2. 2
Why learn about the stages?
“As I read through the stages, I was comforted in
knowing that I was not the only one experiencing all the
various emotions. Knowing that others have felt the
same way calmed my fears a bit to know that what I was
experiencing was “normal.” The focus has been for me
to normalize my feelings and allow the process to
happen” (Sweitzer & King 2004, 50).
3. 3
STAGES 1-2 CONCERNS TASKS
Anticipation • High motivation, motivation,
and idealistic expectations.
• Self-doubt: Can I do this? Am I
qualified? Will I fit in to the
work environment?
• Examine assumptions and
acknowledge concerns.
• Review company
information and job
description.
• Review your short and
long-term goals to refocus
and build confidence.
Disillusionment • Learning curve, unexpected
emotions (frustration, anger,
confusion, panic).
• New opportunities and
adjusting expectations.
• Development of routine may
vary from what was expected.
• Work may not be as exciting
or challenging as expected.
• Alternatively, work may be
more challenging than
expected
• Build relationships with
colleagues and managers.
• Identify revised SMART
goals.
• Reflect on skills and
strategies for time
management, dealing with
setbacks, and managing
managers.
4. 4
STAGES 3-4 CONCERNS TASKS
Competence • Achieve independence
• Gain confidence
• Experience effectiveness
• Increased learning and
productivity on site as
becomes more confident,
self-aware, and connected
to the work group.
• Reassess goals and
expectations
• Reassess support systems
• Develop specific strategies
• Continue to seek feedback
on performance
• Identify feelings of
achievement and success.
Culmination • Transfer of responsibilities
and saying goodbye to
colleagues.
• Completion of tasks and
managing disappointment
when leaving work that is at
a partial completion stage
• Endings and closure.
• Take stock of what you have
accomplished, request a
letter of recommendation
from your mentor and move
ahead proudly.
• Maintain contacts with
colleagues (email, phone,
LinkedIn). Plan for next
steps.
5. 5
Template: Stages of an Internship Action
Plan
STAGE CHALLENGE ACTION
Anticipation • What if I am not prepared?
• What if I make mistakes?
• Review job/project description
• Acknowledge mistakes and work
on solutions.
Disillusionment • Why is this internship not
what I expected?
• Why can’t I talk with my
supervisor at any time?
• Assess work environment and
negotiate realistic goals and
objectives.
• Realize time is valuable and the
importance of planned meetings
for communication.
Competence • What skills have I
mastered?
• What challenges still exist?
• How do I define job
success and satisfaction?
• Identify skills gained.
• Identify accomplishments.
• Identify challenges and
brainstorm solutions.
Culmination • Incomplete projects • Identify strategies for
continuation with team and
managers.
• Manage next steps in
professional trajectory.
Notes de l'éditeur
Though you each have individual strengths and will have unique demands and experiences in your internship, there are some common developmental stages you are likely to experience: Anticipation, Disillusionment, Competence, and Culmination. These stages are driven by concerns that interns commonly experience and reflect what is meaningful at that time in the internship. Your concerns will evolve as you move forward, get used to your environment, and become more comfortable and confident.
Each stage has its own set of challenges for you to deal with, as well as its own set of opportunities for growth. Often you must deal with those challenges and take advantage of those opportunities before you grow into the next stage.
Stage 1: Anticipation focuses on excitement and idealism of internship. Management of anxiety and expectations. The tasks focus on reviewing of relevant work materials, goals, and evaluating assumptions and concerns.
Stage 2: Disillusionment centers on the frustration of unmet expectations and developing a work routine. Recognizing that workload, and excitement of internship, may vary. Tasks are focus on revising goals based on SMART design (see Pro Skills Lesson 19: Goal Setting and Managing Setbacks), building relationships with colleagues, and developing strategies to deal with unmet expectations.
Stage 3: Competence emerges once the intern manages unmet expectations and varying degrees of challenge/downtime at his/her internship. With developing a work routine and building relationships with colleagues, the intern feels a degree of confidence and independence in the position, ultimately improving effectiveness which also supports continued learned. With new confidence and skills gained, the intern should evaluate goals and refine accordingly, as well as continue to seek growth opportunities.
Stage 4: Culmination sees the internship come to an end. Managing endings is an important skill for an intern to learn, but can be challenging when projects are left incomplete and when relationships have been developed. It is important during this stage that the intern develop an “exit plan” via contacts with colleagues as part of network-building as well as ensure clear communication with team/manager on incomplete projects.
Now it’s your turn! As in Pro Skills, you developed conflict management action plans (Lesson 4) and 5-year action plans (Lessons 18-19) to map out scenarios and productive responses, students will develop an action plan to develop responses and solutions to potential challenges related to internship stages.
In groups of 3-4, students will develop an internship action plan using the template below.
In their groups, students should first identify the stage they are in for their internship, identify a specific concern, and work with their PDW colleagues to develop a solution or action item.
Sample challenges are included to help facilitate discussion.
Once each group has had time to discuss, have 1-2 members of each group present their plans to the class.
