OBSTACLES AND STRATEGIES FOR A SUCCESSFUL CHANGE. Adopted from Overcoming Obstacles to Change presentation by Dr. Deborah Dobson, Ph.D., R.Psych. For Presentation at Supportive Living Program Team Meeting. April 21, 2011, Marguerite House. BACKGROUND Change.
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Adopted from Overcoming Obstacles to Change presentation by Dr. Deborah Dobson, Ph.D., R.Psych.
For Presentation at Supportive Living Program Team Meeting. April 21, 2011, Marguerite House.
GENERALLY WHAT INTERNAL AND EXTERNAL OBSTACLES CAN YOU MENTION???..
Little Brainstorming Session.
Lack of readiness
Lack of motivation
Lack of skills involved
Cognitive barriers -belief about self/others. Liking the statuesque, relative comfort, self defeating thought pattern, uncertainty
Avoidant behavior procrastination, indecision
Fear and anxiety……
Mental Illness …….
Lack of resources, finances,
Other peoples attitudes stigma (could be internal too).
Poor reinforces (AISH, EI Benefits..).
The cost for change is too high.
Excessive work pressure involved. Moving entails -packing, making calls, arranging cleaning,OBSTACLES TO CHANGE
FEAR OF THE UNKNOWN:
The fear that when change occurs, one will lose control.
FEAR OF FAILURE:
If I commit myself to goals for change, there is a chance for failure.
FEAR OF COMMITMENT:
Commitment to one option is not always fun because it eliminates other options.
FEAR OF DISAPPROVAL:
If I change, I risk having people say they like me better the way I was.
FEAR OF SUCCESS:
If I change, other people expect too much from me.
PRECONTEMPLATION STAGE- I HAVE NO PROBLEM FEARS (DENNIS O’GRADY), :
In this stage, a client is unaware that he or she has a problem, or is under-aware of the problem. There is no expressed desire to make any changes, and no real concern or immediacy for anything to be different. If asked, clients might say that things are fine, and that if nothing is different a year from now, it would be okay.
CONTEMPLATION STAGE- I THINK I SHOULD CHANGE
In this stage, a client has become aware that there may be a problem, and one has begun considering doing something about it.
COMMITMENT STAGE: I WILL CHANGE FEARS (DENNIS O’GRADY), :
Clients have become more than aware that they have a problem or a situation that demands change. Clients are motivated to do something to change it. Clients go beyond saying “I should” and begin saying “I will.” Interestingly, this is a difficult stage to get to. Clients often enter this stage and commit to change only when the alternative is no longer tolerable. The thought of NOT changing is unbearable. It is in this stage that change—and progress—are born.
PREPARATION: YES I CAN CHANGE, READY TO TAKE STEPS
This is a “could” stage. Clients think of every possible alternative and resources. Clients look at options, and they choose the ones that will work for them. Clients devise a plan, and are intent on following it through. Clients are ready.
ACTION STAGE FEARS (DENNIS O’GRADY), :
Clients are committed. Clients have prepared. Clients are physically, emotionally, and spiritually ready to embark on a journey by which it will improve their lives. Clients take steps.
When a client falls or slides back into a former state .
MAINTENANCE STAGE FEARS (DENNIS O’GRADY), :
Clients feel proud. They love the change . Clients hold their head higher. Clients have more self confidence. SUCCESS.
THE MAIN QUESTION IS
HOW DO YOU BRING ABOUT
A SUCCESSFUL CHANGE?
MOTIVATIONAL INTERVIWING, AN EVIDENCE BASED STRATEGY FOR BRINGING FORTH SUCCESSFUL CHANGE.
3. reflecting the work of Roll with resistance. Never argue with a client. Help the client become engaged as a primary resource to find hi/her own solution to the problem
4. Support self efficacy- the coordinator’s confidence in the client’s ability to change can help build the clients confidence.
Clarify the target behavior about which there is ambivalence.
Summarize the positives
Ask for a decision. target behavior:
Use Evocative Questions – Use Open-Ended QuestionsExamples:- Why would you want to make this change? (Desire)- How might you go about it, in order to succeed? (Ability)- What are the three best reasons for you to do it? (Reasons)- How important is it for you to make this change? (Need)- So what do you think you’ll do? (Commitment)
Use ElaborationWhen a change talk theme emerges, ask for more detail:
- In what ways?
- How do you see this happening?
- What have you changed in the past that you can relate to this issue?
Ask for Examples CHANGE
Look Forward Ask about how the future is viewed:
- What may happen if things continue as they are (status quo).
- If you were 100% successful in making the changes you want, what would be different?
- How would you like your life to be in the future?
Query Extremes CHANGE
Explore Goals and Values CHANGEAsk what the person's guiding values are.
- What do they want in life?
- What values are most important to you?
- How does this behavior fit into your value system?
- What ways does ________ (the behavior) conflict with your value systems
Simple Reflection: simple acknowledgement of the client’s disagreement emotion, or perception
Double- sided Reflection: acknowledge what the client has said and add to it the other side of the client’s ambivalence
Clarification: verify your understanding matches the client’s perspective
Shifting Focus: shift the client’s attention away from what seems to be a stumbling block.
Emphasizing Personal Choice and Control: assure the person that in the end, it is the client who determines what happens
THANK YOU CHANGE
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