John Krumboltz

John Krumboltz (1928-Present)

John Krumboltz has spent his career in counseling developing a number of theories with important applications in career counseling. His theories are closely related to and draw on the research and learning theory of Albert Bandura.  Contemporaries of Krumboltz who have developed social learning theories with similar principles and related applications are Robert W. Lent, Steven D. Brown, and Gail Hackett.  Lent, Brown, and Hackett and their theories will be more fully explored on the next blog posts.

Drawing on Bandura, Krumboltz argues that individuals unique learning experiences (social learning) are vital components that impact the development of personalities, behaviors and choices. Paying attention to general developmental theories can be helpful, but these theories are most useful when viewed alongside or in light of an individual's unique life experiences.

More specifically, the Social Learning Theory (SLT) that Krumboltz draws on suggests that two types of learning experiences, instrumental and associative, strongly influence career decisions and choices.  Instrumental learning experiences are related to rewards and punishments.  The idea is that individuals are more likely to try something again if they were rewarded the first time they tried it and not as likely to try it again if they were punished upon their first attempt.  Associative learning experiences are lessons that we as individuals internalize based on what we have observed others experience and/or what we perceive society to encourage or discourage.

Krumboltz 3 most significant theories are:

I. Social Learning Theory of Career Decision Making (SLTCDM)-1979

II. Learning Theory of Career Counseling (LTCC)

III. Planned Happenstance Theory-1999; 2009
_________________________________________________________________________________

I. Social Learning Theory of Career Decision Making (SLTCDM)

• seeks to explain why career decisions/changes are made
• names four factors that influence career paths:

1. Genetic Endowment/Special Abilities (talents, abilities, as well as race, gender, etc.)
2. Environmental Conditions/Events (factors outside individual's control ex. social, economic changes)
3. Learning Experiences (instrumental and associative-see above)
4. Task Approach Skills (includes emotional responses, work habits, and performance standards)

     Because of these factors, and skills and observations that individuals make about themselves
     and the world from them, career choices are made.

II. Learning Theory of Career Counseling (LTCC)

• theory observes that constantly changing career work environments have become the norm

      The goal of the LTCC is for counselors to help clients: develop more accurate
      self-observation generalizations, acquire more accurate world view-observation
      generalizations, learn new task approach skills, and, as a result, to take the appropriate
      career related actions.

III. Planned Happenstance Theory

• theory believes chance encounters or events (happenstance) are significant factors in career development
• in contrast with matching strategies of career counseling (ex. Super, Holland)

      Krumboltz and his colleagues argue that we can prepare for and create opportunities to
      take advantage of by developing the following 5 skills:

1. curiosity
2. persistance
3. flexability
4. optimism
5. risk taking

For an introductory 5 minute video on Happenstance theory that includes some Hollywood movie examples visit: https://www.youtube.com/watch?v=k8UISZtcacA