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Reflective Practitioner
Systematically reviewing your thinking, emotions and actions, through a journal, college, mentor, or supervisor
When to be a reflective practioner
Situation is unclear and challenging
Usual method is not working
Client’s background differs from yours
Receive new information about yourself
Perry’s stages of development
Dualistic
Multiplistic
Relativistic
How to enhance development
Find and mentor
Stop Search for the perfect technique
Take responsibility for directing your own learning
Recognize your ability to connect
Learn to accent feedback
Purpose of self Disclosure
Conveys honesty and openness, models openness for client, Increases attractiveness of helper, deepens trust
Self-disclosure Mistakes
Too deep
Poorly timed
Does not fit client’s experience
Ethical guidelines
Do no harm
Confidentiality
Avoid Giving advice
Do not impose your values on others
give specific and constructive feedback
stay with techniques you have learned
Notify about intent to harm self or others
Qualities of an effective helper
Non judgmental, warm and caring, good self-esteem, flexibility,
REPLAN
Relationship between helper and client
Enhancing efficacy and self-esteem
Practicing new behaviors
Lowering and raising emotional arousal
Activating expectations, hope, and motivations
New learning experiences
Building Block Skills
The foundational interventions used to create change (Invitational skills, Reflecting skills, Advanced Reflecting skills, Challenging skills, Goal setting skills)
Change techniques
Techniques for moving the client towards a goal, collaboratively (Role-playing, homework, countering, thought stopping, muscle relaxation, mediation)
Manage Tranference
Relationship enhancers?
Presence, Posture, Empathy, Warmth
Transference
Client’s carry over feeling from past influences current relationship
Countertransference
Helper’s string emotional reactions to client (often anger or frustration)
Empathy
Conveying understanding of client’s experience
Broaching
acknowledging that you and your client are of different cultures and that you don’t know all
culture blind
Not acknowledging how culture affects the person and their experience
Color Blind
not acknowledging how race affects the person and their experience
5 stages of the helping process
Relationship building
Assessment
Goal setting
Intervention and action
Evaluation and Reflection
Manage Counter transference
Convey acceptance of client’s remarks
Explore client’s feelings
use self-involving statement to disclose genuine thoughts and emotions
use transference to find different ways to express feelings
