The DOTS Model

The ‘DOTS Model’ was a theory originally developed by Bill Law and Tony Watts (1977/1996). It is a 4 stage model of career planning, however this doesn’t seem to be a logical order to achieve the aims of career planning.

D:  Decision Learning
O:  Opportunity Awareness
T:  Transition Learning
S:  Self Awareness

Before embarking on the ‘DOTS Model’, there are 3 main points you need to consider:

You need to raise you self-awareness. Think about your interests? Abilities? Motivation?

Once you have done this, take the information and consider what opportunities are available to you. Create a short list of possible options of jobs in the field you want to move into and that interests you.

Based upon this list, you need to consider whether you have the right experience and necessary qualifications or whether you need to return to education.

Even though the ‘DOTS Model’ has a lovely ring to it, unfortunately, it isn’t the most logical order. A more sensible sequence would be SODT.

S:  Self Awareness
O:  Opportunity Awareness

D:  Decision Learning
T:  Transition Learning

Self: Self-Assessment is crucial. This step is usually overlooked step in planning for a new career. It is important to know who you are as a person before you can look for suitable jobs. You need to consider your interests, skills and personal qualities.

Opportunities: Having completed the ‘Self-Assessment’ stage. It is now time for the next part of the process. Researching different careers and the opportunities with that field.


Career Exploration and Decision Making: You may need to gain some work experience in that field, either by shadowing or voluntary activities. Ensure you have undertaken a sufficient amount of research, use local libraries, careers fairs before making a final decision. Self-awareness, occupational awareness and instinct can all play a part in your decision-making.


Transition: Lastly, how will you achieve your goal? For example, understanding how the recruitment process works for the career you are interested in. This will give you the best chance of promoting yourself through applications, interviews and at assessment centres.

Let me simplify it!!!

S

Self Awareness    Who am I?

O

Opportunity Awareness      Where am I?

D

Decision Making     What will I do?

T

Transition Skills      Where will I do it?

John L. Holland – The Vocational Choice Theory

Before you read any further – have a go at this quick quiz!!! - http://www.truity.com/test/holland-code-career-test

 

John L. Holland, born in Omaha, Nebraska in 1919, was an American Psychologist and Professor at John Hopkins University. During his lifetime he developed many theories, perhaps his most famous was Holland's ‘Theory of vocational personalities and work environments.’

He believed that people could be categorized into different personality groups. He concluded it was made up of six which were originally labeled as, ‘motoric, intellectual, esthetic, supportive, persuasive, and conforming.’ These were later developed and renamed to: ‘Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders), and Conventional (Organizers).’

His research showed that personalities seek out environments where they can use their abilities and skills to flourish, Investigative types search for Investigative environments. Where there is a match, they tended to be more successful and have more job satisfaction, for example an Artistic personality, such as a performer, likes to work somewhere they can use their imagination and are free to express themselves.

• Realistic (R): Realistic personalities prefer concrete tasks. They tend to like working alone or with other realistic people.
• Investigative (I): Investigative personalities likes to use their abstract or analytical skills to figure things out. They are “thinkers” who strive to complete tasks and similarly to the Realistic personalities prefer to do so independently.
• Artistic (A): Artistic members like to create things. They are imaginative and usually extroverted.
• Social (S): Social people prefer interacting with people. They tend to be concerned with social problems and wants to help others.
• Enterprising (E): Enterprising personalities lean toward leadership roles. They are willing to take on challenges and are extroverted.
• Conventional (C): Individuals who are more conventional prefers structured tasks and tending to details. They tend to be more conservative.

These traits are laid out in a hexagon arrangement. The reason behind this is,

The further away the traits are - the less the types are have in common.

For example:

Conventional                      to                      Artistic

Enjoy working with data                             Likes to be creative and work

and structured environments.                    in unstructured environments.

I felt that this was relevant to my inquiry as it would be a great place to start when looking for a new career. Holland also developed the ‘Self-directed search’ which allows individuals to identify their dominant trait. This again will help my inquiry as it will help those looking to transition who are stuck to know what fields they should explore.

I have listed a website where you can find out more information and see what jobs would suit each personality trait:  https://www.careerkey.org/choose-a-career/hollands-theory-of-career-choice.html#.WEXJHIXXLIW

Nancy Schlossberg

After an interesting Skype conversation with Paula, it became clear I hadn’t researched enough sources of information or theorists.

Ones I had previously explored were:

Donald E. Super, who created the idea of the Career Rainbow.

William Bridges, who created the process of transition.

And Danielle Austen, who took Donald E Super rainbow and created the Double Career Rainbow.

All of these sources are fantastic and have given me lots to think about regarding my inquiry however I needed to find more!

Nancy Schlossberg was the first new person I found. She explored Transition Theory. She defines transition as an event or non-event that results in a change, whether that be in relationships, routines, roles or assumptions. Schlossberg recognised four main elements that help to influence a personal ability to cope with transition, these are more commonly known as the 4 S’s, Self, Situation, Support and Strategies.

Self – she has categorised this into 2 further groups.

Psychological – your outlook on life and the change, commitment and values.

Personal – age, gender, stage of life, health.  Factors like health and age play a significant role in why lots of performers transition.

Situation

This is thinking about what triggered the transition? Is it a permanent or temporary change? How much control over this change do you have? Are you changing roles, careers or moving away? Is it stress related?

Social support

Family, friends, personal relationships – these can provide great support when undergoing a transitional phase in your career.

Strategies or coping resources – again she has categorised these into 3 groups.

Those that modify the situation

Those that control the meaning of the problem

And those that aid in manging the stress in the aftermath.

I found this theory interesting because it breaks the process down into manageable chunks. By taking each segment and answers the questions you can analyse where you are, where you want to be and how to get there? This theory will help within my inquiry. Using the 4S’s, it should help the transition to be more positive.