Career Development Officer (CDO) Career Advising Course

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15 Sep

Career Development Officer (CDO) Career Advising Course section 56

Career Development Officer (CDO) Career Advising Course section 56

Tuesday, September 15, 2026 (12:00 AM) to Friday, September 18, 2026 (11:59 PM)
28 PDCs
Provider: Defense Intelligence Agency
Course Name: Career Development Officer (CDO) Career Advising Course

Speaker: Steven Bronder
Program Type: Instructor E-Learning
Registration URL: https://www.dia.mil/
Career Development Officer (CDO) Career Advising Course section 56, Washington, District of Columbia
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At the conclusion of the DIA Career Development Officer (CDO) Career Advising Course, using DIA advising guidance, Standards of Professionalism, approved advising models/tools, and knowledge of available agency resources, students will effectively advise employees through a full career advising session by applying attending skills, appropriate nonverbal communication, active listening, prompts/probes, summarizing mitigation, and collaborative goal setting an planning with referral to relevant partner-exercise and earning 80% or higher on the final exam.

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Day 1 ELO 1- Introduction, CSM Overview, and Guidelines, OHR NDA Given DIA talent management and career advising policy/guidance, describe the purpose of the CDO Career Advising Course and explain the roles/responsibilities of the CDO and Career Service Manager ELO 2- What is a Career? Given the facilitated discussion and supporting materials, career development officers will analyze the multifaceted nature of careers as lifestyle concepts by defining career components, comparing generational workforce motivations, and evaluating how personal and professional development integration supports long-term career satisfaction, in order to effectively guide DIA officers in their career development journey. ELO 3- What is a CDO? Given the Skilled helper model framework and CDO role descriptions, career development officers will apply the three-stage CDO advising model (exploration, preferred picture, and the way forward) by distinguishing between coaching, mentoring, and advising techniques and explaining CDO roles and responsibilities in supporting officer career development, in order to effectively facilitate problem-solving and goal-setting sessions with DIA officers. ELO 4- Characteristics of an Effective Advisor Given case scenarios and self-assessment tools, career development officers will evaluate the characteristics of effective advisors by identifying trust-building behaviors, demonstrating emotional intelligence components (self-awareness, self-regulation, motivation, empathy, and social skills), and applying communication strategies that accelerate trust, in order o establish credible and productive advising relationships with DIA officers. ELO 5- Attending, Non Verbal Communication, and Active Listening Given instructional materials, classroom discussions, and video examples, the student will analyze the components of effective attending behaviors and active listening techniques to facilitate productive Career Development Officer (CDO)-officer interactions, with emphasis on contextual attending, physical attending (SOLER), and nonverbal communication interpretations. ELO 6- Standards of Professionalism Given instructional materials, Federal ethics guidelines, Merit Principles, and scenario-based case studies, the student will evaluate workplace situations to identify professional standards violations, discriminatory practices, and ethical dilemmas, and recommend appropriate courses of action consistent with Federal ethics requirements, DIA policies, and Merit System Principles. Day 2 ELO 8-Prompt, Probes, and summarizing Officer Themes Given instructional materials and classroom discussion, and video examples, the student will apply advanced questioning techniques and summarization strategies within Egan’s Skilled Helper Model to facilitate officer self-discovery and problem clarification during Career Development Officer (CDO)-officer interactions, with emphasis on employing prompts and probes to explore officer situations, utilizing the GROW model to structure productive sessions, and summarizing themes to advance officers through the exploration stage o the advising process. ELO 9- Context & Analyzing Problem Sets Given an employee problem set context, constraints, goals) analyze the situation to identify root issues, priorities, an decision points meeting rubric standards for accuracy and logic. ELO 10- Goal Setting, Planning, and Supporting the Implementation Given brainstorming prompts planning tools (e.g. SMART criteria, Balance Sheet Method, Action Plan Form, and mind mapping), career development officers will be able develop and support career goals by evaluating alignment with personal/organizational values, demonstrate the creation of actionable plans (including milestones, resources, and accountability mechanisms), and be able to apply implementation strategies to address barriers like procrastination and time management, in order to guide officers toward motivated, realistic, and successful career advancement. Day 3 ELO 11- Agency Resources & Referrals (Partner Orgs) Given a resources and partner-organization briefs, CDOs can match employee needs to appropriate DIA programs/services and make correct referral recommendations with 80% or higher accuracy. Day 4 ELO 12- Capstone/Performance Integration Given the capstone case file ad constraints, conduct an end-to-end advising engagement that integrates communication skills, ethics, analysis, goal setting, planning, and referral earning “proficient” or higher on the capstone rubric.

Career Development Officer (CDO) Career Advising Course section 56
Career Development Officer (CDO) Career Advising Course section 56
200 Macdill Blvd
Washington, DC 20340-0001

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