Working with Resistance & Low Motivation

Feedback from learners consistently indicates that this course had a major impact on their practice and that it was the most important learning experience for them throughout their careers. The course is so rich in material and benefits for the learner and (indirectly) service users that we recommend that it be run over a three day period. The course can be delivered over 2 days however stated learning outcomes would be modified.

Many service users find it hard to engage in the key work and support plan processes and others, for whatever reason, find social, occupational and daily living activities just as challenging. Through an overview of motivational and other psychological theories and practical application this course aims to help workers ‘motivate’ and encourage service users to engage with the support services offered and improve the quality of their lives.

Learning objectives:

By the end of the course learners should understand:

• What we mean by Low Motivation
• What we mean by Resistance
• The difference between Low motivation and Resistance
• What leads to someone having ‘Low Motivation’
• The difference between Low Motivation and someone just not being interested in the activity/goal that the worker
  may be promoting
• How ‘Institutional’ living may lower motivation:
        -If workers will do something for one, why bother!
        -No consequences for not doing something
        -No rewards for effort
        -Loss of self esteem/role
        -Fear
        etc.
• A needs model- Maslow’s hierarchy
• The Attraction and Pain model
• The inappropriateness of a Rewards & Punishment model
• Force Field Analysis
• How Behavioural models could be abusive in a social care/support setting
• Recognising worker power and its misuse
• That Resistance is an active process
• That Resistance could be:
        -the attempt to redress power imbalances
        -a means of asserting independence
        -a way of meeting the need for rebelliousness
        -an expression of anger
        -a way of communicating unmet needs etc
• How to respond to resistance:
        -What we can ‘borrow’ from Motivational Interviewing
        -What we can ‘borrow from Person Centred approaches
• The difference between informed choices and uninformed choices (with reference to capacity)
• How staff could collude: empowerment or neglect?
• A Transactional Analysis approach: Paul Ware’s Doors to Change
• The role of the Support Worker:
        -Knowing ones limitations
        -Appropriately referring on

Training methods:

• Discussion in small and larger groups
• Role Play
• Tutor presentations
• Warm-up exercises
• Word shower technique
• Chalk & Talk
• Handouts
• Pairs & Triads work
• OHP/PowerPoint
• Feedback
• Video

CP4/4.9