Background & aims

Prochaska, Norcross and DiClemente describe the Stages of change through which people progress if they are to change their behaviour or emotional responses. Miller and Rollnick describe Motivational Interviewing techniques which lend themselves superbly to the task of helping offenders through those stages.

This course aims to acquaint participants with both The Stages of Change and Miller and Rollnick's Motivational Interviewing techniques. And, moreover, to show how the Motivational Interviewing techniques apply to moving through the stages of change.

What this course will do for you

You will understand why some offenders are relatively easy to work with and why others are much more difficult.
You will understand how to move offenders through the stages they must move through in order to make progress.
You will know about the principles and techniques involved in motivational interviewing.
You will have a clear insight that shows you 'where an offender is at'.
You will have a comprehensive repertoire of techniques for moving a person on, no matter what stage they are at.

Motivational Interviewing and The Stages of Change

"An extremely positive experience mixing affirmation of my present practice with new ideas, perspectives and approaches to things I have been stuck with for years. The handouts were great, exercises challenging and stimulating and the lectures beautifully paced to encourage reflection and listening. Thank you very much."
Consultant Clinical Psychologist

In 3 days you will cover a great deal:

Definition and description of Motivational Interviewing (by Miller and Rollnick) and The Stages of Change (by Prochaska, Norcross & DiClemente). Why they mesh so well together that many people get them confused.

The sequence in Motivational Interviewing: encouraging the person to talk, generating self-motivational statements, dealing with resistance, developing readiness to change and negotiating a plan, developing determination and action.

The 5 principles: expressing empathy, developing discrepancy, avoiding arguing, rolling with resistance and supporting self-efficacy.

The stages of change found by Prochaska, Norcross & DiClemente: How to determine which stage a person is at, why it is essential to know, and how to capitalise on it.

Moving from stage 1 to 2. An ideal opening structure detailing with the nature and content of early sessions. Other methods of moving from stage 1 to 2.

Traps to avoid in early stages:question answer, confrontation-denial, the expert trap, labelling, premature focus, blaming.

Moving from stage 2 to 3: generating concern about the problem and intention to change using the 8 categories of questions. Consolidation of progress. Other methods of moving from stage 2 to 3.

Types of resistance: arguing, interrupting, denying and ignoring, and how to respond in a way that will overcome it.

Moving from stage 3 to 4: noticing readiness to change, developing commitment to change, encouraging and supporting action. The important topic of giving advice in a way that maximises the chances of its acceptance.

Recapitulation: summarising how the client sees the problem and their ambivalence, reviewing the evidence about risks and problems, summarising the client's wish to change, giving your own assessment of the situation.

Triggering effective action: the moment of truth.

The maintenance phase. Why we should wish to see people even after we have apparently achieved what we set out to. Lapse and relapse.

Summary; self-test quiz; how to apply the course to the working situation.

Up to 16 people may attend this 3-day course for a fixed fee. This price includes all tuition, handouts, tutors travel and accommodation.

All you need to provide is a good teaching room and refreshments.

See our Training Planner for more information.