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Introduction
To ensure the effective and satisfying process of care, the utilization of different methodologies appropriate for a particular situation is a due. Motivational Interviewing (MI) is considered an evidence-based approach to behavior change utilized by advanced practice nurses (Miller & Moyers, 2017). This essay will examine the concept of MI, discuss steps it involves, explain its implementation while working as a nurse, outline the difference between internal and external motivation, and reveal its impact on someone’s willingness to change behavior.
Discussion of Motivational Interviewing
It is necessary to provide a comprehensive definition of the concept to ensure its correct understanding. Motivational Interviewing is a goal-oriented style of communication that pays particular attention to potential changes and focuses on strengthening personal motivation for a particular achievement by exploring an individual’s reasons and atmosphere of acceptance and comparison (Miller & Moyers, 2017). MI promotes a unique way of being with people that is based on the following four principles: partnership, evocation, acceptance, and comparison (Miller & Moyers, 2017). At the same time, the core skills and techniques utilized within the MI process are open questions, affirmation of strengths, efforts, and success, reflections, summarizing, attending to the language of change, and information exchange.
There are four steps of MI, also called “fundamental processes,” which are engaging, focusing, evoking, and planning. The first is intended to establish efficient working relationships through active listening and reflection (Miller & Moyers, 2017). The second is necessary for focusing on a particular agenda based on a client’s experience and a practitioner’s expertise. The third assists in building particular reasons for change, considering personal ideas and motivations (Miller & Moyers, 2017). The fourth explores the methods of achieving the desired changes.
I am confident that MI is a necessary aspect of nursing practice as it enables addressing the issues related to a patient’s insecurities present. After I graduate, I will utilize the concept to achieve effective communication with a client. I am also intended to assist people in situations when they have mixed feelings about change, doubt their abilities, and are uncertain about whether they need and want a change.
The Difference Between Internal and External Motivation
Internal and external motivation both are referred to a willingness to accomplish a goal or achieve a change. However, there is a clear difference between these two definitions. The first implies that type of motivation that comes within an individual and is determined by their own values and goals (Miller & Moyers, 2017). Respectively, the second one means a desire to attain goals that comes from outside of an individual.
It is possible to discuss the two above-mentioned concepts from a perspective of their impact on someone’s willingness to change behavior. Internal motivation is known to be effective for staying academically motivated, as it is focused on the desire to increasing a personal value by improving skills and abilities. Simultaneously, External motivation is more complicated to maintain as areas where only ulterior reasons are presented are known to be difficult to be interested in for an extended period.
Conclusion
It is possible to consider Motivational Interviewing as an effective method of increasing a client’s willingness to change behavior while addressing all insecurities related. It consists of four steps: engaging, focusing, evoking, and planning, and includes consideration of both external and internal reasons for achieving a change. I am intended to utilize the concept after my graduation to make a client more willing to change their behavior and ensure the efficiency of the process.
Reference
Miller, W.R. & Moyers T.B. (2017) Motivational Interviewing and the clinical science of Carl Rogers. Journal of Consulting and Clinical Psychology, 85(8), 757-766.
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