Counselors who specialize in providing counseling services to athletes who are ending their sports careers must be aware of problems and implement strategies that will assist them in making a positive transition. (JOW)

Provides an overview of support services available for incarcerated women who want to pursue a change in career, job, family, or lifestyle after they are released from prison. (JOW)

The tasks of a career coach are as follows: (1) facilitating continuity and change; (2) clarifying core values and beliefs; (3) identifying key social roles; (4) tapping emerging developmental challenges; and (5) developing a continuous learning agenda. Coaches should have interpersonal, communication, team/group, and change-mastery skills. (SK)

Physicians have characteristics that may limit their responses to today's challenges and make it more difficult for them to seek career counseling. Once they learn how to allow their view of the world to change, new opportunities will open up. (JOW)

Presents models and life-cycle stages of family businesses and issues that have an impact on family business careers. Addresses the roles of career counselors and human resource professionals in supporting family businesses. (SK)

Provides an historical view of guidance and counseling services in Taiwan and suggests the need to promote counselor training from the undergraduate to the graduate level. (JOW)

Provides information on establishing a private practice in career counseling. Topics discussed include (1) locating and furnishing an office; (2) setting fees; (3) maintaining business and professional records; (4) obtaining legal and financial protection; (5) hiring and training help; (6) advertising; and (7) establishing a referral system. (CH)

Offers guidelines for being a consultant to family businesses' chief executive officers (CEOs). The consultant can make it easier for these CEOs to step down and complete an often painful but unavoidable transition. (Author/JOW)

Describes "Taking Control of Your Career and Your Future, for Nurses by Nurses," a professional development initiative that consists of a workshop and follow-up career counseling. (JOW)

Career counselors should practice what they preach and develop strategies for diversifying their careers. Options include adjunct faculty, outplacement consultant, motivational speaker, mentor/advisor for special groups, job club facilitator, seminar leader, radio host, and newspaper columnist. (SK)

Examines four different ways of using career assessment instruments: (1) compass--there is a single "right" career for everyone; (2) credential, the need for competency testing; (3) process, career development is an ongoing series of choices; and (4) empowerment, the responsibility of the counselee for planning a career. (JOW)

Reviews research evaluating the effectiveness of computer-assisted career guidance systems, stressing the limited number of studies. Highlights the need for more research using larger, diverse samples; sound procedures; and investigation of the interaction between client attributes and treatments. (SK)

Presents 13 criteria counselors can use to evaluate computer-assisted career guidance systems, in three categories: occupational database, career decision-making process, and effectiveness of computerized interaction. Suggests how evaluation data can be used to select systems, increase their effective use, and provide feedback to developers. (SK)

Discusses counseling skills that are needed in the computer age. Suggests that there are three major levels (motivating, meaning, and making) and two major modes (facts and feelings) of processing in counseling. Suggests a balance between computer and counselor intervention with clients. (JOW)

Discusses networking as it relates to finding a job. Looks at traditional networking, why people do not network, and new approaches to networking. (JOW)