Change Theory And Motivational Interviewing

Change Theory And Motivational Interviewing

Flexibility is necessary for every aspect of life, as it promotes change. Change is adaptable and does not require much time to implement. Organizations change their line of work, thus improving their productivity and enhancing customer satisfaction. Entities that can adopt change are likely to succeed, while those which fear change have a high probability of struggling to remain stable. Some theories are developed to guide how healthcare facilities’ organizations should adopt changes without compromising care quality. Change theory and motivational interviewing are some of the concepts that are looked up when analyzing the level of intervention, diagnosis, and treatment required (Deborah, 2018). The essay focuses on showing the similarities and differences between change theory and motivational interviewing in informing therapeutic interventions in clinical systems. The approaches dictate how the nurses and other stakeholders of health coordinate in embracing change while improving quality and access to care.

The approaches are similar in understanding, communicating, and implementing, while they differ in how they plan and resist the change. The similarities between change theory and motivational interviewing are that both approaches emphasize that change should be understood. Motivational interviewing dictates that before the change, one should understand the reason for adopting the new ways. Ideally, it is also essential that the shift individuals have realistic objectives towards the change. Additionally, change theory shows that the person should evaluate the impact of the change on the community and its benefit on the organization.

The second similarity is that both principles dictate that change should be communicated to promote transparency. In motivational interviewing, those taking part in the intervention should listen carefully to the need for change, as the solutions lie within the individual and not the organization. The shift in theory also emphasizes that change should be communicated to prevent individuals from compromising with the set procedures and processes (Hayes, 2018). Communicating the difference is essential as all the involved parties will be aware of new techniques, promoting positive and successful intervention between individuals and the staff. The principle impacts the therapeutic intervention positively as all those involved are aware of the change.

The third similarity is that both approaches have the same principle of implementing change. In both aspects, individuals are empowered to accept changes as they are responsible for their well-being. The individuals play a more significant role than the organization. Thus, before implementing change, the impact is evaluated to ensure both parties are positively benefitting from the new techniques. Similarly, the principle of empowering supports individuals to speak out about the change as they can control their behavior (Royal College of Nursing, 2019). The principle impacts the therapeutic interventions positively as individuals are empowered to adapt to changes through successful implementation.

The difference between change theory and motivational interviewing is that change theory, change is inevitable and cannot be resisted through a plan that is needed before the change. On the contrary, the motivational interviewing principle states that change can be fought if the cause of action is not dynamic.

In conclusion, the change theory and motivational interviewing principles play similar roles in promoting effective intervention through change implementation. Making the individuals understand the need for change ensures that no person can compromise the change interventions. Lastly, the principle of communicating change ensures that all individuals responsible for change are aware, making adaptation and implementation more manageable and efficient.

References

Deborah, O. K. (2018). Lewin’s Theory of Change: Applicability of its Principles in a Contemporary Organization. Stratford peer-reviewed journals and books, 2(5).

Hayes, J. (2018). Process models of change. The Theory and Practice of Change Management, 4-19. doi:10.1057/978-1-352-00132-7_1

Royal College of Nursing. (2019, August 3). Motivational interviewing | Supporting behavior change | Royal College of Nursing. Retrieved from https://www.rcn.org.uk/clinical- topics/supporting-behaviour-change/motivational-interviewing

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Compare and contrast principles of Change Theory and Motivational Interviewing and how these principles inform therapeutic interventions.

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