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Motivational Interviewing

Motivational Interviewing. Objectives. To understand the concept of motivational interviewing. To be able to discuss some of the general principles. To be able to begin to use some of the concepts in practice. What is Motivational Interviewing?. What is Motivational interviewing?.

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Motivational Interviewing

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  1. Motivational Interviewing

  2. Objectives • To understand the concept of motivational interviewing. • To be able to discuss some of the general principles. • To be able to begin to use some of the concepts in practice

  3. What is Motivational Interviewing?

  4. What is Motivational interviewing?

  5. What is Motivational Interviewing? • Client –centred counselling style for changing behaviour by helping clients explore/resolve ambivalence. • A approach to help individuals develop a commitment to changing problematic behaviour. • A motivation to change that comes from the client.

  6. Be aware of………… • Assuming that the client wants to change. • Assuming the client’s health is the prime motivating factor from them. • That if the client does not decide to change then the intervention has failed.

  7. 5 General principles • Express sympathy • Develop discrepancy • Avoid arguments • Roll with resistance • support self efficacy (believe one is capable of performing in a certain manner)

  8. Strategies of MI • Elicit - draw out • Clarify – make clear • Resolve ambivalence – simultaneous attraction + revulsion towards an object/ action ( I do but I don’t!)

  9. For a client to change they need to……… • Recognise the current behaviour is a problem or concern. • Believe that they will be better off if they change. • Believe that they are able to change.

  10. Process of change

  11. Worker skills • Express empathy through reflective listening. • Communicate respect for and acceptance of their feelings. • Establish a non judgemental relationship with client. • Be complimentary not punitive. • Listen rather than tell. • Gently persuade ( change is up to the client.) • Develop discrepancy between clients goals and values and their current behaviour. • Focus on clients strengths to support and optimising needed to change.

  12. Undertaking an interview • Examine the good things about the clients behaviour. • Examine the less good things and compare the two. • Explore how much of a concern the less good things are.

  13. Decisional balance sheet

  14. Tool kit! • Be empathic – non judgemental • Use open Questioning • Reflective listening • Summarize • Use decisional balance sheet

  15. Some good phrases to use! • Tell me about your …………… • What do you like about ……………… • What is positive about your……..for you? • Do you have any concerns about……………

  16. Summary • Sowing a seed!! • Helping people to maintain change • Client centred • Non confrontational • Opportunist • Can be delivered by non-specialist

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