why does the Career Engagement Model stood out to you and identify what strengths it brings. Consider how the Career Engagement Model addresses the realities of work, life, and learning in today's society?

Reference:

Career Development at Work

Seeing the need for career development to extended into the workplace, the Career Engagement model (Neault & Pickerell, 2019) integrates the literature on employee engagement, Csikszentmihalyi's (1997) work on flow or optimal experience, and Vygotsky's (1978) work on the zone of proximal development. It provides a conceptual framework for understanding the dynamic interaction between challenge and capacity, both individual and contextual, across the lifespan and life roles. As challenge and capacity factors interact, individuals move in and out of optimal engagement. Too much challenge results in feeling overwhelmed; too little leads to feeling underutilized. Either state left unchecked can result in disengagement; however, the path to re-engagement depends on the route by which an individual fell out of the engaged zone.

Early interventions to re-align challenge and capacity can be immediately effective - it's much easier to re-engage when only slight course corrections are needed than if one slips into complete disengagement by being chronically overwhelmed or underutilized.

Consequently, career interventions can focus their effort at multiple levels:

• Individuals seeking to establish/maintain their own engagement
• Leaders (e.g., educators, managers, supervisors) seeking to foster engagement of their subordinates/followers
• Systems seeking to infuse a career development approach across programming/services