Interviewing for Solutions by Jong and Berg

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Inso Kim Berg's and Peter Dejong Book interviewing For Solutions indicates a proven and solution-oriented techniques to the initial interview and sees the customer as competent. This helps them to focuses on changes they want; therapy is based on the activities that they are already engaging in (Berg, & Jong, 1996). In the entire book, the writers provide models that are geared towards attaining solution that is focused on work. Their work is illustrated by use of examples that are well explained, and supplemented by sufficient research. Multimedia resources including DVD providing instruction further supported by exercise that is integrated, online videos and social work. The use of exclusive that supplement the techniques include the usage of; instructional ideas, workshops, demonstration interviews, practices outside the classroom, sample examinations and instruments for building solution with the clients among others. This paper will explore chapter six, focusing on success and strength of the clients being built as the core theme in this chapter.

The purpose of this chapter is to ensure that the learner is fully equipped with the deliberate random and exceptions concept and how they relate to relate to each other to ensure that the desired success and strengths of the customers arrive instantly (Visser, 2013). The chapter further focuses on the understanding of the questions being applied the implications they have on the client. Since many problems are involved in this process. The interviewer must ensure that the selection of the items is conducted appropriately this can be done before the interview. It is also essential to incorporate the client. The questions should be easy to respond. The person holding the meeting is obligated to ask fundamental problems, he or she can also ask questions that stimulate or prepare the interviewee (Berg, & Jong, 1996). If the purpose of this process is to be achieved the issues that are involved herein reflects ethic and that they focus on the subject of the interest that has been presented by the client.

The facilitators conduct individual exercise since this book focuses on dealing with different client needs, with a tailor-made perspective. This is achieved through listening, absorbing and formulation (Visser, 2013). This is to practice the process of solution building, and solution focused related questions, emanating as result of listening to the responses. All these have their main agenda being attaining information relating to exceptions and the attainment of the solution. Here the learners are directed to ensure that they have gone to the section of the guided exercise that is the DVD where they required to select the clip number three, this scenario Melisa is being asked by Kristin regarding what needs to be for the miracle to happen. As the patron listens to Melissa, they are required to write something down particularly the keywords, at the same being necessary to write a response.

It is imperative to note the process described above has its primary focus on the attainment of strength and accomplishment. Although responding to the chapter four and five exercise takes considerable amount those learning should at least conduct two interviews. This caters to the personal development; concentrate on the formulation of the goal that is around the individual concerns and the follow up is done with the specific client (Berg, & Jong, 1996). In order evaluate the strengths and the successes of the client it is critical to understand the nature of the scaling questions and the consequences that these issues may have. In this juncture the observers may be some questions such as; what did you notice to be significant? The observers are asked questions one at a time; this also happens to the interviewers and clients. The interviewers may be asked about what they learned, and how the client behaved himself to ensure that process was successful.

It is interesting to note how the process of the goal attainment is formulated. To achieve the goal of the chapter, formation of the group consisting of four members is constituted by having an individual with the shining shoes or even the most significant feet playing the role of the client and the person who is sitting opposite directly assuming the part of the interviewer (King, 2017). During this situation, the client is instructed to think of something that another person had recently succeeded; this could be their family members, co-employees and also their friends.

In this regard, success is treated as something that they did which in the view of the client is whether the success is worth. The interviewer has a role of attaining sufficient information relating to the success that the client mentions about, the interviewer should use as many questions as possible (Berg, & Jong, 1996). Since the two individuals are observers, they are only required to pay attention and probably write something down relating to the resources and the strengths of the conducting the successful presentation at the same indicating questions that he or she thinks were asked appropriately by the interviewer. It is as a result of asking essential issues that the outcome that is desired can be achieved.

It is of great importance to note how effectively understand the relationship between the clients; motivation, confidence, goals, deliberate exceptions and session changes at the same time recognizing the process of building the solution that is construction geared towards making differences (King, 2017). It is vital to note how it is essential to understand the dynamics existing in the client; this can help strengthen the mechanism of the goal attainment that is concentration on the client. This can ensure that the client can be assisted to ensure that he or she to adopt good method s towards the attainment of the personal goals with the help of the information that is provided by those conducting the role of observing (King, 2017). They proactively participate by writing down anything that they feel require to be presented at the end of the interview for analysis and further discussion. The discussion participants include the observers and the interviewers the primary topic being about strengths and the resources available that they have identified with the clients listening carefully.

This chapter is attractive since it identified the importance of the observers and interviewers providing their compliment on the matter that is the outcome of the interview. Since they are obliged to offer commentaries that are genuine, this offers an opportunity for amendments to help improve on the future discussion at the same time maintaining the client to identify his or her weaknesses and strengths that can have the significant influence on the success (King, 2017).Method avoiding challenges can be formulated to ensure that, they are dealt with before they influence the progress and also lead to the diminishing of the secure areas.

Since questions are of paramount mandatory importance is every interview and they cannot be avoided, they are part and parcel of the process. This chapter amplifies on the need to increase the proficiency when asking the scaling questions (King, 2017).During the process of changing interviewer, the new interviewers will more often come up with new issues hence amplifying the unique qualities, triggering problems relating to quality and its usefulness is vital. The client can be asked the new interviewer about the role quality played in their life or how important it was. Critically the observer continues paying attention. The ability to ask questions is strengthened; consequently, the goal of helping the client can be attained if the right mechanism is used to to get answers from the patron.

The chapter to achieve success and strength goal the chapter emphasizes the importance of feedback and commentaries in this case being provided by those observing how the communication between the parties is carried out (King, 2017).? They advise on the areas that have shortcoming and also on the active regions that requires being maintained in the future. They are also able to study the behaviors of the interviewee to advise to advice the interviewer accordingly to be able to shift the interview and adapt to the client. Therefore, this is also an essential aspect of a conversation that differs significantly from other types of communications.

References

Berg, I. K., & De Jong, P. (1996). Solution-building conversations: Co-constructing a sense of competence with clients.? Families in Society: The Journal of Contemporary Social Services,? 77(6), 376-391.

King, P. K. (2017).? Tools for Effective Therapy with Children and Families: A Solution-Focused Approach. Taylor & Francis.

Visser, C. F. (2013). The origin of the solution-focused approach.? International Journal of Solution-focused practices,? 1(1), 10-17.

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Interviewing For Solutions by Jong and Berg. (2018, Dec 14). Retrieved July 19, 2024 , from
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