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Hi Anne Marie!
To your last point, yes, Gillian would probably be considered a  work adjustment client; she's highly employable, bright, and still young enough to be considered relevant (sad but true)...plus something tells me she would always be doing "homework" to stay on top of industry standards and protocols.  Dena

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Gillian reminds me that sometimes people just want to be heard and to think out loud about their ideas. We can't always do that with our own colleagues, especially on the level of trying to decide about a family, and maybe pulling back on the workload. Gillian has jockeyed hard to be where she is and it's risky to "overshare" with her partners when she is still so unsure about what she wants to do. Seems like you "get" her, and that goes a long way!

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No application of characters for Gillian!

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No application of characters for Gillian!

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I'm happy to hear that Gillian felt satisfied with the Career Anchors Self Assessment. In reading this chapter, I too felt that this assessment would be helpful for Gillian. However, I feel that Gillian's conundrum is not unique, and that more assessments should be made available for woman or men in similar positions as herself. Like the text said, Gillian's presenting concerns fall more into the category of work adjustment, which many employees face as well. These individuals may not be the typical "client" for career counseling, but surely it's important to address their concerns through standardized test as well.

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It's very clear the Gillian values aesthetics, appearances, and what others think of her. I'm curious what the root of that is! She was anxious about the term "geek," she clearly felt the strong internal desire to have MULTIPLE extracurriculars, she was valedictorian, she needed to get into an Ivy League and then chose the school based on perceptions, she's fearful of being labeled arrogant, and because of her choice to live in Green Lake, a very prestigious neighborhood. A driving factor may be "feel" or "the lifestyle" as she described it, but I also continue to wonder the weight of external forces which motivate Gillian.

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It sounds like Gillian has found a successful end to career counseling! I'm slightly confused because I though Gillian was headed towards the decision of starting her own private practice but it looks like she will be staying at Ernst and Young. I also noticed, in the context of Solidifying Gillian's Progress, what Gillian found most helpful in career counseling wasn't necessarily some fancy theoretical intervention, but nonjudgmental reflection, validation, and clarification. She also seemed to benefit from support via networking and receiving perspective from other working mothers. I can imagine how beneficial and cathartic it must have been to speak with other career women about the difficulties of juggling a career with motherhood, which may not be something her male counterparts could understand, or even her partner!

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I suspected that the discussed disclosure bordered unprofessional behavior and I can agree that the desire to be friends with a client crosses ethical boundaries. I can also see how my own over identification with the client can actually impact several ethical pillars, including autonomy and benefice.

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Reading the chapter still has me extremely frustrated with the lack of family leave granted in this country, especially in comparison with European countries. The Family and Medical Leave act allows up to 12 weeks, although most employees are not actually granted the full 12 weeks, and this time is still unpaid. While Gillian most likely has the financial resources to remain financially stable during this period of time, I can imagine that the concept of "key employee" could be used to reprimand Gillian if she did choose to start a family and take time off; I can imagine that this increases Gillian's distress regarding her current dissatisfaction with her employment. It still seems like a way to "punish" woman who have risen the career ranks and seek out motherhood.

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It's interesting because this chapter asks us to consider how transference would effect our working relationship with Gillian, particularly because of Gillian's high paying salary, her upper class background, her level of success, and her desire to have children while still working, however, as a woman who shares many aspects of Gilllian's background and identity, I may actually over identify with aspects of Gillian's story, which could produce a different kind of transference! Gillian reminds me of my own mother and her story, and I absolutely empathize with the gendered expectations that society has for working moms. I did find myself wincing while reading that Gillian's family celebrates a romanticized Thanksgiving, based on my own strong opinions, especially because she identifies with her First Nations heritage. She does seem to be sheltered from the experience that many First Nations communities have in this country, which is the result of historical genocide and systemic injustice.

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Wow! We got so much more insight into Gillian in this chapter. You can see how Gillian's earliest recollections, her favorite magazines, and her role models all paint a picture of Gillian's values and the importance of aspects of her identity as an Indigenous, First Nations woman. When Gillian chose to pursue private practice, it reminded me of her holland code, enterprising. I can also see now where the internal and external messages that Gillian received when she was younger fit in to her narrative now and how this has impacted her degree of burnout; she's seeking independence that she's not had in the past.

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It sounds like Gillian is incredibly hard working and motivated; I can't help wonder how much of her drive was based upon internal or external factors. What was the messages she received from her family members growing up around career and education expectations? I also wonder if this is correlated with the beginning stages of burnout that she's experiencing; how would her husband and family feel about her transitioning out of her career? She also has a very lucrative salary, but she lives in a very expensive city and neighborhood with a luxurious home, I'm assuming there's a lot of pressure to maintain the life she has now and it's not easy to find other jobs which provide a similar salary. I can only imagine the late nights and long weeks that Gillian has had to keep up with the expectations of an Ivy League school and a top accounting firm.

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Gillian is the perfect example of the "gap" as seen in the CASVE model of CIP approach! She is noticing the "gap" between her current situation and her desired situation! She is receiving internal signals, in the form of burnout, that would suggest that she should initiate the CASVE decision making process in order to find a more desired solution to her burnout.

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It would appear that Gillian's holland code is a perfect match for her career as an accountant; perhaps it's not satisfaction with the career choice, rather that her burnout is related to her firm or the expectations that her firm has, especially when we consider their expectation of living abroad in the near future. It was interesting to read that Gillian visited the Career Services office at Cornell her first semester on campus; it seems so early for her to have been concerned about the direction of her career! I wonder if that's simply in line with her go-getter spirit, or again, if there are other motivating external or internal motives for her eagerness.

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I thought a quote from the chapter was very pertinent to Gillian currently: "Super also recognized that career is (or should be) only one part of our lives." It's clear now that Gillian has not had time to explore her other roles in her life space or life career rainbow. It seems that she desires to have kids and start a family, which is consistent with her place in the Life Career rainbow, but the job that she has currently is not supportive or conducive to that role. Does Gillian have hobbies, interests, activities the she enjoys outside of work? I can only imagine the burnout that one would experience without the ability to fulfill our other roles or to have leisure activities, other than work.