Evoking Change Talk

Solution-Focused Interviewing, The Transtheoretical Model, and Motivational Interviewing are three approaches used by practitioners to assist and guide people in changing their behavior. Each approach has its own format and process and this paper will compare and contrast some similarities and differences between these three approaches. This will be done by looking at five client scenarios and comparing and contrasting them with the approaches. The five client scenarios are; the client who wants something and sees themselves as part of the solution, the client who says someone else needs to change, the client who seems uninterested or resistant to changing, the client who wants what is not good for them and finally the client who does not seem to want anything.

night about losing the people that I grew up with and loved. This was my first

Words have the power to change the lives of millions, people who take a stand speak for others and fight for what they want. Words have the power to provoke action, calm negative emotions and can inspire change as the following passages will elaborate that words have the power to change people. Events that go into history start with powerful speeches that persuade listeners to fight with them.

People who experience a gradual loss of effective communication may become increasingly withdrawn, depressed, isolated, reduced self-esteem, Frustration, felling useless and feeling angry which may turn in to violence.

Change is a process that affects individuals and their environments. Some people choose to embrace change, while others resist it. “Macbeth”; the song “The Times They Are A-Changin’” and the episode of the Twilight Zone, “A Stop at Willoughby” all successfully convey the notion of change and demonstrate how individuals and societies can embrace or resist change.

I have witness response to change through my friends and family members. Each individual varies in their skills and ability to accept change (Blais & Hayes, 2011). In order for change to be a healthy experience, it must be entered into with an open mind and positive attitude. When unforeseen change occurs within my family, we pull together to help each other through it. My network of friends have the same view towards change. If situations arise that are positive, we embrace and appreciate them. Conversely, we handle negative transformations by pulling strength from each other.

In today's session, Group members were presented with education regarding the stages of change and the characteristic of each stage of change. Group members were then identified and shared which stage of change that he/she presently was in; and discuss how to progress to the next stage of change.

In this week we learned more about the behavior change and how it can be changed through: Learning theory – with added cognitions, social cognition theory and the use of planning, the stages of change model and the development of motivational interviewing, and using emotion.

There are many metaphors for change. I had been challenged one time at my church gathering to view change as a journey, from one place to another. It is easier to focus on where the journey started, and finally where it ended and forget any lessons learned while travelling. I have often heard it said, “When one door closes, another one opens”. What they don’t tell you, is that between the closed door and the open one is a long dark hallway. I think whether in an organization or in my personal life, change can feel like stumbling around in the dark. The familiar is left behind, and we venture into the unfamiliar. I believe the biggest challenge is not getting lost on this

The three processes of change I employed in the first week of my change attempt were social liberation, self-reevaluation, and counter-conditioning (Hayden, 2014). The reason I chose these was because I am trying to learn new skills and reinforce them, since in the app I got a glimpse of what it is like to use such processes of change. I wanted to pursue social liberation further by incorporating tasks that scare me. I also have a lot of social anxiety, and just trying things out of my comfort zone could help me to learn how to conquer my fears. So an example of how I accomplished this was by instead of staying in my room by myself to study, I went to a public place and studied there. The second process is self-evaluation, so how can envision

Change is difficult. Walking with people through change can be challenging and often draining. Bringing change, that persists is even harder. Most people resist even when they see the need for change and believe that it has to occur (p. 52).

The authors Dan Health and Chip heath has wrote this book “Switch How to change things when change is hard “ .This book helps you understand how we can make changes at every level, Individual, organizational, societal .It also talks about how we balance our rational and emotional mind in making decisions and categorize them in to small steps down to a path to attain a goal.

The process of change describes how people change. These processes of change are divided into two categories; cognitive and behavioral. Cognitive is the thinking process of change and behavioral is the action process of change. The transtheoretical model suggests that people use different strategies, techniques or different amounts of each at different stages in their change process. Self-efficacy refers to confidence and an individual’s experience with confidence to perform specific behaviors in specific situations. Self-efficacy is a good predictor of behavior change. An individual with higher self-efficacy may be more likely to change a behavior even if the situation doesn’t have any positive reinforcements (Campbell, Eichhorn, Early, Caraccioli, Greely, 2012).

ABSTRACT The purpose of this article is to summarize several change theories and assumptions about the nature of change. The author shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory, Lippitt’s Phases of Change Theory, Prochaska and DiClemente’s Change Theory, Social Cognitive Theory, and the Theory of Reasoned Action and Planned Behavior to one another. Leading industry experts will need to continually review and

adopt before setting out on a change initiative. Kotter identifies the ‘‘analysis-thinkchange’’ mindset as the traditional method