Miscellaneous Terms Flashcards
dynamic sizing
Determining whether a particular cultural characteristic “fits” for an individual member of that culture
–> looking at an individual’s culture from a more curious lens rather than a prescriptive one
–> considers the role of culture but does not generalize and is not overly stereotypical
listening focus
intentionality about what to reflect back to the client; your ___ ___ influences what you hear when your clients talk
–> depends on your theoretical orientation (e.g., will notice patterns of interaction if systems focused vs. thought patterns if CBT)
cultural humility
process-oriented approach that recognizes that learning others’ cultures is an infinite learning process and that everyone is a complex, multifaceted human being
–>we are life-long learners who must critically reflect and constantly self-evaluate
closed questions
Directive listening skill - questions that can be answered with a yes or no response
–> can reduce/control how much clients talk
–> useful if you want to solicit specific info
–> usually start with do, does, is, was, are
open questions
Directive listening skill - questions that begin with “how” and “what” that tend to elicit the most elaborate responses from clients.
e.g., “What was it like for you?”
swing questions
Directive listening skill - questions that can function as either closed or open questions. As in, it can either be answered with a yes or no, but it also invites a more elaborate discussion of feelings, thoughts, or issues.
–> usually begin with could, would, can, or will
–> avoid using with children and adolescents because often interpreted concretely
–> e.g., Can you tell me more about what happened?
indirect/implied questions
Directive listening skill - gentle, noncoercive type of question used when therapists do not want to directly ask or pressure clients to respond
–> usually begins with “I wonder” “You must” or “it must’
–> e.g., “I’m curious if…” or “Tell me about…” or “I’d like to hear about…”
projective questions
used to ask clients to imagine particular scenarios and help them identify, explore, and clarify unconscious or unarticulated conflicts, values, thoughts, and feelings
–> usually begin with a form of “what if” and invite client speculation
–> can be used to trigger mental imagery and help clients explore thoughts, feelings, and behaviors they might have if they were in a particular situation
–> e.g., “What if you could go back and change (significant life event)? What would you do differently?”
ethical bracketing
the intentional separating of a counselor’s personal values from his/her professional values or the intentional setting aside of the counselor’s personal values in order to provide ethical and appropriate counseling to all clients.
–> recommended as a method counselors can use to set aside their personal values and remain helpful to diverse clients
emotion
an umbrella term denoting the subjective experience arising from appraisal of external stimulus –> it is subjective because we all have a different physiological response based on our lived experience, emotional regulation, coping skills, etc.
included in this umbrella are affect and mood
affect
external/observable expression of current emotional state; not what is reported but what is represented/expressed
mood
internal perception (client’s subjective report) of their prevailing emotional state; longer duration than affect; what is reported/experienced rather than expressed
primary emotion
specific, core emotion that is underlying the emotion that actually gets expressed
e.g., women socialized not to be angry/anger is unacceptable –> primary: anger, secondary: sadness (behavior = tears)
secondary emotion
the emotion that actually gets expressed because it is easier to access or more acceptable to express
(e.g., men socialized not to cry –> primary: sadness, secondary: anger)
deamplification
-express less than actually felt –> expression of emotion, but with less intensity than actually felt
-partial suppression or constriction of emotion
-e.g., feel rage at work over a colleague’s mistake that cost you an account; you express irritation as a less intense form of anger appropriate to the workplace