The Counselor Stage
Professionals who have reached the counselor stage are ready to take on responsibility, either formal or informal, for developing others in the organization. At the same time, they must not neglect their own personal growth and development. To accommodate personal development needs counselor-level professionals often seek to develop additional areas of expertise beyond those they currently possess.
Counselors often chair committees or take on leadership roles in professional associations. Rather than being independent contributors they understand the need for an interdependent role and accomplish much of their work through others. They are boundary-spanners and often have extensive networks both within and outside the organization.
Motivators for Professional Development at the counselor stage include: (a) acquiring broad-based expertise; (b) attaining leadership positions in professional circles; (c) developing networks with other organizations; (d) stimulating thought in others; (e) counseling other professionals; (f) developing coaching and mentoring relationships; and (g) facilitating self-renewal and rebirth.
The Advisor Stage
Individuals in the advisor stage play a key role in shaping the future of the organization by "sponsoring" promising people, programs, and ideas. The advisor has often developed a distinct competence in several areas of expertise and often has a regional or national reputation. Advisors have a thorough understanding of the Extension organization and can be a catalyst for positive change. They are capable of exercising formal and informal influence in the decision-making process.
Motivators for professional development at the advisor stage include: (a) becoming involved in strategic organizational planning; (b) achieving the respect of others in the organization; (c) engaging in innovation and risk-taking; (d) understanding complex relationships; (e) achieving a position of influence; (f) "sponsoring" individuals, programs, and people; and (g) increasing responsibility.
Putting the Model to Work
We believe the model provides an excellent base from which professionals can begin to focus and articulate their plans for growth. Below we outline five key steps for using the model as a guide for planning professional growth.
Identify your career stage. Read the descriptions for the four career stages. Select the one career stage that best describes where you feel you are at this point in your career.
Identify the motivators driving your professional development activities.
Verbalize your professional development goals. Clearly and concisely state your long-term professional development goals. Examples of professional development goals might be to gain knowledge and skills necessary to work more effectively with culturally diverse audiences or to expand expertise in natural resources programming.
Select appropriate developmental opportunities. For each professional development goal, list those professional development opportunities you wish to pursue that will assist you in reaching those goals. For example, an agent may indicate his or her intent to enroll in a workshop on cultural diversity, a training session on recycling, or a graduate program in a particular field of study.
The Kentucky Cooperative Extension Service is committed to enabling all professional staff members to reach their fullest potential both as individuals and as members of the Extension system. We believe that by supporting staff members in professional growth we improve job performance as well as increase levels of personal satisfaction.
In planning for professional growth, we encourage the use of a career stage approach. The approach requires a long-term perspective and encourages work toward clearly articulated professional development goals while being flexible enough to accommodate shorter-term changes in roles and program focus. A long-term perspective enables us to more efficiently and effectively use the time we are able to devote to professional development. The short-term flexibility allows us to respond to the changing needs of society and the continual evolution in the way we perform our jobs.