Motivational Interviewing | 2016
Motivational Interviewing (MI) is an evidence-based practice in the treatment of individuals with behavioral health issues. MI works across a range of culturally diverse populations, and behaviors including problematic substance use, health-promotion, medical adherence, and mental health issues. MI is a collaborative, person-centered counseling method for addressing the common problem of ambivalence about change. The method supports change in a manner congruent with the person's own values and concerns and is thus an effective practice for culturally diverse populations and communities. The primary goals of the MI training, coaching, and feedback opportunity are for participants to:
Who can participate?
Organizations may propose a team of 3 to 5 behavioral health practitioners from the organization. One member must be the team leader, who must have:
Questions to consider before applying for Motivational Interviewing
Motivational Interviewing is, briefly, a collaborative conversation to strengthen a person’s own motivation for and commitment to change. To determine whether there is a potential role for MI in your organization, consider the following questions (yes or no):
If you answered yes to any of the questions above, there may be a role for MI in your organization.
Is Motivational Interviewing a good fit for your organization?
Effectiveness of MI depends upon fidelity of practice, so benefits for the people you serve would not be expected until staff have developed and are maintaining reasonable proficiency in delivering MI.
There are some work settings where MI will not easily take root. In such settings, implementation of MI will require a culture shift in order to support changes in how services are provided. Consider whether any of the following assumptions might be dominant perspectives in your organization:
If any of the assumptions above apply to your organization, then it is important to know that the above philosophies of service are opposite to the underlying assumptions of MI. So, while culture change can occur, people working within such a climate may not welcome MI. There are however still ways to implement MI. For example, having even one person who can work with people receiving services in a person-centered way may make a difference, particularly if it occurs early in service delivery.
MI is more likely to take root in a collaborative organizational culture. Such a culture evokes strengths and possibilities, elicits solutions from within (e.g., from people receiving services, their family members, staff, and other stakeholders) and values good listening as the key to operating effectively and efficiently.
What is required of participants?
Recognizing that it takes more than a 2-day training to implement new practices or programs, SAMHSA requests that participating NNED Partner teams commit to the full NNEDLearn 2016 training model which includes: Prepare; Learn; Implement; and Sustain. Read more about NNEDLearn 2016. Objectives and expectations for each NNEDLearn stage for MI are as follows:
The first stage of NNEDLearn involves preparing the NNED Partner team for the Learn stage (on-site training), and requires that team members:
From March 6-9, teams will attend a 2½ day training at the Tamaya Hyatt in Santa Ana Pueblo, NM. Participants will learn:
After the Learn stage (on-site training), all MI teams will receive ongoing coaching to help support uptake of the practice. Team members will:
NNED Partner teams are expected to pursue efforts to sustain the practice and to demonstrate outcome and impact as appropriate. Teams will have the opportunity to:
Jennifer Frey, PhD, Licensed Psychologist, Motivational Interviewing Consultant
Information for all webinars and coaching calls will be posted on the Discussion Forum.
Email NNEDLearn@nnedlearn.net for any questions related to NNEDLearn 2016.