Clarification of a client's self-concept and its implementation in the world of work remains an overarching goal of career counseling. To date, counselors have largely used objective measures of interests, values, needs, and abilities in their efforts to accomplish this goal. Objective assessments alone offer decontextualized views of the self, often disregarding nuances in individual differences. To address this problem, counselors can use the Career Style Interview (CSI), which forms the assessment as a method for attaining a more comprehensive and personally meaningful representation of the self A description of the CSI and a case study are presented to promote counselor understanding of this method. Choosing and entering an occupation essentially involves a process of clarifying and implementing a work self-concept (Super, 1951, 1953). This proposition remains a mainstay of career counseling, dating to the inception of the field (Parsons, 1909). Consistent witb this premise, a variety of psychometric inventories and scales have been developed and used by career counselors to facilitate and expedite the process of self-understanding. Objective appraisal of vocational interests, needs, values, and abilities througb test interpretation has indeed become common practice in career counseling (Crites, 1981; Crites & Taber, 2002; Swanson & D'Achiardi, 2005; Watkins, Campbell, & Nieberd-ing, 1994). Measuring individual differences is the central component of trait and factor models of career counseling. Assessing broad, decontextualized dispositional traits, such as interests, needs, values, and abilities, reflects basic tendencies in behavior. These behavioral tendencies can be conceptualized as the structural basis of individual differences (Cantor, 1990; McAdams & Pals, 2006). Results from objective measures merely provide career counselors with a gen-eral outline of a person's individuafity and self-concept. For example,