Gabriele Beresneviciute

The most difficult barrier I have seen so far has been what I've dubbed "trying to sprint the marathon" - learners who rush to put a checkmark on a particular stage or process in their growth, rather than allowing for the natural growth to really set in. In chasing an admirable but still distant goal, they become prone to looking for shortcuts and setting themselves up for disappointment, when a promotion does arrive right at the year mark, when they receive a rejection for a position transfer, or when they are unable to land a job within 2-4 weeks out… >>>

All of the techniques are great for discussions of all aspects of goal setting and process planning.

There are some helpful labels for the different types of behaviors and motivations discussed in this section. It can help one parse out what really matters to them and what they believe SHOULD matter to them. This can create a big effect on their process for actually achieving goals, or may shift the goals measurably.

I think the most resonant part of the course so far has been the discussion of avoidance goals and how they can stress and distract rather than generate purposeful action. This is a great area for a CS professional to step in and provide a pathway that sets out measurable actionable items and expectations to reduce the emotional baggage of both short term and long terms goals based on avoidance mindset.

It's clear that sustained institutional effort and long-term planning is crucial for continued student and graduate success.

Career Services Officers have to continuously evaluate current student and graduate needs and remain flexible to meet everyone's needs.

Fostering community relationships improves visibility for the university and its graduates, improving employment rates.

This module did a good job highlighting the many hats a Career Services officer is expected to wear and how CSOs interlink with other departments and groups they serve.