4th year 2 13 years old + 1 Other Female: 1

Data Sources
     Each participant completed a demographic questionnaire and signed an informed consent form for voluntary participation. The questionnaire inquired about age; sex; race/ethnicity; relationship status; length of time in the CES program; year graduated; if they were pregnant or adopted children and the number of children/their ages while in the program; and if they were mentored by faculty, peer, or both.

The first author conducted the 12 interviews through V-SEE, a Stanford-created, telehealth videoconferencing application that supports online collaboration. It allowed the participants and research interviewer to interact synchronously via audio and video. Interview length ranged from 60–75 minutes as participants described their mentoring experiences. The interview settings were descriptively “in the field,” as they were interviewed in their offices, cars, and homes. Three had their babies/toddlers with them during the home interviews. Participants described their university type, cohort structure, and employment status. The first author asked each participant open-ended questions using a semi-structured interview format developed from our review of the literature on mentoring, motherhood, and issues concerning doctoral student mothers. The questions included: (a) “What factors, if any, influenced your decision to be mentored?” (b) “Can you describe your mentoring experience in detail?” (c) “Can you speak to your work–study–life balance while being mentored?” (d) “Can you speak of your academic progress and/or professional development while being mentored?” (e) “Describe the characteristics or traits of a mentor that are important for doctoral student mothers,” and (f) “What, if anything, could a counselor education department do to promote successful mentoring experiences for doctoral student mothers?” With qualitative inquiry, the goal is to include enough participants to adequately understand the phenomenon in question (Hays & Singh, 2012). Wanting to capture a fresh perspective from these doctoral students who were mentored, many while becoming mothers for the first time, all 12 interviews were retained, yielding in-depth descriptions of their experiences. Pseudonyms were assigned to participants prior to data analysis to protect their identities.

Data Analysis
     Phenomenological data analysis is concerned with examining participants’ experiences to understand the depth and meaning of those lived experiences (Hays & Singh, 2012; Moustakas, 1994). Delving into large amounts of transcription data, the goal is to develop a composite description or essence of the experience that represents the group as a whole (Moustakas, 1994). The first author began the inductive method of analysis by engaging in horizontalization, the process of identifying non-repetitive, non-overlapping statements from the first three interview transcripts (Hays & Singh, 2012; Moustakas, 1994). Next, the first author clustered these statements in units of meaning or themes and then wrote textual descriptions of “what” the participants experienced, including verbatim examples from the transcripts (Creswell, 2013; Moustakas, 1994). The first and second investigators met weekly to discuss and rework these themes. From there, they wrote a structural description, “how” the experience happened in the context of the setting or circumstances and who was involved (Creswell, 2013; Moustakas, 1994). The first author used these themes to analyze the rest of the transcripts with care given to reanalyzing previous interviews as new themes or subthemes emerged. The team met to finalize the central themes and subthemes that emerged collectively from the participants’ reflections, contextualizing them into a holistic understanding of the essence of the mentoring experience (Hays & Singh, 2012).

Validation strategies included recognizing and controlling for research bias through bracketing, capturing participants’ viewpoints through substantial engagement, and triangulation through cross-checking codes and themes and by using thick participant descriptions (Denzin & Lincoln, 2011; Lincoln & Guba, 1985). Using basic member checking, participants reviewed their transcripts for accuracy, with two making clarifying comments (Creswell, 2013; Hays & Singh, 2012). The first and second authors met weekly to process reflection notes to bracket any biases and discuss themes to allow triangulation of data (Creswell, 2013; Hays & Singh, 2012). The two other members of the team reviewed the themes/subthemes matched with descriptive statements for cross-checking purposes (Hays & Singh, 2012; Lincoln & Guba, 1985). To address confirmability and transferability, they kept an audit trail beginning with interview notes, transcripts, reflective journals, and coding pages with descriptive statements. Finally, the authors provided thick descriptions, allowing the reader to enter into the study to a greater degree to reach their own conclusions and stir further discourse around these critical issues in counselor education (Denzin & Lincoln, 2011).

