“Motivation can be understood not as something that one has but rather as something one does.  It involves recognizing a problem, searching for a way to change and then beginning and sticking with that change strategy.  There are, it turns out, many ways to help people move toward such recognition and action” 

                                                                                    Miller, 1995

           

 

Motivation is redefined as purposeful, intentional, and positive—directed toward the best interests of the self.  It is the probability that a person will enter into, continue, and adhere to a specific change strategy.  This framework for linking individual change to motivation stems from phenomenological theory of psychology; most familiarly expressed in the writings of Carl Rogers.  In this humanistic view, an individual’s experience of the core inner self is the most important element or personal change and growth—a process of self-actualization that prompts goal-directed behavior for enhancing this self.

 

The motivational approaches described are based on the following assumptions about the nature of motivation:

 

•           Motivation is a key to change.

•           Motivation is multidimensional.

•           Motivation is dynamic and fluctuating.

•           Motivation is influenced by social interactions.

•           Motivation can be modified.

•           Motivation is influenced by the clinician’s style. 

•           The clinician’s task is to elicit and enhance motivation.

 

Five Principles of Motivational Interviewing:

 

1.         Express Empathy through reflective listening

2.         Develop discrepancy between client’s goals or values and their current

 behavior.

3.         Avoid argument and direct confrontation.

4.         Adjust to client resistance rather than opposing it directly.

5.         Support self-efficacy and optimism.