Blog 4

Chapter 10:

Chapter out line: Bringing up Difficult Issues

We may find it necessary or hear or be concerned with during the course of our work that wants to make us ask more questions. At times the maladaptive behavior and or situation may call for us to explore more with the client. When this is completed it is a confrontation. To confront the client the following list several do and don’ts.

Confrontation-When to use

Discrepancies

Say one thing but do another

A difference of perception between client/worker

Contradictory value beliefs and behaviors

            Extra’s…

            Unrealistic expectations Worker or Client

            Seeking help/Contradictory behavior

            Client’s contradictory behavior

I-Message-Confrontation

The I-message usually contains 4 parts consisting of

+Personal concern, feelings and observations about the issue or situation

+A description of what has been seen and heard-non-blaming

+Tangible outcome for the worker and or consequences for the client

+Collaboration on a solution/invited

Confrontation Rules

As with all confrontations sometimes it cannot be avoided however it can be controlled to an extent simply by controlling our reaction. The following are some simple things to remember but will take time and practice to master.

Be mater as fact!

Listen!

Put your focus on tangible behavior and communication.

Make sure you take complete responsibility for your actions and observations

Don’t accuse

Don’t do it because you’re angry

Don’t judge!

Don’t give the answers

Always..Always be collaborative

Other options…

Sharing Ideas-Sometimes we may want out of interest in the client’s wellbeing that we will want to offer solutions or ideas that may bring some needed relief of options for a potential solution. As with all things ask for permission before doing so as some clients may not want your ideas.

Advocate-We may find it necessary to “Stand-up” for our clients at times. They are seeing us for a reason and may be somewhat venerable in some manner such as Confidentiality to disclose in a private manner. Ie. If a caseworker always leaves office door open during appointments and the office being located at the front entrance with conversations easily overheard.

Don’t be pushy!

At times we may be put in situations where because of our personal experiences and beliefs contradict the action of the client. We also can get tripped up and send the wrong messages. We must remember what our I-messages say. As a worker we can still hold our belief and conclusions but put it in a way that the client does not take our actions and assistance as being overbearing and pushy.

It’s all in how you say it…

Article/Video in Review

I thought that the situation came across as awkward and forced. I suppose that was the intention for the worker as the client delved deeper into the abuse and brought fourth new emotions. On the clients part she seemed to have to force herself to deal with the sexual abuse from her father. At first I felt slightly uncomfortable because the young lady seemed so uncomfortable in the presence of such an intimidating male worker. Although the workers actions were benevolent the fact that he was confronting her inability to dig a little deeper into the issues struck me as being off. I found his mere presence a factor. He was a tall, muscular built man ironically to that of her father; the abuser. I found the video less of an example on confrontation but more of a lack of sensitivity to the client’s situation and possibly pushing her to hard considering her venerable state.

Question???

When confronting is it as simple as the book and video portrays it to be or is it mastered over time and experience? Seems to me after watching this clip I am now more confused as when to push and confront or not to push. Is this something that is only mastered through experience and time or can it be achieved through mentally preparing yourself.

Link…