Results

Three overarching themes centered on identity: the qualities and shifting identities of doctoral student mothers, the qualities and roles of faculty/professional and peer mentors, and the barriers and hardships that led to losses and unmet goals despite mentorship experiences. Participants shared how mentoring evolved around their identities as mothers, students, and professionals; what they experienced as support or discrimination by faculty and peers; how their mentors served as a protective factor despite hardships and barriers; and what was needed in terms of advocacy to successfully develop counselor educator identities.

Theme I: Identities and Qualities of Doctoral Student Mothers
     Perseverance and resilience characterized the lived experiences of these doctoral student mothers facing unexpected challenges that threatened to slow progress or impede career goals. Sara, who found out she was pregnant shortly after being accepted into her doctoral program, shared, “I ended up having a really horrible labor and a C-section. My baby spent the first week in ICU. We were only home a short time after having major surgery, but I still went back to school 3 weeks later.” Natalie also shared her version of perseverance: “I took my comps when I was 38 weeks pregnant [laughter]. I had to keep standing up and going to the bathroom. ‘Then I said, I can have this baby now!’”

Making the shift from student to mother or mother to professional requires integrating multiple identities and corresponding roles. “I always had it drilled into my head by my mother that I would be called ‘doctor’ before I was called ‘mom.’ So many of us are both education-oriented and family-oriented, being in counseling,” remarked Allison. Similarly, Lisa voiced how she embraced her changing identity: “You grow in confidence as a person and through motherhood. Learning what worked and what didn’t work. Just having a better sense of myself, my strengths, knowing my worth, knowing my value, and just feeling secure in it.”

With the multiple identities came the challenge of meeting academic rigor and motherhood responsibilities, often with conflicting timelines. Although all the participants described themselves as serious students, they made it clear that their children were their number one priority. They willingly sacrificed time and personal needs in hopes of careers that offered greater flexibility and financial stability. “Yes, you’re exhausted because you are running a marathon every single day. At the end of the day, you don’t have that little space for yourself,” said Lisa. Mothers often felt the pull between having to choose work or studies and time with their families. Bethany, a school counselor, explained, “I struggle with mommy guilt even with my job, as my child is one of the first ones in the building and last ones to leave every day.” Bethany also recounted, “One of the biggest mom guilts is a picture of my child around the age of 5. I am sitting in a chair surrounded by books and papers as he fell asleep on the couch waiting for me to do something with him. That was really tough.” Amy described her typical schedule:

I get up at 6:00, play with the kids, get them off, and get to work . . . until 10:00 pm, kids come in my bed and snuggle. Then I finish grades and go to bed at 3:00 am. 100% of the weekends are dedicated to the children. Want them to say . . . ‘Mom was present.’ That’s hard when the career path and academics are so consuming.

Lisa felt inadequate in both roles at times: “I’m working so hard. . . . and I am not a good enough mom and I’m not a good enough student. . . . not doing a great job at anything.”

Several participants reported that their mentors helped them establish healthy boundaries and taught them how to prioritize commitments. Tonya shared, “Today is going to be about work . . . or today is going to be about school. I appreciated having faculty members who had young families, knowing that someone understood that.” When the demands of work became unhealthy, Bethany revealed it was her mentor who said, “You’ve got to reshuffle. You are drowning, and you are miserable. You have to let some of this school stuff go.” On prioritizing, Natalie shared, “When I went into this program, I said that I am not going to miss anything in my personal life, even if it takes 4 or 5 years.”

Doctoral student mothers commonly identified as non-traditional students. Not only was this gender-influenced, it was also the result of added caregiving responsibilities that prevented them from engaging in opportunities afforded to traditional students. They often felt isolated from their peers or labeled as less committed, which resulted in differential treatment and exclusions. Lisa explained:

I always felt like some kind of outlier . . . like all the other cohorts are like these tight little units. I’m always slipping in and then dropping back out. Would see them on Facebook all hanging out and going out for drinks . . . or they would be publishing or going to conferences. I was working and taking care of children.

