In my June 27, 2023 article, Trauma-Informed Practices and Workers’ Comp…, I mentioned motivational interviewing (MI) as another health-related intervention that can also improve outcomes for workers and employers in the workers’ compensation system. In other words, another tool to prevent or mitigate unnecessary work disability.
MI is a counseling approach that can support a shift in the culture of our industry. Claim professionals can use MI to activate customers, particularly injured workers, facilitating their recovery and return to work.
Below, I’ve outlined just a few key elements of MI for you to consider in your daily work or in any situation where you’re supporting someone’s progress toward their goals or behavior change – hmmm….any of you have teenagers??
- Collaboration. MI is grounded in a collaborative and respectful relationship between you and the worker. Establishing trust is crucial for workers who can feel vulnerable and a lack control of their claim and outcomes. Collaboration requires empathy, partnership, being an effective listener.
- Focus on Change. MI is intended to utilize an individual’s own motivation for change. This can mean actively engaging them in the process, being open to their goals in developing return-to-work strategies.
- Empowerment and Autonomy. Through MI, workers are encouraged to make their own choices and to become active self-advocates in their rehabilitation. When someone feels empowered, they are much more likely to follow their treatment and return-to-work plans.
- Goal Setting. In my view, this is at the core of work disability prevention and mitigation. MI involves working with the individual to set realistic and obtainable goals; achieving those goals (or simply next steps), then setting the next goal (and continuing to repeat) in order to move forward with recovery and return to work. It’s a way of providing clear targets based on the worker’s own goals and motivations, and helping them see measurable progress.
- Addressing Resistance. MI is designed to work with, rather than against, a worker’s resistance. This means identifying and acknowledging their fears and concerns, taking steps to address them, rather than dismissing or challenging them.
By incorporating these elements in our daily work, we can better support workers (and employers) in navigating the challenges of recovery and workplace reintegration. And, at the end of the day, we can go home knowing we had a positive impact on someone’s life and livelihood.
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