McCashen’s strengths-based practice framework, Ko tā McCashen anga mahi whakamana i tō te tangata anō kahawhiri
Updated 10 Aug 2026
McCashen’s framework is based on the belief that everyone has strengths, capacities and resources that can help them achieve their goals.
Framework overviewTe tirohanga whānui o te anga,
The strengths approach is a practice framework developed by Wayne McCashen that focuses on people's strengths, resources and aspirations rather than their deficits or problems. It provides career advisers with a collaborative, client-led approach to support individuals to:
- build confidence
- identify opportunities
- take meaningful steps towards their career goals.
The strengths approach is based on the belief that everyone has strengths, capacities and resources that can help them achieve their goals.
McCashen defines a strength as anything that helps a person achieve. The framework encourages career advisers to identify what is working well, what resources are available to the client and what aspirations people have for the future. This perspective also aligns with the social model of disability, which focuses on people's capabilities and strengths rather than defining them by their impairments.
The approach is collaborative and client-led. The career adviser acts as a facilitator, working alongside clients to find the ‘gold’ in career conversations that can support positive change and career development.
Key conceptsNgā ariā matua,
Relationships and engagementNgā hononga me te whai wāhi,
Trusted relationships are central to strengths-based practice. Career advisers act as facilitators, working collaboratively with the client, recognising and respecting the client's lived experience, and creating the conditions for engagement, self-belief and positive change.
The client is the expertKo te kiritaki te mātanga,
The strengths approach assumes the client is the expert in their own life. The framework encourages career advisers to adopt a position of curiosity and use open-ended questions to help clients identify their own strengths, possibilities and solutions.
Listening, acknowledgement and validationTe whakarongo, te whakamihi me te whakaman,
It is the career adviser's role to actively listen for a person's experiences, aspirations, strengths and achievements, and then acknowledge and validate them. This helps the client to feel heard, and can support greater self-belief, engagement and improved outcomes in the career development process.
Strengths create changeMā ngā kaha e whakaputa ngā panoni,
Career advisers can help clients identify previous successes and achievements. Recognising the strengths demonstrated in these experiences can increase motivation, build confidence and make goals feel more achievable.
Practical uses in career practiceNgā whakamahinga whaitake i ngā mahi aramahi,
McCashen’s column approach is a practical tool that career advisers can use with clients to identify strengths from their experiences. It involves guiding clients to reflect on specific experiences, what they did in those situations, and the strengths those actions demonstrate.
Experience or achievement | What did you do? | What strengths did this demonstrate? |
Organised an event or project | Planned activities, coordinated people, managed timelines and responded to challenges | Organisation, leadership, problem-solving, adaptability, planning |
Participated in a cultural, community or interest group | Contributed to activities, worked with others and shared knowledge or skills | Collaboration, communication, cultural awareness, initiative, relationship-building |
Participated in a sporting team or group activity | Attended regularly, worked towards shared goals, supported others and responded to feedback | Commitment, teamwork, communication, resilience, self-discipline |
Served on a committee, board or working group | Attended meetings, contributed ideas, helped make decisions and supported activities | Leadership, responsibility, strategic thinking, communication, teamwork |
Balanced multiple commitments | Managed competing priorities such as work, study, family, volunteering or community responsibilities | Time management, organisation, resilience, self-management, commitment |
Implications for career developmentNgā rara ki te whanaketanga aramahi,
The strengths approach framework can be particularly valuable when working with clients who have experienced barriers to education, employment or career development, as it focuses on strengths, possibilities and future opportunities rather than limitations. It assumes that all individuals are capable of meaningful participation in employment and career development and can benefit from identifying and building on their existing strengths and resources.
SourcesNgā pūtake,
Burwell, R. & Chen, C. P. (2006). Applying the principles and techniques of solution-focused therapy to career counselling. Counselling Psychology Quarterly, 19(2), 189-203, https://doi.org/10.1080/09515070600917761
McCashen, W. (2005). The strengths approach: A strengths-based resources for sharing power and creating change. St Luke’s Innovative Resources.