On being non-traditional, Morgan, a mother of two, working 25–27 hours per week, shared, “No one in my cohort had children and none had outside jobs.” Several participants noted how their male counterparts were able to go full-time without having to deal with family-related interruptions, be questioned for having babies, experience guilt when traveling, or juggle as many commitments. Kayla, reflecting on experiencing negative remarks about her clingy child when she had to travel for work, noted, “They had wives that stayed at home, so their experience has been completely different.” On comparing her needs to those of traditional students, Lisa shared, “Mentoring for students who don’t have kids, it’s . . . talking about publishing together or presenting together. For me, it really is how are you helping me navigate this program.”

Theme II: Identities and Qualities of Effective Mentors
     For all participants, mentoring was more than academic advising. Often, it was the mentor’s combined qualities of temperament, leadership, scholarship, and friendship that helped these doctoral student mothers navigate their programs effectively. Participants described the criteria for selecting their mentors: specific personality traits, women who were also mothers, who shared research interests, and those who modeled career–life balance. The three African American women also considered race an essential factor in mentor selection. Tonya, the sole woman of color in her cohort, connected with other African American faculty outside her department and graduates who were mothers, while Dana experienced mentoring by most of the faculty at her HBCU. Allison based her mentorship selection on personality: “I needed someone who doesn’t have my exact personality but who can keep my ideas focused and keep me on track—tough, but supportive.”

Some chose female mentors because they believed they would provide greater support and speak to the female experience in academia. Lisa’s mentor selection was through gender matching: “I chose the only woman in my program that has children . . . so I feel like she gets me, and she gets the experience of motherhood and has a great perspective on things.” Amy shared that her mentor “could speak to my strengths and could commiserate the experience of being a woman in academia.”

Participants described effective mentors as encouraging, supportive, and flexible, displaying qualities of warmth, empathy, and trustworthiness. Most depicted their mentors as master cheerleaders and challengers. Morgan explained that two mentors filled different roles: “I have the mentor’s office that I go cry into . . . and the office that I go in and come out sharper for. I think you need both of them.” Sharon chose four mentors: “One was especially about writing and research . . . one that was just about my self-care and well-being, and one primarily about the academics. . . . [and] one that kind of combined it all, but who I could talk to about the mommy guilt.”

Mentors provided a balance between the demand for excellence and practicality and compassion. Creative flexibility and realistic expectations without judgment rounded out the mentors’ qualities. Mentors were available beyond the usual office hours and willing to meet at convenient locations such as a coffee shop or home. Morgan commented on the open-door policy of her mentor: “Availability is important. You can walk in and talk . . . whether it is just casual conversation or coming in with a need.” Participants described how their mentors went above and beyond to provide creative accommodations. Lisa shared the flexibility of her mentor: “We co-taught and she would work around whatever my schedule was. We would have meetings after the kids went to bed. She really understood my situation and was just so affirming.”

Mentoring had a personal side that provided not only a safe interchange of ideas but allowed for vulnerability and transparency. As doctoral student mothers verbalized their hardships, their trusted mentors were not only an emotional outlet but a therapeutic balm providing empathy and care. Their mentors often shared similar lived experiences that created a deeper connection, emotional bonding, and lasting friendship. Sharon found comfort when she faced a personal challenge: “My youngest child was diagnosed with autism very early. When I went to my mentor, she shared that her child was diagnosed with autism as well. We were able to connect and really process our lives as working moms.” During hardships and personal challenges, mentors provided comfort and encouragement. Tonya shared how her mentor was there for her after her miscarriage: “I told [my mentor] that I had this little person inside of me and now I don’t. She started crying and asked me, ‘What do you need right now?’” Tonya’s mentor encouraged her to put off writing her comps for a semester to process the loss.

