Table of Contents
What Are The Four Types Of Client Resistance?
The four categories described by Otani are response quantity, response content, response style, and logistic management. The client’s noncompliance with the change process is interpreted as response quantity resistance. Response quantity resistance (a), response content resistance (b), response style resistance (c), and logistic management resistance (d) are the four categories.
When A Client Goes Silent In Therapy?
When a client who is typically verbal starts to fall silent while talking about something challenging, corresponding silence by the therapist is often helpful and supportive. It may convey interest and attention as well as the therapist’s resolve to respect the client’s need to process what is happening. Through a calm talking voice, a slower speaking pace, and thoughtful language, a safe emotional environment can be created. Each client progresses at their own pace, and therapists should be aware of this. This process might be quick for some people while taking time for others.
How Do Counselors Work With Resistant Clients?
“Don’t place the blame on the client or the people they believe to be the root of their problems. Always be respectful toward the opposition, advises Mitchell. “Respect what the client just said; they had a reason for it. Mitchell advises looking for motivations that are emotionally compelling. Reflect without judging what we hear to reduce the possibility of evoking resistance. reflecting both the reasons to change and the reasons not to change that you hear the client stating. Accentuate freedom of choice and control. There are three different types of resistance: sociological, psychological, and logical/rational. You should anticipate encountering each of these from employees as someone who is facilitating change. Get their buy-in and help them lead the changes you want to see by communicating with them early and frequently. Between workers and management, this facilitates communication. It can be beneficial to include important stakeholders in the change, especially those who are regarded favorably by peers.