Motivational Interviewing

[liveonearth]

http://motivationalinterview.org/

This is a method that has been used for sustance abuse intervention by non-specialists. It is suggested as a method for healthcare practitioners of all types to use for opportunistic interventions when they encounter a situation in which a person's ideal behavior is discrepant from their actual behavior (I can't think of any examples, can you?). One study suggested that brief interventions work better than no intervention at all, and sometimes as well as more intensive treatment. It appears to be adaptable to many risk behaviors and populations.

It reminds me very much of nonviolent communication, as expounded in the book of that title by Marshall Rosenberg.

The technique is client-centered and is designed to build trust and reduce resistance, and to increase readiness for change. The principles include:
1) understanding the client's view accurately
2) avoiding or de-escalating resistance
3) increasing the client's self-efficacy
4) increasing their perceived discrepancy between their actual and idea behavior

The active components of the technique are:
1) increasing readiness to change
2) using empathic listening techniques
3) increasing self-efficacy
4) increasing percieved discrepancy

Comments

[b-vainamoinen.livejournal.com]

I went to a one-day overview training. Then, I read a couple of books on it (Including "Motivational Interviewing").

Then, me and my field supervisor both went to a two-day intensive training workshop that drilled down on each of those 4 techiques you listed above and included lots of "role-playing" type of experiential stuff.

The reason I think it works so well is because the motivation for change all comes from the client. It all becomes "the client's idea." The therapist helps the client see that they CAN make the changes that they want to make.

So, it's that sort of thing.

[liveonearth.livejournal.com]

Sounds like plenty of training for a fairly simple practice....but oh so useful. Thanks for the reply.