Effective mentors provided professional modeling and career guidance, being personally supportive while navigating the logistics of becoming a counselor educator. Mentors endorsed them for leadership positions, taught them how to negotiate salaries, and helped create a pathway for career satisfaction. On developing their professional identity, graduates were indebted to the mentors. Bethany explained how mentorship groomed her for research: “When I was accepted to the program, [my mentor] took me under her wing and said, ‘Let’s find a research project to do together.’ So we wrote a grant for it and she mentored me through that whole process.” Natalie explained how her mentor helped develop her professional identity: “She pushed me to see myself better. . . . something that women have a hard time doing is advocating for themselves in the workplace. She not only modeled that, but she taught me how to do it.”

Participants valued the family orientation of their mentors and voiced the need for their mentors to be family advocates. Without these advocates, many felt unequipped to compete with negative voices and dismissive attitudes. Allison shared her experience of feeling supported in her decision to get pregnant:

My advisor/mentor and I were having one of those heart-to-heart conversations. I actually started crying and said, “All my husband and I talk about is babies . . . every weekend. I’m ready; but education-wise, it just doesn’t seem like a possibility.” My advisor looked me straight in the eye and said, “If you want a baby, have a baby.” I shouldn’t have needed permission, but I wanted to know that I was going to be supported.

Mentors helped doctoral student mothers create timelines that respected their family needs as well as their academic and professional goals. Morgan’s mentor said, “We’ll navigate your schedule in an appropriate way that works for the program and for your family.” She then built her plan based upon her schedule and personal journey.

Effective mentoring paralleled hallmarks of counselor education in promoting wellness, advocacy, and empowerment. Seven of the 12 described how their mentors practiced good self-care and modeled positive well-being. Allison discussed how her mentor helped to put work–life balance in perspective: “She was a role model of balance. She would say, ‘You’re working too hard. You need to spend some time with your family.’ I have been able to come out of the program . . . [with] great work–life balance.” Mentors’ practice of self-care made it easier to emulate wellness practices and achieve greater work–life balance. Allison summed it up: “My mentor has this beautiful, wonderfully doting family. . . . Successful children, a supportive husband, and a career—that’s the type of woman I want to be.”

Participants described how mentoring served as a protective factor in reducing attrition. Their rich mentoring experiences helped them succeed in the program and manage the challenges of conflicting roles. Their mentors’ encouragement and support became their lifeline through transitions such as marriage, pregnancy, divorce, and illness. Mentors were especially protective of participants facing cultural or institutional barriers, advocating during their pregnancies and beyond. Allison described how she felt protected from other faculty by her mentor throughout her pregnancy: “I was tired a lot during my pregnancy. If other faculty members got upset that I wasn’t able to fulfill a requirement, she went to bat for me . . . supporting me by saying, ‘Well, in all fairness, she is pregnant.’”

Qualities of Peer Mentors
     Three-fourths of the participants were peer mentored, having sought out peers who were also mothers. Although only two of the participants were involved in a peer mentoring program, all 12 conveyed the value of having a more senior member of their program available for questions, advice, encouragement, and engagement in academic activities. Many shared how mentors offered supportive advice, as they were familiar with the journey ahead. Nicole said, “Peer mentoring is beneficial because you get to see someone who has recently been there, and having others from older cohorts can provide help and insight.” Participants gravitated toward other mothers who understood their plight and built mentorships based on the common ground of motherhood intersecting with student life. Peer mentors shared their journeys, insider information on coursework, and realistic timelines; they became fellow presenters and publishers, and provided encouragement along the way. Bethany shared that she often wrote with a peer mentor who understood when she said, “Let’s have a realistic mom timeline.” Natalie shared the reciprocal nature of peer mentoring: “She and I relied a lot on each other just for support and mentorship. She had her baby 6 months before I did and I am learning a lot about the work–life balance and stuff from her.”

