Blog 3

Chapter 9: Asking Questions

Chapter out line: Using open and closed questions

Why do we use Open/Closed questions

As a case worker we are often seen as having the answers. We can often feel nervous regarding this as we are naturally filled with questions. As we attempt to understand the situation and the client we may ask an introductory question but this leads us to more questions. The strategy would be to ask the most pertinent information gathering questions as possible but allowing the client to “tell their story”.

A. When to do which?

A1. When opening/starting the initial case/working relationship

A2. For assessment and external or specialized referrals.

A3. When attempting to encourage your client to delve deeper into the emotion or for clarity and personal understanding.

 B. Closed Question

B1.Defines as a question that requires a single answer. (This is as simple as it sounds.)

Examples would include...

Are you male/female?

Where do you live?

Why are you here?

How did you do that?

C. Open Question

C1. These types of questions serve to worker as ways to gain more understanding to the problem issue and the client’s point of view and if we have an internal question that comes to mind we can use the questions to explore more. These also put the client at ease as they can be guided to articulate of formulate out loud the problem. In my experience the simple step of saying that you have a situation or issue is liberating in itself.

Examples would include…

Can you tell me how that made you feel?

Will you tell me about your childhood?

How did that make you feel then?

Don’t make it uncomfortable

The process is sometimes difficult enough and often an uncomfortable experience for the client. One of our many goals is to help put the client at ease and make the working relationship and mutually beneficially one. We have many areas to avoid to help us ease this process for the client and is listed as follows.

Types of questions to avoid…

*Avoid the “why” questions ie. Why did? Why didn’t?

(This implies that you feel that the was a right and wrong answer or handled differently)  

                *Avoid multiple questions ie. Asking one question followed by another then a yes or no question

(This type of questioning can often make the client feel interrogated and like your searching for a specific answer rather than just\listening to the whole story.)

                *Avoid Changing the subject ie. Talking on one subject matter and abruptly change to another.

                (Just for the simple fact that this is normally a social taboo it can disrupt the entire session)

                *Avoid only one right answer ie why didn’t you tell someone?

                (This implies to the client that there is only one right answer)

                *Avoid putting on your morals/values ie did you tell him the truth?

(This implies to the client that their values are different and possibly sub standard to your implied superior morals and values.  )

*Avoid assumptions ie. You did say you’re sorry; right?

(Doing this implies to the client that you already know the answers and could come off as arrogant.)

A formula for asking open ended questions

Although this seems to be an obvious thing to do a simple guide was created to ask these questions. At first a beginning worker may feel overwhelmed and might be unsure of one’s self and abilities. This might lead the worker to be nervous and feel lost during the questioning.

(the formula is simple) with a few simple leaders such as Can you?, could you? With these the worker can branch off to other leaders such as spell out..Talk.. After getting started with these you can use softeners and ad one such as a little bit more?..or something more about?  After this is complete you can assign a subject with the discussion such as your husband, child, what was the move like?

All of these phrase’s and starters and be used in endless variations and orders. The basic concept is keeping the exchange of information moving. The more you understand the client the more you will understand their problem and the effect it is having on their life. The key is to keep the conversation going but making sure that it isn’t a rambling conversation but a way for the working to read between the lines and gather information while formulating and articulating a follow up question.

Article in review…

This week I was able to find an article to my satisfaction. As the topic is covering questions and how to ask them correctly I found this article between a difficult client and an arrogant therapist. I understand fully the need for asking a variation of closed and open ended questions and the proper time to use each. I have often seen and read this week what I seen to be callus or uncaring questioning.

The therapist started the interview introducing themselves with many credentials and certifications. The client reported feeling intimidated during the intake. The therapist asked many closed question and to my opinion not very many open ended questions. It is my belief this was completed in this manner because this was court ordered. Although the client may have been made to take the opportunity to deal with some emotional and maladaptive behaviors and could be apprehensive or resentful in the beginning the session could have gone differently had the workers attitude been more open. To me the worker seemed to be acting as it was court ordered. She asked several rapid fire closed questions. She would move from subject to subject as if she was reviewing a check list.

I am unsure if this was an example to workers of what not to do or just an account. However in my opinion this was a prime example of how not to be an asset to others. Not to be possibly detrimental to a clients situation. I personally believe that is malpractice on behalf of the worker.

QUESTION…

Does a social/therapeutic/worker have any legal obligation to “do no harm” like a medical doctor oath? I realize we are governed by principles, rights and ethics however the compliance with those is ultimately voluntary. I guess to clarify my question is what is to stop a rouge worker from being out there taking their own emotional issues on others instead of being a benevolent helping worker.