Confrontation and Managing Barriers to Change Flashcards
Managing oppositions to change
•Redefining problems as opportunities for growth: Relabeling or reframing emphasizes the ?, that is, the benefits of ? rather than the discomfort, fear, and other costs of modifying ?.
positives
change
behavior
Managing oppositions to change:
Use Motivational Interviewing Approach
• normalize ? as normal to change process
ambivalence/resistance
Managing oppositions to change:
Use Prochaska-DiClemente Stages of Change:
• Precontemplator: Rapport / Explore?
• Contemplator: Explore ?
• Prepared/Determination: Clarify ?2
• Action: Support and reinforce
• Maintenance: Support/anticipate problems
• Relapse: Determine how viewed and then proceed
Pre-contemplator: concerns
Contemplator: ambivalence
Prepared/Determination: goals and strategies
Action: change
GUIDELINES FOR USING
CONFRONTATION EFFECTIVELY
1. With ? or imminent danger, confrontation must occur, no matter how early in the helping relationship
violence
Guidelines for using confrontation effectively:
2. Whenever possible, avoid confrontation until an effective ?has evolved
working relationship
Guidelines for using confrontation effectively:
3. Use confrontation
sparingly
Guidelines for using confrontation effectively:
4. Deliver confrontations in atmosphere of?3
warmth, caring, and concern
Guidelines for using confrontation effectively:
5. Whenever possible, encourage ?
self-confrontations
Guidelines for using confrontation effectively:
6. Avoid using confrontation when clients are experiencing extreme ?
emotional strain
Guidelines for using confrontation effectively:
7. Follow confrontations with ?
empathic responsiveness
Guidelines for using confrontation effectively:
8. Expect that clients will respond with a certain degree of ?
anxiety
Guidelines for using confrontation effectively:
9. Don’t expect immediate ? after confrontations
change
4 Types of termination
- Unplanned termination
- Planned termination with unsuccessful outcomes
- Planned termination with successful outcomes
- Termination due to temporal or structural limits (agency set limit)
POSITIVE INDICATORS OF CONDITIONS FOR PLANNED
TERMINATION
1. When clients report that they are ? and are able to respond to former challenges in a new and more ? way
feeling better
adaptive
POSITIVE INDICATORS OF CONDITIONS FOR PLANNED
TERMINATION
2. When client responds to worker in new and different ways and do not use former ?.
problematic interpersonal styles
POSITIVE INDICATORS OF CONDITIONS FOR PLANNED
TERMINATION
3. When ? persons in their lives give client(s) consistent feedback about ?
significant
positive changes.
Clients' reaction to termination Anger, denial, avoidance, reporting recurring ? Attempt to Finding ? for SW
Anger Denial Avoidance Reporting recurring old problems/new problems Attempt to prolong contact Finding substitutes for SW
Evaluation focuses 3 dimensions
Outcomes, Process, Satisfaction
? assessments can address how closely the
process and skills used by the program or the individual
social worker match the design of the intervention.
fidelity
Technique to confront an individual with his or her self-defeating behavior in such a way that he or she must either modify the behavior or own responsibility for choosing to perpetuate the difficulties despite his or her expressed intentions to the contrary
Therapeutic Binds
? involves an analytical dialogue with yourself aimed at discovering the sources of your feelings,
reactions, cognitions, and behaviors.
Introspection ( needed when countertransference occurs)
Countertransference reactions contaminate the helping relationships by producing distorted ?, blind
spots, and anti-therapeutic emotional?
perceptions
reactions or behaviors