Peer mentorship was relational as well as academic. Several participants shared how peer mentoring helped reduce feelings of isolation, as their availability for meet-ups and socializing differed greatly from their peers who did not have children. Tonya explained how she was able to receive encouragement over mommy guilt from a peer mentor who was also a mother. She “talked to her a lot about what worked for her, how she really tried to put her son first . . . which was helpful for me to hear, because I just felt terrible about it all the time.” Navigating the program without a faculty mentor, Kayla found much of her support through her peer mentor: “We became close and she would let me know about the things to be looking for, to be preparing for upcoming classes. She really had my best interest in mind.” On the close friendships forged through mentorship, Dana stated, “She has become my sister. . . . We talk about frustrations, helping me lay boundaries and be okay leaving my child.”

Participants provided specific ideas as to how to implement peer mentorship programs. Ideas included identifying other student mothers for networking opportunities and information, such as childcare services, understanding school policies, and general support. They also recommended working through organizations such as Chi Sigma Iota to create networks, organizing graduate student meet-ups that are family-friendly, and having older cohorts reach out to newer cohorts throughout the year.

Theme III: Identifying Barriers Facing Doctoral Student Mothers
     Stigma and discrimination, lack of accommodations, and need for advocacy emerged from the participant interviews. These barriers produced the hardships these mothers encountered, generating losses and unmet career aspirations. Ten out of 12 expressed awareness of faculty and students’ bias toward non-traditional students, especially women who had families. A majority of the participants felt that as doctoral student mothers, they did not have a strong voice in the institutions that they represented. Often, attitudes of faculty toward doctoral student mothers were dismissive and discriminating when they did not fit into the traditional mold of academia. Others determined that faculty and department heads were simply unaware of the hardships and needs of student mothers and therefore perceived them as less motivated or incapable of meeting the rigorous demands of academia. Perhaps some experienced it most deeply through the lack of research and training opportunities, such as graduate assistantships (GA). Amy discussed her frustration and discouragement at being overlooked for a GA position: “I got the strong inclination that it was because I [got] married and that I couldn’t dedicate myself as a typical GA. . . . I would have liked to have been given a chance to prove myself.”

Others also felt that their limited visibility resulted in biased and discriminatory attitudes from faculty and peers. Lisa explained feeling written off as “not the person looked [at] to do a presentation with someone or to do a publication.” While her peers were writing with faculty, she regretted that she couldn’t “be physically present . . . especially when [she] was working and trying to juggle all of these roles.”

Over half of the participants experienced negative attitudes toward their decisions to marry or start their families while in their doctoral programs. Lisa shared that “a faculty member told me point blank that I shouldn’t have a second child in the program.” Amy shared the messages she received on becoming pregnant in her last year of coursework: “Comments from students and faculty were like ‘Why can’t you just wait until after you are done as you are so close?’ or ‘What are your plans when you have a kid?’” Bethany explained how the faculty’s lack of understanding of her minimum progress on her dissertation during her season as a mom, new wife, and full-time school counselor was demoralizing: “For my [program evaluation] this year, I received a grade of no progress in all areas . . . so I have two articles published and won a regional school counselor of the year award. I walked away feeling like I don’t measure up.”

Many participants spoke of the feeling of invisibility as doctoral student mothers by the lack of accommodations such as lactation facilities, childcare options, and clear or even existent leave of absence policies. Of the participants interviewed, only two spoke of having access to childcare on campus. Most had to rely on partners, parents, babysitters, or other students to meet these needs, especially those needing evening hours or experiencing long commutes. During emergencies, when childcare failed or a child was sick, these mothers were at the mercy of professors, department chairs, and supervisors to decide if they could get coverage for their duties or bring their babies to meetings, classes, or groups. Few felt childcare issues or illnesses were justification for missing classes or meetings. Similarly, lactation facilities were haphazard, as the majority of buildings had no dedicated nursing rooms. These new mothers had to use student lounges, borrow windowless offices, pump in their cars, or get up early to pump to avoid the hassle on campus. Sharon revealed that “the only place to pump was the bathroom or car. I don’t feed my child in the bathroom so I’m not pumping in the bathroom.”

