Implementing a predictive modeling program, part II: Use of motivational interviewing in a predictive modeling program.
This is the second article of a two-part series about issues encountered in implementing a predictive modeling program. Part I looked at how to effectively implement a program and discussed helpful hints and lessons learned for case managers who are required to change their approach to patients. In Part II, we discuss the readiness to change model, examine the spirit of motivational interviewing and related techniques, and explore how motivational interviewing is different from more traditional interviewing and assessment methods.
Calhoun
Jean
J
Presbyterian Health Plan, PO Box 27489, Albuquerque, NM 87125, USA. jcalhoun@phs.org
Admire
Kaye S
KS
D000786:Anger; D019090:Case Management / Q000458:organization & administration*; D003220:Conflict, Psychological; D004645:Empathy; D005639:Frustration; D015438:Health Behavior; D007722:Health Knowledge, Attitudes, Practice; D006801:Humans; D007407:Interviews as Topic / Q000379:methods* / Q000592:standards; D008960:Models, Psychological; D009042:Motivation; D024802:Nurse's Role / Q000523:psychology; D009723:Nurse-Patient Relations; D009730:Nursing Assessment / Q000379:methods*; D010349:Patient Compliance / Q000523:psychology*; D010358:Patient Participation / Q000379:methods / Q000523:psychology; D011209:Power, Psychological; D011237:Predictive Value of Tests; D018570:Risk Assessment / Q000379:methods; D012309:Risk-Taking; D012944:Social Support; D013850:Thinking