Strategies For Helping A Client Overcome Resistance

The complexity of the case meant I had to draw on a large range of social work skills to facilitate my engagement with the service user and carers and to complete my recommendations for panel. My Skills strongly developed throughout the process of assessing the service user and carers and they were acknowledged by my practice assessor.

Bergan and Kratochwill’s model is a behavioral-operant model that defines consultation as an indirect, problem-solving service involving a collegial relationship between the consultant and consultee in which the consultant acquires and communicates psychological data that will enable the consultee to utilize the data. Relies upon a complex communications model to elicit the information needed and includes a series of specific recommendations regarding problem identification and resolution. Bergan and Kratochwill view the consultant as an AUTHORITY FIGURE WHO ASSUMES PRIMARY RESPONSIBILITY FOR THE CONSULTING RELATIONSHIP. Also, they focus on changing BEHAVIORS! Thus, the primary goals are:

Critique the following question from Peter Block, “The limitations of advice are more about the expectations of the client and the behavior of the consultant”? Then, illustrate this with an example from your life.

Resistance is not always clear or obvious. Resistance can look like anger, hurt feelings, defensiveness, push back, and increase especially in the storming stage (Gladding, 2012). Resistance is the defense mechanism that responds to a topic in therapy that members generally don’t want to explore. Managing client resistance in therapy is key to helping people see their challenges. Gladding (2012) believes if resistance isn’t managed well, key elements of the therapy process can be missed, leaving holes in the client’s understanding of themselves. Group leaders manage such defenses, by holding clients responsible for their reactions, and pointing out the pain and discomfort around a topic(Leszcz & Kobos, 2008). In our video we saw how Jerry

The most helpful feedback was that a behavioral intervention may not be the most useful model for this client. When I first heard this piece of feedback, my reaction was one of frustration. I was under the impression that I was supposed to following a specific intervention for the program I was working in, however after asking the

Client resistance is ever present in the social work profession. As per Goldstein (1995), resistance presents itself in treatment within the client’s conscious or unconscious actions which interfere with therapeutic progress. Assessing the complex dynamic causing a client’s resistant behavior during clinical treatment is a challenging, but an essential task for goal achievement. According to Woods and Hollis (2000), understanding why a client is resistant facilitates reaching common ground with the client, enabling realistic goal setting. The causality of resistance is often discomfort associated with the client not being in a state of readiness, further emphasizing the need for mutual goal setting in order to obtain treatment progression.

In this team paper, our group’s focal organization is Legacy Health and the focal Organizational Behavior topic is Feedback. This paper will cover not only how this organization handles feedback and our recommendations to improve upon our findings, yet will cover the importance of feedback in the healthcare industry. In an attempt to understand how feedback is used at Legacy, three interviews were conducted and each interviewee was asked roughly the same questions. The findings of this research and the interviews have given insight into good practices and practices that need improvement within the organization of Legacy Health.

In reading the article there were many great points that stood out to me. Of the many, the two that I appreciated most were how critical it is that we maintain the ability to listen to our clients, and how important it is to allow our relationships with our clients to flow naturally. While we have discussed in several of the course this semester the importance of listening to our clients, I feel that this will be a work in progress for many of us. Though many of us feel that we are great at listening and using reflective skills, myself included, the reality is that we are embarking on a new journey where such skills will need to be adjusted to meet the complexities of our new positions. With these new positions and challenges that come with

The third and most important leadership practice is to “Master all forms of Communication.” Per Lisa Aldisert, “Leaders must be able to effectively utilize new communication technologies, while still developing both verbal and written communication—and even coaching these skills within their teams, especially the thumb generations.” I am 1 consultant out of 200. There are many consultants and only one director of consulting. Each consultant has multiple clients, so it is very tough for Brad to determine how each client is doing. Some of the strategies director of consulting does to overcome this issue is for each consultant to email the project manager for each client once a week to give an update. Once the project manager has everyone’s update, they put a spreadsheet together and send that to Brad. Once a week all the managers get together to talk about each client to make sure they are on track and there are no risks. That form of communication allows for Brad to understand the level of progress each client is on. Another way for Brad to communicate with all of consulting is to do division updates by email. Each division update talks about the successes of the month along with giving a shout out to a consultant that has received praises from their clients. This allows each consultant to be in sync and on the same page.

Thank you for your post! Some other sociocultural factors that can contribute to client resistance is client's religion, race, or socioeconomic background. Not everyone that comes into counseling is ready to fully start therapy. Acknowledge to yourself if that the client is operating under a different set of rules than the one you would prefer. Do not retaliate in anger. Return your compassion and caring at the same time that you enforce appropriate boundaries (Kottler, 2010).

If we take a look at an example displayed earlier we saw that the consultant didn’t get his job done because he didn’t understand the culture of the organization. He didn’t understand that the managers of each department valued their work and didn’t like being told what to do by an outsider. Had he understood that the managers prided themselves with being able to figure things out for themselves, he could have tailored his messages in a way that would have caught their attention, changed their feelings and influenced their behaviors as he was hired to do. His plan of sending memos and using a contact person to distribute them didn’t play out well because of his cluelessness to the culture created by the managers at this organization. The managers

According to Sperry (2013), “leadership assessment is a necessary ingredient in effective executive coaching and consulting” (Sperry, 2013). A good leader makes the difference in coaching or consulting because a good leader recognizes their actions can greatly affect the life of another whether one person or many. For example, if you are a coach your client is more likely to be an individual and you coach them on a one-on-one basis. Coaching uses many of the skills trained therapist already possess, this can be of value in coaching clients (Smith, 2007). In contrast, a consultant can easily deal with a group, team, or a department within an organization. However, therapists are held to a higher standard and

client, in real time, confront and attempt to overcome the challenges set to them in consultation. The

Intervention: MHS met with RCP in the home. MHS began the session with check in from last session. MHS taught client coping skills. MHS and the client discussed the things that make her upset. Client shared a situation that happened today with at school that upset her. MHS taught client a different way by talking through her problems instead of confronting them in anger. MHS used role play to help client identify when she is too angry to make reasonable decisions. The MHS shared with the client that disrespect is not the way to talk to adult when her is upset about something. MHS helped client to identify her stressors, and potential skills that could help alleviate them.

Any enterpise needs to seek out ways to stop solitary dicision making in its leadership. It is obvious that consulting is a great way to stop wrong decision but, in many cases the matter might not be about right and wrong. It might be between better and best. Although a leader may do relatively well but, the decision might not be good enough. This force any enterprise to look for ways to make these people able to take out the job. On the simplest way it is revitalization through new leadership. However, dispite the effectiveness of this approach at first glance it has lots of drawbacks.