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Motivational Interviewing as a Counseling Style (Non-Empathic: (Ordering…
Motivational Interviewing as a Counseling Style
Definition:
A technique in which you become a helper in the change process and express acceptance of your client.
A way to interact with substance-using clients, not merely as an adjunct to other therapeutic approaches, and a style of counselling that can help resolve the ambivalence that prevents clients from realizing personal goals.
Assumptions:
Ambivalence about substance use (and change) is normal and constitutes an important motivational obstacle in recovery.
Ambivalence can be resolved by working with your client's intrinsic motivations and values.
The alliance between you and your client is a collaborative partnership to which you each bring important expertise.
An empathic, supportive, yet directive, counselling style provides conditions under which change can occur.
Five Principles
:
1.
Express empathy through reflective listening.
2.
Develop discrepancy between clients' goals or values and their current behavior.
3.
Avoid argument and direct confrontation.
4.
Adjust to client resistance rather than opposing it directly.
5.
Support self-efficacy and optimism.
Non-Empathic:
Ordering or directing.
Warning or threatening.
Giving advice, making suggestions, or providing solutions prematurely or when unsolicited.
Persuading with logic, arguing, or lecturing.
Moralizing, preaching, or telling clients their duty.
Judging, criticizing, disagreeing, or blaming.
Agreeing, approving, or praising.
Shaming, ridiculing, labeling, or name-calling.
Interpreting or analyzing.
Reassuring, sympathizing, or consoling.
Questioning or probing.
Withdrawing, distracting, humoring, or changing the subject.
Stages
• Stage I – Precontemplation:
Individuals have little interest or motivation to change.
• Stage II – Contemplation:
Individuals are often open to the suggestion that they need to change their behavior, but they have not made any efforts toward actually changing their behavior.
• Stage III – Preparation:
The person has made a commitment to change and understands that they are responsible for changing.
• Stage IV – Action:
In this stage, the person is actually involved in an effort to change their behavior.
• Stage V – Maintenance:
In this stage, the person has developed a level of efficiency that allows them to change their behavior and may have firmly established new behavioral patterns. To be qualify their changes must have been in place for six months.
• Stage VI – Termination:
The person has adopted all of the changes they need to make and is able to overcome any new obstacles.