Finally, participants described frustration over the lack of clear policies when attempting to stop the doctorate clock for maternity leave and in taking time off from assistantship positions that carried weighty financial penalties. Some maneuvered through with placeholder internships, others accumulated hours so that they could take off after their babies were born, and still others shifted down to part-time. In most cases, their mentors helped them find the path of least hardship and greatest flexibility. Lisa reflected on a lack of clear policies: “There need to be better structures to support women and support children. It shouldn’t all have to fall on me, because I’m always going to come up short.” Despite these barriers, five participants were satisfied with the support provided and viewed their department as accommodating non-traditional students effectively even with ambiguous policies.

Regardless of the hardships encountered, what participants regretted the most was their unmet career aspirations. These doctoral student mothers worked diligently to complete their programs but often had significant delays. The range of doctoral completion/expected completion was 3–7 years. Some regrets included not being able to complete hours for licensure, having fewer research opportunities, presenting less often at conferences, and missing out on other duties that would have enhanced their curriculum vitae. Allison lamented her losses: “I wasn’t able to commit the time to seeing clients, as I didn’t want to be at the clinic until 9:00 pm when my son goes to bed.” Lisa added humor to her dilemma of unfulfilled aspirations: “I want to be a full-time faculty member, tenure track at the end of this. That is going to be really challenging because my CV is very short. I am going to attach pictures of my children.”

Call for Advocacy and Awareness
     Although discrimination and other barriers in higher education institutions were fairly commonplace, participants articulated several solutions: (a) expand mentorship opportunities, (b) teach and model work–life balance, (c) improve accommodations for students with families, (d) provide professional opportunities around flexible scheduling, (e) increase awareness and support from faculty, and (f) promote advocacy at departmental and university levels. Five participants had already positioned themselves in the role of mentors and advocates for those coming behind them. Three were involved with research that highlighted these issues. “Mentorship should be a requirement and not an option because we know we work well if we have mentors,” remarked Sharon. Dana suggested that graduate programs should survey students to determine the climate of the program and if students are receiving mentorship, and identify mentors who could best address their needs. Bethany believed that universities must expand mentorship, even if it means extending beyond department lines: “Counselor ed departments need to say, ‘Hey, we can’t meet all of your needs as a mother, or a single mother, but I know someone who can, and I want to be intentional and connect you with this person.’” Bethany also suggested that “peer support groups would be really cool. I was the ‘lone wolf’ for a little bit. Could create campus-wide support groups for graduate students . . . and provide childcare and free pizza for the kids.” The important piece was not having to navigate this alone, as Sara remarked: “Facilitating connection between doctoral student mothers, rather than us having to find our own connections, would be helpful. Making sure there’s a space for moms.”

The main component named was to increase the visibility of the needs of student mothers and provide an understanding of their experiences by shifting the mindset of lowered expectations by faculty and peers to knowing that they can and will be successful with support. Advocacy requires understanding the experiences of women, especially mothers, and identifying the barriers they still face in academia and the workplace. Sara shared the need for greater equity for doctoral student mothers, saying that it “isn’t fair that women who have decided to be moms have to put their own dreams secondary. Women need to know that they are welcome and there is a place for them if they do decide to get pregnant.”

Participants suggested that counselor education programs should teach how to create a framework of work–life balance. Flexible timelines were part of the template for success. Allison suggested that timelines could be a helpful option for those considering doing both doctoral work and motherhood, because her mentor said, “Don’t do it until after second year . . . [it’s a] lot easier to stop and start the dissertation process.”

Providing for physical needs, such as having a lactation room, was also critical to sending a welcoming message. Participants described the need for maternity and sick leave policies that were family-friendly. Participants agreed that they needed faculty and departments to acknowledge their capability to complete their doctorates, accept their value to the profession, and support their life choices. Allison voiced a clear directive for faculty and peer mentors:

The biggest characteristic needed for a mentor is supporting and that it just takes one person . . . one relationship at the school who was going to be accepting of me regardless and who was going to help me with my goals . . . not just my goals to be a PhD but [my] goal to be a mother and a good wife.

