St. Louis Motivational Interviewing
  • Trainings
    • Types of Trainings
    • Community Partners
  • Change Talk Blog
  • Resources
    • Documents >
      • Training Tools
      • Training Activities
      • Publications
      • MINT Resources
    • Videos
    • Other
    • MI Blog Directory
  • About
    • About Jesse
  • Trainings
    • Types of Trainings
    • Community Partners
  • Change Talk Blog
  • Resources
    • Documents >
      • Training Tools
      • Training Activities
      • Publications
      • MINT Resources
    • Videos
    • Other
    • MI Blog Directory
  • About
    • About Jesse

Change Talk
a blog about compassion, motivational interviewing, learning and growing
by Jesse Jonesberg (Berg)

Motivational Advising: Motivational Interviewing and the Role of the Academic Advisor.

1/2/2017

4 Comments

 
Picture
​Recently I started a new position at a local university as an Applied Learning Facilitator in the Office of Field Education for graduate level social work students. Naturally as a Motivational Interviewing (MI) enthusiast, I immediately looked for ways to incorporate my MI passion into my new job. One of my primary roles in this position is to act as a field advisor to practicum students, and I believe that MI could fit quite naturally in the 30 minute advising appointments that I have with students. I believe that by utilizing some MI skills and the MI spirit, an advisor such as myself can be more student-centered and more effective in helping students in their professional growth and development. What follows is a review of some literature written on using MI in advising-type roles, and toward the end of this article I have included some of my thoughts on how I and other advisors might use MI in the advising appointment.


Read More
4 Comments

Supervisors Helping Staff Thrive: The Self Discovery Conversation

9/20/2015

 
Picture
One of the most important and most rewarding roles of a supervisor is supporting staff in their development by facilitating a staff's self reflection. In a clinical setting, this often means supporting staff in looking inward to identify both strengths and areas of growth. A good supervisor is able to guide a staff member in this reflective process and ultimately support a staff member in developing a plan to change their approach or actions in some way that improves their performance, self efficacy or outcomes. While supporting a staff in this self exploration can seem simple, it is one of the most challenging tasks that supervisors face.


Read More

Agenda Setting and Supervision Topics: Setting the Stage for Successful Supervison Meetings

8/26/2015

1 Comment

 
Picture
Agenda setting is an important part of the one-on-one supervison meeting. Agenda setting is "a short focusing metaconversation in which you step back with the client to choose a direction from among several options" (Miller and Rollnick, 213). When used in a one-on-one supervison meeting (referred to in this article simply as "supervision"), this term refers to a collaborative conversation between the supervisor and the supervisee about what supervision topics are important to talk about. Ideally this conversation ends with a prioritized list of topics for supervison that is agreed to by both the supervisor and supervisee. 


Read More
1 Comment

Using OARS in Clinical Supervison

7/30/2015

0 Comments

 
Picture
As an MI enthusiast, I am always seeking opportunities to practice OARS skills. As a supervisor of 8 clinicians, the primary way that I interact with individuals one-on-one is during supervision, so it naturally fits that I have taken advantage of this time to practice the use of OARS. At first this practice was clumsy and awkward, and after about 6 months of practicing this 8 times weekly, it continues to be challenging yet rewarding.  I find that when I am able to use OARS with staff, it helps them to develop their inner locus of control, builds their perceived self efficacy and helps to strengthen the relationship between supervisor and supervisee. I have found that using OARS with staff is the most efficient way of communicating information and the use of these skills yields better results from the supervision conversation.


Read More
0 Comments

Avoiding the Righting Reflex in Clinical Supervision

6/15/2015

0 Comments

 
Picture
Motivational Interviewing teaches that the natural helping instinct of jumping to problem solving is anything but helpful. Solving problems for others can take away autonomy, deplete another's sense of self efficacy and deprive an individual of lessons that can be learned through failures and successes alike. When a clinician solves a problem for a client, the solution imposed onto the client tends to be more generic and less of a good fit. The client is less likely to follow through with the solution. Even if the solution is carried through, the client will not get credit for it; if the solution works the client will credit the clinician, but if the solution fails the clinician is to blame. Fixing problems for clients damages the therapeutic alliance, violates a client's autonomy and does not promote healthy interdependance in a client. Problem solving often comes from a clinician's drive to help, but it can ultimately harm the client.


Read More
0 Comments

Are Supervisors Born or Made & The Four Processes of Effective Supervision.

6/1/2015

0 Comments

 
Picture
I was engaged in a discussion with a colleague a few weeks ago about staff training, supervision and leadership. During the course of this conversation one of my colleagues asserted that the ability to be a good supervisor is due to innate qualities in an individual and could not be taught. The idea was that "you either have it or you don't," when it comes to supervisor and leadership skills. This idea really struck a nerve with me and I found myself adamant in the defense of the view that supervision represents a large range of skills and strategies that can be taught, learned and developed within an individual. 



Read More
0 Comments

Incorporating Motivational Interviewing Into the Supervisory Toolkit

5/3/2015

1 Comment

 
Picture
As a supervisor at a community mental health clinic, I am often put in the situation of needing to follow up with a staff member about their performance regarding a problematic behavior. Addressing problematic behaviors with staff is a challenging aspect of the supervisory role, and I have struggled over the past several years to identify ways of helping staff change these behaviors in way that is effective and models good use of the MI spirit.


Read More
1 Comment
    Picture

    About the Author

    Jesse Jonesberg (Berg) is a mental health professional, field advisor, trainer, and MINT member. He is passionate about issues of mental health, diversity and motivational interviewing. 

    RSS Feed

    View my profile on LinkedIn

    Archives

    July 2018
    December 2017
    March 2017
    January 2017
    July 2016
    May 2016
    March 2016
    January 2016
    December 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015

    Categories

    All
    Acceptance
    Acceptance Commitment Therapy
    Advising
    Affirmations
    Agenda Mapping
    Agenda Setting
    Anger
    Autonomy
    Buddhism
    CLARA
    Coaching
    Combining MI With Other Approaches
    Communication
    Community Norms
    Compassion
    Cultural Humility
    Dialectical Behavior Therapy
    Discipline
    Diversity
    Diversity Dialogue
    Emotion
    Empathy
    Equity
    Feedback
    Four Processes Of MI
    Giving Advice
    Hiring
    Inclusion
    LARA Communication
    Meditation
    Microaffirmations
    Microaggressions
    MI In Groups
    Mindfulness
    Mindfulness Based Stress Reduction
    MI Trainer Toolkit
    Motivational Interviewing
    OARS
    Open Ended Questions
    Reflections
    Relationship
    Righting Reflex
    Rogers
    Self Discovery
    Self Efficacy
    Spirit Of MI
    Staff Management
    Students
    Summaries
    Supervision
    Team Management
    Training Skills
    Triggers
    Venting
    Work Culture

    RSS Feed

Jesse@intrinsicchange.com


314.583.5881

Picture
Motivational Interviewing Trainings and Consulting.
Jesse Jonesberg (Berg) is a member of the MINT network and receives guidance and support from several MINT coaches.
Click here to see information on becoming a member of MINT.
(c) 2020 - Intrinsic Change