tag:blogger.com,1999:blog-57006278868575924572024-03-08T11:00:43.789-08:00Learning Motivational InterviewingTheresa Williamshttp://www.blogger.com/profile/00214453129152806890noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-5700627886857592457.post-4704452417197731942011-08-03T13:05:00.000-07:002011-08-03T13:05:23.466-07:00Is learning MI an organized process?<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman";">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.<span style="mso-spacerun: yes;"> </span>They also note that characteristics of the person using MI may impact the learning process.</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman";">What characteristics do you think promote or detract from learning MI?<span style="mso-spacerun: yes;"> </span>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.<span style="mso-spacerun: yes;"> </span>I am still in a dilemma about whether you learn it the same or differently than you learn to master other skills.<span style="mso-spacerun: yes;"> </span>Does past experience with learning new skill impact outcome?</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman";">Theresa Williams RN, MBA, MSN, MEd</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="color: #333333; font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: Calibri;">Miller, B. & Moyers, T. (2006). Eight stages in learning motivational interviewing. Journal of Teaching in the Addictions, 5(1), 3-17.</span><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-fareast-font-family: "Times New Roman";"></span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><br />
</div>Theresa Williamshttp://www.blogger.com/profile/00214453129152806890noreply@blogger.com0tag:blogger.com,1999:blog-5700627886857592457.post-26075380026953155732011-08-02T15:03:00.000-07:002011-08-02T15:03:25.789-07:00Learning to Learn? Global or specific?<div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">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?<span style="mso-spacerun: yes;"> </span>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?</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">I would love your opinions.<span style="mso-spacerun: yes;"> </span>This is a Pandora’s box and those of you with experience may have uncovered the answer (or opened the box!)</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: Calibri;">Theresa Williams RN, MBA, MSN, MEd</span></div>Theresa Williamshttp://www.blogger.com/profile/00214453129152806890noreply@blogger.com0tag:blogger.com,1999:blog-5700627886857592457.post-55517631532108406772011-07-30T08:57:00.000-07:002011-07-30T08:57:04.666-07:00Learner centered MI training?<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;"> 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. </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;"><span style="mso-tab-count: 1;"> </span>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?<span style="mso-spacerun: yes;"> </span></span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;"><br />
</div><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;">Theresa Williams RN, MBA, MSN, MEd</span><br />
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<span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt 0.5in; text-indent: -0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">Miller, B. & Moyers, T. (2006). Eight stages in learning motivational interviewing. Journal of Teaching in the Addictions, 5(1), 3-17.</span></div></span>Theresa Williamshttp://www.blogger.com/profile/00214453129152806890noreply@blogger.com0tag:blogger.com,1999:blog-5700627886857592457.post-48419016819851796702011-07-26T11:09:00.000-07:002011-07-26T11:09:32.868-07:00Learning Motivational Interviewing!<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">Motivational Interviewing (MI) was redefined in 2009 as “<span style="mso-bidi-font-weight: bold;">a collaborative, person-centered form of guiding to elicit and strengthen motivation for change” (Miller & Rollnick, 2009).<span style="mso-spacerun: yes;"> </span>Initially it was used in addiction counseling in 1989. <span style="mso-spacerun: yes;"> </span>Overtime is has moved to all areas of healthcare, correctional services, customer service, and probably numerous other areas.<span style="mso-spacerun: yes;"> </span></span></span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; mso-bidi-font-weight: bold;">I was trained in 2003 in face-to-face classes with Dr. Vaughn Keller who was an associate director at the </span><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">Bayer Institute for Healthcare Communication. Dr. Keller was skilled in communication skills, teaching communication, and using motivational interviewing.<span style="mso-spacerun: yes;"> </span>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. </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">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.<span style="mso-spacerun: yes;"> </span>I would love to hear from users of MI as well as MI trainers.<span style="mso-spacerun: yes;"> </span>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.<span style="mso-spacerun: yes;"> </span></span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">My hope is we will all learn how to better spread this powerful communication tool to many more areas. <span style="mso-spacerun: yes;"> </span>Join me in brainstorming!</span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><br />
</div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none; text-indent: 0.5in;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">Theresa Williams RN, MBA, MSN, MEd</span></div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><br />
</div><div class="MsoNormal" style="margin: 0in 0in 10pt;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt; line-height: 115%;">Resources: </span></div><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt; mso-layout-grid-align: none;"><span style="font-family: "Times New Roman", "serif"; font-size: 12pt;">Miller, W.R. & Rollnick, S. (2009). Ten things that motivational interviewing is not. <i>Behavioural and Cognitive Psychotherapy</i>, <i style="mso-bidi-font-style: normal;">37</i>, 129-140.</span></div>Theresa Williamshttp://www.blogger.com/profile/00214453129152806890noreply@blogger.com0