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Motivational Interviewing for Difficult Conversations

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Motivational Interviewing for Difficult Conversations Cathy Cole, MSSW, LCSW Member, Motivational Interviewing Network of Trainers, Inc. ASWB Provider 1177 – PowerPoint PPT presentation

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Title: Motivational Interviewing for Difficult Conversations


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_at_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 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.
  • Client Well, that may be what you think I
    should do, but you cant make me!
  • You Understanding/meeting the client You are
    totally correct and I apologize for pushing you.
    Lets back track. What would be most helpful
    right now?

4
Motivational Interviewing Defined A Directional
Method
Motivational Interviewing is a collaborative
style of communication for strengthening a
persons 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
persons own reasons for change within an
atmosphere of acceptance and compassion. Motivat
ional 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?
  • Id like to talk about ..with you if that is
    okay. I have a concern aboutWhats it like for
    me to bring that up?
  • If you were going to do anything differently,
    what would that be? If you cant 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_at_cathycoletraining.com
  • 919-360-3071
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