Stages of change game24.10.2020
Article Source: makeyourbodywork. As a personal trainer, I regularly meet people who have very specific fitness goals and are determined to reach them. Sometimes they want to lose weight before a wedding. Sometimes they've made a resolution to start the New Year off right. Other times they're motivated by an upcoming tropical vacation got to look good on the beach. Regardless of their reason for wanting to get in shape, all of these people have one thing in common: They are ready to "do whatever it takes.
Nobody hires a personal trainer and says, "I'm only willing to give this 50 percent of my best effort. There's just one problem What people believe in theory is often quite different from how they behave in reality. Recently I met Lori, a new mom who was looking to get back to her pre-pregnancy fitness and body shape. She was excited to exercise, eat healthy, and Lori hadn't exercised during her pregnancy, which meant that it had been almost a full year since she had been in any sort of fitness routine.
Nevertheless, she was determined to jump back in since her doctor had recently given her the green light to begin training. She was adamant that she wanted to hit the gym five days per week and said that she could afford a full hour for each of those workouts.
Most people give up on their fitness goals soon after getting started because they didn't understand how committed they actually were to the process, and therefore chose a path that was far too challenging.
Losing weight and getting in shape perfectly illustrates a psychological model called The 5 Stages of Change. This model states that we all go through five specific stages when trying to form new behaviors or adopt new habits.
Understanding these stages, and determining which stage you are actually in, can go a long way to helping you choose a fitness plan that will lead you to success. As you read through the five stages, consider which stage you are in and what actions you might take to move you onto the next stage.
Pre-Contemplation People in this stage are basically in denial. They either don't know that they should change OR have decided that they don't want to. Fortunately, you are not in this stage at least not likely because someone in Pre-Contemplation wouldn't be compelled to read this article!
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They aren't interested in change. The most helpful exercise for someone in pre-contemplation would be to look at evidence showing why change might actually be beneficial.
For example, they could watch a weight-loss show on TV and notice that the participants do seem happier after losing weight.Making a lasting change in behavior is rarely a simple process and usually involves a substantial commitment of time, effort, and emotion.
Whether you want to lose weight, stop smoking, or accomplish another goal, there is no single solution that works for everyone.
You may have to try several different techniques, often through a process of trial-and-error, to achieve your goal.
The 5 Stages of Change: Which Stage Are You In?
It's during this period that many people become discouraged and give up on their behavior change goals. The key to maintaining your goals is to try new techniques and find ways to stay motivated. Change might not come easily, but psychologists have developed a number of ways to effectively help people change their behavior.
Many of these techniques are used by therapists, physicians, and teachers. Understanding the elements of change, the stages of change, and ways to work through each stage can help you achieve your goals.
One of the best-known approaches to change is known as the Stages of Change or Transtheoretical Model, which was introduced in the late s by researchers James Prochaska and Carlo DiClemente who were studying ways to help people quit smoking. In this model, change occurs gradually and relapses are an inevitable part of the process of making a lifelong change.
This model demonstrates that change is rarely easy and often requires a gradual progression of small steps toward a larger goal. The earliest stage of change is known as precontemplation. People in this stage are often described as "in denial" due to claims that their behavior is not a problem. If you are in this stage, you may feel resigned to your current state or believe that you have no control over your behavior. In some cases, people in this stage do not understand that their behavior is damaging or are under-informed about the consequences of their actions.
If you are in this stage, begin by asking yourself some questions. Have you ever tried to change this behavior in the past? How do you recognize that you have a problem? What would have to happen for you to consider your behavior a problem? During this stage, people become more and more aware of the potential benefits of making a change, but the costs tend to stand out even more.
This conflict creates a strong sense of ambivalence about changing. Because of this uncertainty, the contemplation stage of change can last months or even years. You may view change as a process of giving something up rather than a means of gaining emotional, mental, or physical benefits.
If you are contemplating a behavior change, there are some important questions to ask yourself: Why do you want to change? Is there anything preventing you from changing? What are some things that could help you make this change? During the preparation stage, you might begin making small changes to prepare for a larger life change. For example, if losing weight is your goal, you might switch to lower-fat foods. You might also take some sort of direct action such as consulting a therapist, joining a health club, or reading self-help books.
