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Wednesday, August 3, 2011

Is learning MI an organized process?

It is interesting to me that as Miller and Moyers (2006) define eight steps to learning Motivational Interviewing (MI) they indicate that learning seems to have to be mastered one step at a time for the most part. They do note that you may be able to learn roll with resistance earlier in the process but you certainly cannot strengthen change talk until you learn to recognize change talk.  They also note that characteristics of the person using MI may impact the learning process.
What characteristics do you think promote or detract from learning MI?  Has anyone tried to learn it out of order and been successful? I would love to hear your reactions so we can all learn how we learn MI.  I am still in a dilemma about whether you learn it the same or differently than you learn to master other skills.  Does past experience with learning new skill impact outcome?
Theresa Williams RN, MBA, MSN, MEd
Miller, B. & Moyers, T. (2006). Eight stages in learning motivational interviewing. Journal of Teaching in the Addictions, 5(1), 3-17.

Tuesday, August 2, 2011

Learning to Learn? Global or specific?

Considering the learning to learn Motivational Interviewing (MI) approach rather than teaching MI do you think learning to learn is different for MI than anything else you want to learn?  For example, if I want to learn more about strengths-based management do I learn that the same way I learn MI or is the training unique for each zone of learning?
I would love your opinions.  This is a Pandora’s box and those of you with experience may have uncovered the answer (or opened the box!)
Theresa Williams RN, MBA, MSN, MEd

Saturday, July 30, 2011

Learner centered MI training?

            Many people have learned Motivational Interviewing (MI) in the classroom setting in 2-3 day seminars. Miller and Moyers (2006) note that a study in 2001 showed that MI clinical workshops did not impact proficiency post training in MI. The style of communication was unchanged post training. Out of these outcomes training was revised and the approach became addressing the spirit of MI and focusing on how to learn while you work with clients. In essence the approach became teaching them how fish rather than having them fish for two days and return home to buying frozen fish. Over a year this approach did show a change in the communication style.
            Miller and Moyers (2006) define eight steps to learning MI; the spirit of MI, OARS-client-centered counseling skills, recognizing and reinforcing change talk, eliciting and strengthening change talk, rolling with resistance, developing a change plan, consolidating client commitment, and switching between MI and other counseling methods. I would love to hear from those who have worked under different training modes and see how you think they worked for you. Has anyone participated in an MI class with the above approach? 

Theresa Williams RN, MBA, MSN, MEd

Miller, B. & Moyers, T. (2006). Eight stages in learning motivational interviewing. Journal of Teaching in the Addictions, 5(1), 3-17.

Tuesday, July 26, 2011

Learning Motivational Interviewing!

Motivational Interviewing (MI) was redefined in 2009 as “a collaborative, person-centered form of guiding to elicit and strengthen motivation for change” (Miller & Rollnick, 2009).  Initially it was used in addiction counseling in 1989.  Overtime is has moved to all areas of healthcare, correctional services, customer service, and probably numerous other areas. 

I was trained in 2003 in face-to-face classes with Dr. Vaughn Keller who was an associate director at the Bayer Institute for Healthcare Communication. Dr. Keller was skilled in communication skills, teaching communication, and using motivational interviewing.  As a colleague of Bill Miller and Stephen Rollnick, Dr. Keller was the ideal trainer. His ability to both use constructed examples as well as spontaneous interactions to demonstrate MI was invaluable in the classroom setting. He had a passion for MI that was infectious.

Eight years after my induction into MI I I remain an avid supporter. However, I work with a virtual workforce and wonder about options to train MI that may be innovative. I am interested in discussion as to what works and what does not work. Wave the magic wand and tell me if you could try something you think has a chance what might that be.  I would love to hear from users of MI as well as MI trainers.  Please indicate the area you use MI in and both the value of training and the value of implementation of MI into your area of focus. 

My hope is we will all learn how to better spread this powerful communication tool to many more areas.  Join me in brainstorming!

Theresa Williams RN, MBA, MSN, MEd

Miller, W.R. & Rollnick, S. (2009). Ten things that motivational interviewing is not. Behavioural and Cognitive Psychotherapy, 37, 129-140.