28.11.2014 Views

appendix d: motivational interviewing - National Drug and Alcohol ...

appendix d: motivational interviewing - National Drug and Alcohol ...

appendix d: motivational interviewing - National Drug and Alcohol ...

SHOW MORE
SHOW LESS

Create successful ePaper yourself

Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.

Appendices<br />

Building motivation<br />

It is common in the pre-contemplation stage of change to encounter client resistance.<br />

DiClemente <strong>and</strong> Velasquez 329 identify five styles of resistance, <strong>and</strong> treatment strategies for each<br />

group these are outlined in Table 28.<br />

Table 28. Building motivation<br />

Type of Resistance<br />

Revelling<br />

Those who are having too good a time<br />

to change.<br />

Reluctant<br />

Those who are simply unwilling to<br />

consider change.<br />

Resigned<br />

Those who feel hopeless <strong>and</strong> helpless,<br />

may have a history of failed attempts<br />

<strong>and</strong> do not feel they can change.<br />

Rebellious<br />

Those who actively resist attempts to<br />

encourage change.<br />

Rationalising<br />

Rationalises why the addictive<br />

behaviour does not pose a problem.<br />

Appears to have all the answers.<br />

Strategies<br />

• Stimulate concern about the negative<br />

consequences.<br />

• Raise doubt about their illusory sense of elevated<br />

self-efficacy.<br />

• Focus on how their behaviour affects others.<br />

• Shift focus from problematic issue.<br />

• Counter the hesitance by working through their<br />

concerns about changing.<br />

• Build confidence in their ability to change.<br />

• Use the support of individuals who have made<br />

similar changes.<br />

• Provide hope.<br />

• Share success stories of similar individuals.<br />

• Evaluate prior attempts <strong>and</strong> suggest different.<br />

strategies to use.<br />

• Link autonomy <strong>and</strong> freedom to change.<br />

• Shift high-energy levels from rebellion to change.<br />

• Make sure they feel in charge of the change at all<br />

times.<br />

• Offer choices <strong>and</strong> options for managing their<br />

change.<br />

• Continue to make a clear connection between<br />

behaviour <strong>and</strong> consequences.<br />

• Do not deride their reasons but try <strong>and</strong> work with<br />

them to your advantage.<br />

• Build confidence in their potential to change.<br />

Adapted from Clancy <strong>and</strong> Terry 118 .<br />

Page | 141

Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!