If you are in the preparation stage, there are some steps you can take to improve your chances of successfully making a lasting life change. Gather as much information as you can about ways to change your behavior.
Prepare a list of motivating statements and write down your goals. Find outside resources such as support groups, counselors, or friends who can offer advice and encouragement. During the fourth stage of change, people begin taking direct action in order to accomplish their goals.Effective self-change depends on doing the right things at the appropriate time to promote establishment of a desired behaviour.
Self-change generally follows a certain path or process; these processes have characteristic qualities exemplified by behaviours, actions and attitudes. Self-change is a process that is not linear, rather circular i.
In other words, some cycles may be repeated. This can be regarded as a? The processes of self-change can be recognized in any effort towards change, be it change of addictive behaviour i. Precontemplation — unable to see the problem — person wants to change the people around them — person doesn? Contemplation — person acknowledges the problem — considerations made to solving the problem — struggles toward understanding the problem — person not ready to commit — in the transitional phase to next stage of change, the focus shifts to finding the solution and looking at the future.
Termination: — former addiction or problem behaviour no longer presents any temptation or threat there is some dispute as to whether this stage is a realistic possibility. Consciousness raising: learning about the problem behaviour 2. Emotional arousal: motivation to change based on deeper emotional experiences and awareness.
Self reevaluation: appraisal of self problems, challenges, desired behavioural changes 5. Commitment: taking on the decision and thus personal responsibility to change a behaviour. Countering: substituting healthy behaviours for unhealthy ones 7. Environmental control: restructuring the environment removing alcohol or cigs from the house for example 8. Rewards: positive recognition from self or others through praise, gifts, treats, etc.
Helping relationships: emotional i. Precontemplation — Consciousness raising — Social environmental opportunities 2. Contemplation — Consciousness raising — Social environmental opportunities — Emotional arousal — Self-reevaluation 3.
Preparation — Emotional arousal — Self reevaluation — Commitment — Social environmental opportunities. Action — Commitment — Social environmental opportunities — Reward — Countering — Environmental control — Helping relationships.There are many circumstances that motivate people to admit that their drug and alcohol use has become a problem and then find the willingness to seek help. For some, however, even in the face of dire consequences, there is a tendency to remain in denial about the magnitude of their addiction.
Other people may become aware of a problem, but find it difficult to take the necessary steps to seek help and enter into recovery. Then, there are those who are able to identify the need for a change and are ready and able to take the necessary steps to find and maintain support.
During the pre-contemplative stage of change, people are not considering a need for change and are therefore uninterested in seeking help. In this stage, the addicted person is likely to become defensive and rationalize drug and alcohol use.
In working with an individual in the pre-contemplative stage, the recovery team assists the client in moving towards contemplation by helping them to adjust their f ocus of control i.
The treatment team will also use motivational interviewing techniques to help the client consider the possibility of a change. In the contemplative stage, people are aware of the personal consequences of their addiction and spend time thinking about their problem. In this stage, the addicted person may be open to some discussion about the consequences of their addiction; however, they remain ambivalent about making a change.
In the contemplative stage, the treatment team will help the client weigh the benefits and costs of seeking help and will continue using motivational interviewing techniques to assist the client in imagining new options for their life and potential steps to break free from active addiction. During the preparation stage, people have made a commitment to make a change.
Often times, clients will unconsciously attempt to skip this stage and enter directly into taking action; however, it is important that the treatment team supports the client inadequately preparing to take action. During this stage, counselors will empower the client to gather information about potential options for change, looking at recovery supports that meet their personal interests.
In a holistic treatment approach, as found at Journey Pure, the treatment team will continue supporting the preparation stage of change once the client enters treatment—developing a personalized treatment plan for each client that best fits his or her individual needs. In the action stage, people believe they have the ability to change and are actively involved in taking steps in recovery. The client dives deep into assignments, personal inventories, and relapse prevention work to ensure a successful transition out of treatment and into recovery.
