L'orientamento nel XXI secolo: approcci e competenze per gli orientatori
DOI:
https://doi.org/10.61007/QdC.2024.2.302Parole chiave:
sviluppo professionale, consulenza di carriera, approcci all'orientamento, competenze degli orientatoriAbstract
Lo sviluppo della carriera è un processo dinamico che inizia già prima che le persone si impegnino in un’attività professionale e che influenza il benessere personale. Le carriere moderne, caratterizzate dall’assenza di confini definiti, si configurano sempre più attraverso transizioni e cambiamenti intra e inter-organizzativi. Nella progettazione del futuro i desideri individuali incontrano i fattori contestuali e a volte si scontrano conessi: rischi, incertezza, cambiamenti repentini possono ostacolare la progettazione della carriera, spesso richiedendo risorse personali significative per superare tali sfide. Di fronte a questi contesti mutevoli sono necessarie delle riflessioni in merito agli approcci più adatti nel campo dell’orientamento del XXI secolo e alle competenze di chi svolge queste attività. Gli approcci e i modelli teorici come la psicologia positiva (Seligman e Csikszentmihalyi, 2000), il life design (Savickas et al., 2009) e il System Theory Framework (McMahon e Patton, 1995; Patton e McMahon, 2021) hanno identificato risorse e processi psicologici utili a fronteggiare le sfide attuali per la progettazione del futuro, considerando l’influenza reciproca tra individuo e contesto. È emersa, inoltre, l’importanza di promuovere una progettazione di carriera che contribuisca a costruire contesti futuri inclusivi e sostenibili (Di Maggio et al., 2020). Per quanto riguarda le competenze degli orientatori, essi sono sempre più costretti a tener conto della realtà individuale e contestuale dei propri clienti e occuparsi di costrutti e tematiche complesse, differenti da quelle che hanno tradizionalmente caratterizzato la storia del career counseling. Per tale ragione l’International Association for Educational and Vocational Guidance (2018) ha identificato 12 competenze di base e 14 competenze specialistiche che dovrebbe avere chi si occupa di orientamento. In sintesi, il presente contributo mira a delineare gli approcci principali nel campo dell’orientamento e a definire il profilo e le caratteristiche dei professionisti che vogliono occuparsi di carriera delineando quali sviluppi siano ancora auspicabili.
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