This week’s reading summary is based on Chapter six of the textbook, A Toolkit of Motivational Skills, Encouraging and Supporting Change in Individuals. In chapter six; “The Cycle of Change”, the author examines every phase of the cycle and discuss the pros and cons related to each phase. Some may ask; what is the cycle of change? It is a progression that an individual experiences through a series of phases. This progression or change is accomplished through the readiness of the service user. Most individuals experience each phase of the cycle; some may experience these steps more than once, with the ultimate goal being Maintenance (Termination). Next, I’ll give a brief description of each stage: • Pre-contemplation – during this phase the …show more content…
The text provided illustrations and exercises on how to implement MI with the service user throughout every phase. This was valuable because it provided key words and phrases to use and evade to try to avert to service user from going backwards on the cycle of change. My concern lies with, during a motivational interview, will I be able to identify where the service user is currently placed on the on the cycle of change. My next issue is, implementing MI to benefit the service user. “Motivational Interviewing is a person-centered counselling style for addressing the common problem of ambivalence about change.” (Web, motivationalinterviewing.org). As a helper, using this approach, we have to let the change come from the service user. We have to realize that we are there to encourage and support the service user. “MI is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change with an atmosphere of acceptance and compassion.” (Web, motivationalinterviewing.org). To sum things up, the “most successful self-changers go through the stages three or four times before they make it through the cycle of change without at least one slip. Most will return to the contemplation stage of change. Slips give us the opportunity to learn. Most successful self-changers go through the stages three or four times before they make it through the cycle of
The promise of change motivates certain people to make immediate changes in their life for the better. When given the opportunity
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
The Hero’s Journey assignment became a vital assignment with great meaning. The paper became a challenge because I reflected on my life and the things influencing my skills as a leader. Putting my experiences on paper became a hard thing to do because I felt vulnerable sharing the things I never considered to put on paper. In the end, the assignment proved therapeutic because I was able to answer questions about my life and make connections on why I do the things I do. The innovation segment became a valuable experience for me because I never thought innovation could become so powerful. One concept I learned from the segment became looking around my organization with an observer's eye. I found the idea effective because instead of criticizing my organization on the surface, I needed to observe the organization in the entirety. Nonviolent communication proved to become one of the most effective tools I ever encountered. I was able to use skills to reduce conflict. NVC made sense to me because it provided the comfort I needed to address conflict. I also appreciated the concept behind DISC style. By applying the concept in my work environment, I notice a change amongst my fellow co-workers.
We discussed methods/ and or techniques that allows organization to learn how to effectively use these stages of Transtheoretical Model of Change and how it relates to change. “This model emphasizes the decision making of the individual and has been applied to a wide variety of problem behaviors including alcohol and drug abuse, smoking, and overeating. The Transtheoretical Model of Change describes change as a process—rather than a single event— that involves progress through a series of stages. The primary organizational constructs of the Transtheoretical Model of Change are the Stages of Change and the Processes of Change.” Tomlin, K., Walker, R. D., Grover, J., Arquette, W. & Stewart, P. (2005). Also, figuring out solutions but using this method of approach to help change the behavior by overcoming their lack of motivation. How will we overcome it? By using the motivational interviewing approach/ and or stages to help guide organizations through
...nagement behaviors. Individuals can move through a series of stages of readiness in the change of a healthy behavior or managing stress. If you cope with change, you'll be valued as a person to yourself and to others.
This enables the reflective practitioner to look at their practice and see what they would change in the future, how they would develop/improve their practice. Gibbs (1988) consists of six stages to complete one cycle which is able to improve my nursing practice continuously and learning from the experience for better practice in the future.
The 7 Levels of Change provides a different way of thinking to enhance behaviors and processes. The author demonstrates throughout the book a seven process of change that builds upon the next. He believes that by thinking differently, being creative and stepping out of the norm is the catalyst to solutions and results beyond one’s expectations. Although the author uses the analogy of a new work environment to expound on the level of changes, the fundamentals can be used in both your personal and professional life.
The different stages have different challenges and in case of any unsuccessful completion they are likely to reappear in the individual`s future. Erikson explains that the problems faced in one stage are not permanent and can be changed by another stage in the future. This theory well describes the life faced by Allison. In her realization of her present life of denial and lack of friends she realizes that she could still make some change in her future and forget all the hard moments she is going through(Cote,
The most important aspect of motivational interviewing is collaboration. The collaboration approach is when the counselor listens to the patient and determine how motivated they are to change their behavior. Most times the counselor chooses to agree with the patient’s choice because they believe that they will realize that they are making the wrong decisions eventually. There are a few ingredients that makes up the spirit of motivational interviewing and they are collaboration, evocation, and autonomy. Ambivalence is the biggest hurdle that patients must get over. This causes many problems such as being uncomfortable, and being uncomfortable causes up to stop doing the things you know you is
A theoretical framework provides guidance as a project evolves. The end results will determine whether the knowledge learned from implementing a project should create a change in practice (Sinclair, 2007). In this project is relied on the Kurt Lewin’s Change Theory. Burnes (2004) states that despite the fact that Lewin built up this three-step model more than 60 years prior, it keeps on being a commonly referred framework to support effective change projects. The three steps are unfreezing, moving and refreezing. Lewin decided in Step 1, unfreezing, that human conduct is held in balance by driving and limiting powers. He trusted this equilibrium should be disrupted with the end goal for change to happen (Burnes, 2004). Step 2 or moving, includes learning. Learning incorporates knowledge of what the conceivable alternatives are and proceeding onward from past practices to new practices which will...
Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.
Recent research has uncovered that the Millennial Generation are more Narcissistic than previous generations (Orr et al., 2009). Narcissistic Personality Disorder is “identified by the presence of grandiose self-importance...” (Bender, 2012). Narcissists tend to see themselves as being intelligent, powerful, physically attractive, special and unique, and they expect special treatment from others while believing they owe nothing in return (McKinney, Kelly & Duran, 2012; Orr et al., 2009). Alongside this increase of Narcissistic behaviour, there has also been an increase in usage of social networking sites (SNSs) (Orr et al., 2009). SNSs such as Facebook and Twitter have been growing at an exponential rate, particularly Facebook, which is currently
Change usually comes with resistance in any workplace because change disrupts the employees’ sense of safety and control (Lewis, 2012). Kurt Lewin (1951) created a three step process for assisting employees with organizational Change (Lewis, 2012). The three stages are Unfreeze, Change and Refreeze. These are the steps to a smooth transition for change within organizations. Further, these steps are not possible without good communication from upper Management through line staff. Communication was consistently listed as an issue in surveys conducted by the department.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
This author doesn’t necessarily run towards change, like scurry, but is not caught off guard or extremely reluctant either. It is important to face change with an open mind. In this author’s opinion, it is important to take some time and think about what this change means and to plan prior to committing to the change. Running blindly towards a change may lead to unforeseen consequences. It is also important to be