Rooting

==Training method: Rooting Exercise==

'''Abstract'''
FIRST PART: Trainees elaborate the challenges of their context and daily work.

SECOND PART: Trainees set their agenda by articulating their expectations they have, as to what MI can offer them in relation to their daily work.

'''Notes''':
This takes half of a Swiss day, about 190 to 210 Minutes without a break.
Listening, I get to know, what the group identifies with, their work, their challenges. I have plenty of possibilities to model by reflecting, reframing, giving double sided reflections, summarizing, acknowledging and affirming their competence.
I let them define, what they want to learn and I do not have to tell them, what they are supposed to learn.
Contributed by Michael Peltenburg

'''FIRST PART''':
Trainees elaborate the challenges of their context and daily work. Trainees work with the skills they have. (They listen, summarize issues important for them and balance their ambivalence about their learning situation, their clients and themselves).

Step I (30 Minutes)
Trainees split into pairs: One listener, one speaker. (Listening exercise) Role shifts after 10 – 15 Minutes.
My client (with real first name) is a challenge for me or The work with client (real first name) is satisfying.
The speaker is asked to describe his client, give an idea of the challenge or satisfaction and his thoughts and feelings about it.
As little discussion as accepted by the participants, maintaining roles of listening and speaking.

Step II (30 Minutes)
Pairs come together in groups of 6:
The listeners summarize the former speakers “client-stories” one by one so that the group ends up with six client-stories. (Summarizing exercise) The group chooses (according to the size of all participants: goal 6 to 8 client-stories of all groups together) 1 to 3 stories and tries to point out important issues, unresolved bits, feelings not only of the original speaker but of all the group members (balance ambivalence in a safe setting)

Step III (30 Minutes)
6-8 client-stories: A speaker of each group presents their clients with name, context, challenge, feelings of the participants within 5 Minutes. (Summarizing exercise) The Trainer puts important words (sometimes reframing softly, avoiding judgmental elements and in perspective to the agenda that will come up later) on a pin-wand (or similar) checking repeatedly whether any participant wants to add something.

END of Part I

'''THEORY''' (45 –60 Minutes)
Here I would give an overview what MI is about, share some experiences with the participants (as Alain Zuckoff has described in his e-mail on the list serve of 13 march 2002 “Re: One hour talk on Motivational Interviewing”) talk about Resistance, Roadblocks, Ambivalence OARS, DARN C Change talk, Commitment talk, rolling with resistance etc and go to.

'''PART II'''
Two options (timeframe):
a) elaboration in the same groups of six (as in the First Part Step II) for 15 Minutes and then sharing with the whole group
b) elaboration right from the start in the whole group (faster, but less intense) I would ask something like: now, that you have an idea of what MI is about, where do you see, it could be useful for your work or what elements have you already used, that helped you to be satisfied with the way the client develops.
I would then go from client (on the pin board) to client and elicit from the participants their expectations for the workshop in relation to these clients. I would be very careful to elicit all participants’ voices during this 20 to 40 Minutes block. My work is to reframe their expectations (while we work on the pin board or later during the workshop) into elements, MI is composed of. At the end I inform participants, that we will use these, their clients for some of the different exercises during the rest of the workshop and would also inform participants about goals, we might not be able to achieve during the short period of training together. At the same time I take the opportunity to introduce the idea, that learning only starts with the workshop and that supervisions, post-workshop phone-calls or solutions they come up with might be options.

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from Motivational Interviewing Training for New Trainers (TNT), Resources for Trainers, http://www.motivationalinterviewing.org/