The key concept of Tiedeman's approach to career development is self-development in the broadest sense of the word. He believed that the evolving ego identity is of central importance in the career development process. The theory has two different periods:

1. Anticipation
2. Implementation/adjustment

The model is centered on the process of anticipating and adjusting to career/occupational choices. The anticipation part is recognizing and trying out choices and includes:

1. Exploration - activities based on fantasy
2. Crystallization - patterns are formed
3. Choice - further clarification and commitment
4. Specification - decisions are acted upon

In implementation/adjustment, a person adjusts to a career choice through:

1. Induction - information is assimilated and goals determined
2. Reformation - expectations are modified and decision is questioned
3. Integration - dynamic equilibrium where conflicts and doubts are resolved

Anticipation comes before adjustment, but their internal phases can be jumbled, so this model builds on decision-making more than development.

Tiedeman and O'Hara also used Erik Erikson's life stage crises to explain differences in career development, presenting an ongoing process of self-perception. Competence, autonomy, and agency factor largely as self-concept and career-concept grow over time. Later variations spotlight the role of an evolving sense of self and values in career development.