Discussion

Participants’ voices highlighted how, with the support of their mentors, they were able to navigate the often murky waters of a PhD program. Perhaps because 10 of the 12 mothers were pregnant while in their program, they neither cared nor were able to hide their motherhood identity. This is only the second study at the time of this review that specifically included women who were pregnant while in CES programs. Similar to the findings of Holm and colleagues (2015), these participants viewed motherhood as a positive attribute that blended well with CES principles in enhancing their work and vice versa.

Participants experienced mentoring as relational and protective. Building on the findings of several studies that suggested mentoring might add a protective factor for success and satisfaction (Holm et al., 2015; Lynch, 2008; Neale-McFall & Ward, 2015; Trepal et al., 2014), this study found that mentors focused on providing logistical support to bolster academic progress while fostering work–life balance to promote the overall well-being of the student. These mentors provided emotional support for the participants’ decision to become pregnant and provided regular check-ins throughout the pregnancy, new motherhood, and in many cases, beyond graduation into a professorship.

Also important to this study was the reciprocal relationship. Beyond responding with care and compassion, mentors shared their own motherhood experiences that mirrored their mentees. Supervisors who expressed vulnerability increased the feeling of friendship and deepening of the relationship. This supported other research that described mentoring relationships that include an emotional connection that was both empathic and empowering (Gammel & Rutstein-Riley, 2016; Holm et al., 2015; Trepal et al., 2014). In a similar finding to that emerging from Kelch-Oliver and colleagues’ (2013) study of mentorship, the three African American participants experienced “mothering” by female African American faculty mentors and the “sisterhood” of peer mentoring that went beyond academic walls. For these women, mentoring helped navigate cultural barriers. Not only was it important that they have female faculty, but also choosing women who lived under “double minority” as Patton (2009, p. 71) described gave them both perspective and support around the complexity of race, gender, and motherhood in academic settings and society as a whole.

Doctoral student mothers connecting with other student mothers reported experiencing greater encouragement and satisfaction in those academic peer relationships compared with their relationships with peers without children. Similar to previous findings (Lynch, 2008; Trepal et al., 2014), peer mentoring by other student mothers reduced feelings of isolation, as often these women were the sole mothers in their cohort. They relied on other mothers in earlier cohorts or recent graduates to guide them on how to balance academics and family life.

Participants who had wellness and work–life balance modeled felt better equipped to pursue an academic career path, while those who had poor work–life balance modeled felt less prepared to be successful in academic institutions. Participants who experienced greater discrimination from their institution lacking in family-friendly policies shared their intentions to put their family’s needs first by accepting non-academic jobs, moving closer to relatives, or waiting until their children were older to enter a tenure-track position. This coincides with decades of research (Alexander-Albritton & Hill, 2015; Wolfinger et al., 2008) on graduate women with academic careers that are perceived as non-supportive of family–work balance.

Results also gave voice to the need for change that promotes advocacy concerning parenthood and family-friendly accommodations to aid in decreasing discrimination, both structurally and psychologically. These women had already become advocates and peer mentors. Congruent to earlier research findings, participants identified the need for institutional support in the form of establishing peer mentorship networks that connect other mothers across cohorts and departments, clarifying maternity leave policies, adopting non-penalizing pause-the-clock policies for dissertation work, offering accommodations such as lactation rooms and childcare, and providing flexibility around timelines (Holley & Caldwell, 2012; Holm et al., 2015; Lester, 2013; Lynch, 2008; Stimpson & Filer, 2011). Finally, participants challenged counselor educators to lead the way in addressing inequalities and dismissive attitudes of motherhood in academia by creating a level of openness to family life and choosing to support their students’ goals as counselor educators and mothers.

