1. Cognitive-Behavioral Intervention and Motivational Interviewing Presented by Donna Tebought – Program Director 1 Risk Reduction Services/Cognitive Behavioral Unit October 11, 2012 1

2. But in the real world it will never work 2

3. Why should we place offenders into programs? Altered attitudes, values, and beliefs through direct challenging and/or new behavioral practice Risk Control vs. Risk Reduction Learning through Self-Discovery Cognitive Dissonance

4. Cognitive Behavioral Progra ms Responsibility to change is with the offender not us. We don’t take credit for their failures nor their successes. Motivation for change has to come from within. The offender is the one who makes the argument for change, not us. 4

5. Cognitive Behavioral Programs Moral Reconation Therapy (MRT) Thinking for a Change (T4C) D.E.T.O.U.R. Anger Management 5

6. Cognitive Behavioral Programs Intervention ALL staff should be using cognitive behavioral (Cog) practices A good cog “intervention” and a good cog “program” are not the same thing…Why? A good Cog intervention can be “drowned” by staff who are not “on board”. How? What are the skills all staff can be using? 10/11/2012 & 10/25/20126

7. Reinforcement Techniques Support your facilitator Support the participants Don’t talk bad about the programs Sit in on a class Attend graduations Motivational Interviewing 7

8. Definitions o Motivation o Motivational Interviewing? (Council for Philosophical Studies, 1981: Miller 1985b)

9. Why MI, or What’s In It For Me? Improve communication skills, be more efficient & effective: Less talking by you More talking by the offender Improve outcomes: Increased compliance, reduced recidivism Improved commitment to change Increased participation in interventions Decrease your stress: They act, you apply consequences (positive and negative) Don’t fix, assist… then hold them accountable! If they don’t change, you don’t argue, just follow through!

10. Benefits of Motivational Interviewing – Provides a model for the process of change – Reframes “denial” as “ambivalence” – Shows staff how to manage ambivalence – Identifies offender motivational structure – Correlates with better compliance – Improves re-entry planning and offender involvement – Affirms the offender – Increases rapport with the offender – Helps offender make progress towards change – Gives offender ownership and responsibility of their change process

11. QUESTIONS

12. Donna Tebought Program Director 1, Cognitive Behavioral Unit-RRS C/O Clayton TC 270 Falcon Drive Forest Park, GA 30297 Office: (404) 675 – 6810 Pager: (404) 382 – 3898 Fax: (404) 362 - 6599 E-mail: teboud00@dcor.state.ga.us