stephenrollnick

Dear Jan,

The truth is that there is no single body that formally co-ordinates the training and accreditation of MI practitioners.  The closest one gets to is MINT (www.motivationalinterview.org) which is run by volunteers in a network of MI trainers. But they have not been able to take on an accreditation scheme.

The result of this vacuum, if you like, is that others, many members of MINT themselves, have made considerable efforts to set up a system.  One such, about to be launched in a matter of weeks (I believe), is MI-Campus (see www.mi-campus.com).  I have been on the non-paying advisory group, along with many other colleagues and including William Miller.  Then there are others, which I cant for the moment list for you..... I'd have to dig this information up....

Good to hear from someone in the occupational rehabilitation field.  Its not the first time I have come across this interest. i am not sure there is any research evidence yet, but I would bet that a gentle engagement with someone ambivalent about the return to work will produce better outcomes than standard practice (giving information and advice).

Feel free to post a specific comment with your field in the title..... it should over time pull in other folk in your field. I'll keep an eye out, and be as helpful as I can.

Kind regards,

Steve

Thanks very much for your reply to my query - it's good to know there may be an accreditation process before too long.

With regard to the use of  M.I. with our customers (i.e.people on sickness benefits who may or may not be considering a return to work), yes I have witnessed its effectiveness!  As health professionals our team's primary concern is to help people manage their health conditions more effectively - hopefully we can enable them to return to work, though many people are not ready for this and often our role is to improve their general well-being and move them closer to being ready for work.  However, I think it's fair to say that our customers are sometimes suspicious of the motives of the programme, having been referred to us by advisors in the Job centre - some are under the impression that our role is to return them to work, like it or not.  This can put them 'on the defensive' from the outset and advice-giving and attempts as persuasion are even less likely to succeed in these circumstances.  The use of M.I. techniques (though I hesitate to use that word) can help to resolve ambivalence, but just as important is the philosophy of the approach, which offers them respect and 'polite attention' at a time when they may feel particularly under-valued and marginalised.

I would be very interested to hear from anyone else working in this field who has been using or would like to start using M.I.
I'll submit another post with a more meaningful title to encourage discussion.
All the best,
Jan

Dear Jan & Steve,

Thank you for raising this subject.
In my view, learning how to become, be and stay competent in Motivational Interviewing is not something that is done through following a workshop (however well delivered) at one point in time, and then afterwards just 'do' it. It takes continued attention, preferrably through observed practice, intervision and/or supervision. Ideally, also a more formal check of competency could be done from time to time, by having your conversations coded with the MITI.
Now to addresss your question more directly: indeed, me and my colleague Jeff Allison are in the process of starting up our new initiative named MiCampus. Through MiCampus we will offer an online opportunity for practitioners who would want to have their competency in MI certified. In general, this certification procedure asks from the practitioner to submit a number of recordings of his/her actual work with clients/patients (by means of audio/video files and detailed transcripts) and the writing of a 'self-appraisal'; a critical analysis of the samples provided. After a thorough review of the samples provided and of the self-appraisal, our examiners will be able to decide whether or not to grant certification to the practitioner. This initial certification will be published and will be valid for 3 years, after which a shorter re-certification procedure will be executed, to possibly extend the certification.
By the way: I am using the word 'certification' and I notice you use 'accreditation'. Maybe it's because of the differences in language (my first language isn't English, but Dutch), but it could very well be that we are not talking about the same things.
In my country - the Netherlands -, accreditation means that any course, workshop or educational event is recognized by authorities and gives a certain number of 'points' to the practitioner participating, needed each year to keep one's license as practitioner. These point-earning educational events usually do not check competency, or give any form of certification. Certification does check knowledge & competency thoroughly and should be repeated after a number of years to check if the initial competency & knowledge is still there and didn't wear off.
Ok, so much for linguistics.

Kind regards,

Rik Bes,
Micampus.

Hello Bec -

Thank you for your information about the certification process, this sounds exactly waht I was hoping for.  I used the word 'accreditation' without a great deal of thought and your definition of 'certification' certainly describes what I'm seeking.  I am trying to find a way of demonstrating to myself and others that I have reached (and am maintaining) a level of competence in the use of M.I. and have not merely attended a workshop. 
Jan

Dear Jan,

MI-campus has now been launched, so go for it if it suits your needs!

Steve