Limitations and Future Directions
     This study has limitations because of transferability issues, the possibility of research bias, and delimiting criteria. Although major geographic regions and university types were represented, participants were racially, culturally, and economically similar, as all were married and in dual-income families. As this study recruited only mothers in CES programs, implications from this study for doctoral student fathers who are primary caregivers or doctoral student mothers in other disciplines may not be transferable. Additionally, several mothers in this study had children with medical or mental health issues, but this study did not specifically set out to focus on families with special needs.

Concerning the research design, as research instruments, we may have inadvertently interjected personal biases into the interview process and coding. The goal was to minimize this through bracketing, journaling, member checking, and reviewing themes with research members. Although semi-structured interview questions guided the research and allowed for organic responses, perhaps another approach might have yielded additional themes. All the participants held jobs in addition to their studies and motherhood duties. Several discussed the effects of work on life balance and needing to reduce hours to part-time, but no distinct theme emerged. Perhaps a specific question on how mentoring may mediate the strains of employment might reveal additional content. Finally, the experiences recorded represent women who remained in their programs. With attrition close to 50% (Council of Graduate Schools, 2010), this research did not address those who dropped out of the program, so other needs or barriers may be missed.

Suggestions for future research include either expanding the concept of caregiving or narrowing the focus to specific sub-groups. Specific to CES, research might investigate mentoring from a faculty point of view to determine why and how faculty choose to mentor, as well as any training for the role. A focus group or interviewing both the mentor and other faculty who interacted with these student mothers might also add to the thickness of the context. Revealed reciprocal benefits that mentors and mentees incur in their relationship could be applied to future training programs for counselor educators. A study specific to peer mentorship might yield unique findings and inform strategies for launching or enhancing successful programs. Quantitative studies might evaluate the effectiveness of existing mentoring programs and expand them for non-traditional students.

Conclusion

     Findings from this phenomenological study are cautiously optimistic, as they appear to strengthen the body of knowledge around the importance of relational mentoring and suggest it may be an important protective factor for doctoral student mothers. Research suggests that mentoring is an effective means of support for women (Bruce, 1995; Holm et al., 2015; Kelch-Oliver et al., 2013), but in this study, it appeared to be the most salient component for successful completion of their doctoral programs. Combining the effects of dual roles, medical and mental health hardships, isolation, lack of family-friendly accommodations and policies, and struggles with work–life balance made the mentoring experience essential.

Adding to the body of knowledge around mentoring, this research denotes specific qualities of effective mentors and provides rich descriptions of the relationships and roles valued by these student mothers. This may be helpful in CES training, in selecting future mentors, and in setting up mentorship programs. Equipped with clear directives, CES departments can develop mentorship programs, pairing senior professor mentors with junior professors to teach mentoring skills, rewarding faculty for outstanding mentorship, establishing peer mentoring programs, and developing alumni mentorship opportunities. Within programs and across campus, faculty and staff can assist in connecting student and faculty mothers, promote family support groups, and organize family-inclusive activites. Meanwhile, counselor educators can provide flexibility around scheduling comprehensive exams, dissertation timelines, and research opportunities. Counselor educators can lead in bringing this issue to the discussion table around program development and advocacy initiatives. Medina and Magnuson’s (2009) statement that “Mothers are the people through whom others’ lives are changed” (p. 90) fits well with the ideals of counselor educators; therefore, retaining these mothers in higher education is an important endeavor.

 

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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Vanessa Kent, PhD, NCC, LCMHC-S, LMFT, is an assistant professor at Regent University. Helen Runyan, PhD, NCC, LPC, is an associate professor at Regent University. David Savinsky, PhD, ACS, LPC, LMFT, CSAC, is an associate professor at Regent University. Jasmine Knight, PhD, NCC, is an assistant professor at Regent University. Correspondence may be addressed to Vanessa Kent, 1000 University Drive, Virginia Beach, VA 23464, vaneken@regent.edu.