- What are the 5 principles of motivational interviewing?
- What is the main goal of motivational interviewing?
- How do you start a motivational interview?
- What is the spirit of motivational interviewing?
- What does resistance feel like?
- How can a therapist overcome resistance?
- How do you work with resistance?
- What are the 4 principles of motivational interviewing?
- What should you not do in motivational interviewing?
- How do you respond to resistance?
- What are the three types of resistance?
- What is rolling with resistance in motivational interviewing?
What are the 5 principles of motivational interviewing?
Five Principles of Motivational InterviewingExpress empathy through reflective listening.Develop discrepancy between clients’ goals or values and their current behavior.Avoid argument and direct confrontation.Adjust to client resistance rather than opposing it directly.Support self-efficacy and optimism..
What is the main goal of motivational interviewing?
The aim of motivational interviewing is to encourage the patient to become an active participant in the change process by evoking their intrinsic motivations for change. And all this despite ambivalence and what often seems like resistance, which is considered a normal part of the change process.
How do you start a motivational interview?
Motivational interviewing: four steps to get startedAsk open-ended questions instead of “yes” or “no” questions. … Offer affirmations. … Practice reflective listening. … Summarize the visit.
What is the spirit of motivational interviewing?
The “Spirit” of Motivational Interviewing The spirit of MI is based on three key elements: collaboration between the therapist and the client; evoking or drawing out the client’s ideas about change; and emphasizing the autonomy of the client.
What does resistance feel like?
Since the change process requires extra effort, energy, and brain power, resistance can provoke physical feelings of discomfort like tiredness, lethargy, and slowed movement patterns.
How can a therapist overcome resistance?
Perhaps the best way for counselors to avoid resistance with clients is to allow change to happen on its own, Mitchell says. If a counselor enters the therapeutic relationship and pushes the client to change before that person is ready, resistance will be the likely result, he says.
How do you work with resistance?
I fight Resistance every single day, and I thought you might be interested in some of the ways I fight and beat Resistance, daily.Become aware. … Combat this by realizing that you are facing Resistance. … Be very clear, and focus. … Clear away distractions. … Have a set time and place. … Know your motivation. … Just start.
What are the 4 principles of motivational interviewing?
Motivational interviewing is a counselling method that involves enhancing a patient’s motivation to change by means of four guiding principles, represented by the acronym RULE: Resist the righting reflex; Understand the patient’s own motivations; Listen with empathy; and Empower the patient.
What should you not do in motivational interviewing?
Motivational Interviewing: Do’s and Don’tsDO: Roll with resistance—listen to your patient’s problems and fears. … DO: Pause before discussing how a patient can make changes. … DO: Listen for a patient’s insights and ideas. … DO: Collaborate. … DON’T: Pressure, fix, or control. … DON’T: Use scare tactics. … DON’T: Neglect to praise your patient’s efforts.More items…•
How do you respond to resistance?
Resistance: Resistance is normal. … How do you respond to resistance: Reflective Listening – to be accurate you must really listen to both what the client says. … Shifting Focus: … Reframing: … Agreeing with a twist: … Emphasizing personal choice and control:
What are the three types of resistance?
We call these three types of resistance: game change, outside game and inside game. This section will explain what makes each type of resistance effective, as well as how they complement one another.
What is rolling with resistance in motivational interviewing?
Resistance is what happens when we expect or push for change when the client is not ready for that change. … There is no way to make people like change. You can only make them feel less threatened by it.