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Motivational Interviewing for Difficult Conversations

Motivational Interviewing for Difficult Conversations. Cathy Cole, MSSW, LCSW Member, Motivational Interviewing Network of Trainers, Inc. ASWB Provider 1177 http://www.cathycoletraining.com cathy@cathycoletraining.com

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Motivational Interviewing for Difficult Conversations

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  1. Motivational Interviewing for Difficult Conversations Cathy Cole, MSSW, LCSW Member, Motivational Interviewing Network of Trainers, Inc. ASWB Provider 1177 http://www.cathycoletraining.com cathy@cathycoletraining.com Motivational Interviewing is the work of William Miller and Stephen Rollnick I am honored to teach MI.

  2. Difficult Conversations • What are they? • How do they get initiated? • What happens then? • Worst possible outcome? • Best possible outcome?

  3. Discord = Not Being Understood! Discord Shows Up! You Create Discord! Client: ‘Well, that may be what you think I should do, but you can’t make me!’ You: Understanding/meeting the client: ‘You are totally correct and I apologize for pushing you. Let’s back track. What would be most helpful right now?’ • Client: ‘Being made to come here is just not fair.’ • You: Understanding/meeting the client: ‘You feel very pushed; however you feel is okay. I hope we can find a way to make the time useful for you around this issue.’

  4. Motivational Interviewing Defined: A Directional Method Motivational Interviewing is a collaborative style of communication for strengthening a person’s own motivation and commitment to change. MI is a person-centered counseling method for addressing the common problem of ambivalence about behavior change. MI is a collaborative, goal oriented style of communication with particular attention to the language of change. It is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change within an atmosphere of acceptance and compassion. Motivational Interviewing, Helping People Change, Miller and Rollnick, 3rd Edition, Guilford, 2013

  5. Spirit of MI Partnership The Person with Whom We are Interacting Acceptance Evocation Compassion

  6. Four Processes of MI Planning: when “yes” to moving ahead, what will that look like? Evoking: Where is the person in the process of change? Focusing: Based on those concerns, what direction are we headed in? Engaging: Connecting with and understanding the perspective/concerns of the other person

  7. What to Avoid • Going too fast • Not giving the parent time to respond • Missing the point • Trying to get too much done at one time • Coming across as blaming • Providing, as opposed to, eliciting solutions

  8. What Might Help • Being clear about any constraints you have • Understanding and honoring cultural perspective • Demonstrating a non judgmental attitude • Agreeing on any small change

  9. A Useful MI Tool • Elicit, Provide, Elicit • What do you know? May I share some information? Where does that leave you now? • I’d like to talk about …..with you if that is okay. I have a concern about……What’s it like for me to bring that up? • If you were going to do anything differently, what would that be? If you can’t think of anything, may I offer some ideas? Out of those, what might work or what other ideas does this bring up for you?

  10. Resources • Motivational Interviewing, Helping People Change, Miller and Rollnick, 2013 Guilford • Further training: www.cathycoletraining.com • cathy@cathycoletraining.com • 919-360-3071

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