advanced SWK
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| Three kinds of interviews | info gathering, diagnostic decision making, therapeutic
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| definition of SWK interview | conversation with deliberate purpose; must be mutually accepted by participants
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| Basic Rules of Interview | content chosen for purpose, one person responsible for moving forward (climate, focus, response), relationship non-reciprocal, interviewer actions planned, obliged to accept interview,attentiveness, formally arranged, unpleasant facts/feelings addressed
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| Four levels of responses | perceptual, cognitive, attentive, and behavioral
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| Perceptual response | interpretation of what was seen or heard
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| Cognitive | what client thinks
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| Affective | focuses on feeling
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| Behavioral | focus on client's past or anticipated behavior
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| Aspects of cross cultural interviewing | concern of problems because of "word differences," class, color, age, sexual orientation important, affective/cognitive understanding differs, ways of doing differs, accept help of ethnically different client for understanding, listen, open to guidance
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| Parts of Interview | background, communication styles, power struggle and manipulation
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| background of client | background of interviewee, "particularities of life," primary groups impact behavior, feelings, attitudes of client,
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| background of interviewer | need to replace learned, typical behavior with professional; reduce idiosyncratic componen
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| communication components | conversational habits brought-->move to professional norms,
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| power struggles and manipulations | interviewer naturally given power, interviewee has little power and may try to gain power by controlling interview, asking questions, role reversal, deny gratification of good interview, deny competence
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| Countering power struggles | condition client to talk about certian items (pay off positives); ignore inappropriate conversation, deliberate use of words and vocalizations
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| 3 qualities of a competent interviewer | have knowledge, perception, complete tasks
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| Having knowledge | specifics of area, problem area, norms, resources, available solutions, procedures
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| having perception | reading clients, check-out feedback, be able to do something about problem, warmth (self-assurance, sensitivity, competence), touching
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| Complete tasks | keep it going, socializing the interviewee, putting it all together
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| Problems of interviewer (6) | self-doubt/holding back, too-close to home, personal biases, fear of hostility, boredom, lying (by interviewee)
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| Interview Stages | preparing, introductory, developmental, termination
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| parts of preparing phase (8) | reviewing, exploring, consulting, arranging, empathy, self-exploration, planning, recording
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| Introductory Phase stages (8) | social conversation, pre-interview ammenities, introduce self, seek introduction, describe initial purpose, outline client role, discuss policy and ethical standards, seek feedback
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| Exploration matrix | problem, person, and situation in present, past and future
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| Developmental phase skill types | skills of range, depth, and problem solving
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| Skills of range (7) | What has happened; attending behaviors, minimal encouragements, tracking, echo, paraphrase, summarization, transitions (reasons, kinds)
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| Skills of depth (4) | Feelings about what's happened, intensity of feelings; identify feelings, sanctioning feelings, euphemism, reflection of feelings
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| Problem solving skills (9) | clarification, interpretation, confrontation, sharing information, advice, support, self-disclosure, silence, humor
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| Questioning in developmental stage (7 types) | open, closed (stacking/double barreled; shotgun/lots), leading/assuming, tangetial, psuedo (rhetorical), intrusive (ignores client needs), "WHY" (judgmental/attacking)
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| Pitfalls | giving advice, inappropriate humor, interrupting, abrupt transitions, inappropriate questions, judgmental responses, inappropriate self-disclosure, premature confrontation, too much info, premature problem solving, minimize problem, false assurances
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| termination characteristics | final phase, prep begins at beginning, explicitly informed of process, linked to mutually agreed on purpose, system ends when purpose accomplished
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| When to terminate | goals reached, client feels received sufficient help, no progress being made, inadequate services/resources, worker leaves agency
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| Blocks to effective termination | worker getting own needs met, need to control others, expecting more from client than reasonable, wants to compensate for clients lost relationships,
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| components of termination (3 and bonus) | disengagement, stabilization of change, evaluation, social conversation!!
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| disengagement | endings bring cessation of relationship (emotions-lots)
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| stabilization of change | worker and client review word done together
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| evaluation | did you accomplish goals?
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| Common feelings | initial-denial; fear of loss/unknown, sadness/grief, anger, feelings associated with old wounds, regression to previous behaviors
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| problem oriented recording | problem #, goal, date, disposition, date resolved
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| SOAP-paragraph content | subjective impressions, objective, assessment, plan
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| partializing | one piece pulled out at a time
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Created by:
kmeredith
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