In the maintenance stage, the client learns to successfully avoid triggers and other temptations that would lead back to active addiction. People in this stage tend to remind themselves of their progress and build community supports that reinforce their recovery goals. In order to ensure ongoing recovery, a competent treatment team will assist the client in case management, helping the client to gather essential resources and supports prior to leaving the facility.
Supporting our loved ones in recovery can often feel overwhelming and full of conflicting emotions. By understanding what motivates clients to change, treatment professionals can work more effectively to develop individualized treatment plans that encourage healthy progress towards recovery. Once in treatment, individuals begin to develop the tools and resources to ensure ongoing support and maintain recovery as they transition back into their day-to-day lives.
Call Today! He lives in Nashville with his wife and two kids. The coaching model, originally borrowed from sports, is very popular for all sorts of topics right now. There are coaches available to help you with your weight loss goals, to help you build or grow your business and to guide you to better health and The study of the human brain has made great progress in recent years.Change is an inevitable fact of life.
In fact, Greek philosopher Heraclitus may have said it best when he said that "everything changes but change itself.Improve Your Life with Stages of Change - Part 2: Gaining Willpower
That's why it can be beneficial to get your staff used to transitions by engaging them in games about change for groups of employees. Before picking a particular group activity about change for your team, it is important to understand what change management is and how it applies to your situation. Change management simply refers to the ability to manage change in your life or workplace, which is why activities to teach change management are ideal in helping to reduce employee resistance to change.
While change is a part of life, you typically don't need to take time to schedule dealing-with-change games for your team unless you are planning a big change in your workplace. This could be anything from attempting to increase diversity in the staff to adding a new manager to changing your employee health care plan to downsizing. Change management exercises can help to break the ice before you make a big announcement about an upcoming change or can help employees to deal with their concerns about an upcoming change after it has already been announced.
Ask everyone to imagine that they are aliens who have been invited to a human dinner party. Ask them to point out all of the things that might seem strange to them, ranging from the handshakes and toasts to the fact that humans drink alcohol that poisons their body and fatty foods that clog their arteries.
Once your team has exhausted the list of human behaviors that would seem strange to an alien, tell them to think about how widely accepted customs that may seem normal are not necessarily the only way or the best way to do things. Ask them to have more of an open mind toward trying to do things in a different way, which might actually be more efficient and even become second nature to them if they just give it a chance. Get all of your employees together in a spacious room with closed doors and then hand each person a small, bouncy rubber ball the kind that you get in a vending machine.
Ask them to bounce the ball between themselves or against the walls and expect the balls to bounce across the whole room just make sure you don't leave anything out that is breakable.
After a few minutes, have them stop bouncing the balls and then ask if anyone ever had any doubts that the ball would bounce back up after they threw it toward the ground.
Then explain that just like the ball, they will always rise back up no matter what challenges push them down. While this exercise might not be the most effective because people will largely be thinking about playing with the balls, it is one of the most fun ways to teach change management.
Plus, if you let the people keep the balls, this could result in their reconsidering the message in the future. Divide employees into groups of about five people and then tell them they need to come up with an idea for a new product, letting them know that it can be ridiculous, like tap shoes for dogs. Then, tell them that once they have a product idea, they will need to assign each group member to a position in the new company, such as engineering, marketing, sales, etc.
Finally, ask them to create a presentation for their product and a mini business plan. After each group has given their presentations, move a few people from each group to another group and then ask them to take on new positions in their "companies" to make a new presentation and business plan for their company. You can move more people into new groups and have them rework things for a third time if you have the time.
7 Fun and Engaging Change Management Exercises
After everyone has finished the presentations, ask them to discuss how they adapted to their new "company" despite going through major staff changes. Ask if anyone came up with improvements to their imaginary products or companies after getting a new team member.
This can be a great change management activity for employees in companies that are going through a merger or other major staff changes.
Print out photos showing older technology and photos showing the progression of the devices into their modern incarnations. You might have old telephones, then basic wired landline phones, then cordless phones, then old cell phones and finally smartphones.
You could also show a laptop computer from the '80s, one from the '90s, one from the s and a modern laptop. Break up your team into smaller groups, each with a wide variety of age ranges.
Then give each group a set of the photos and ask them to discuss how these devices changed, what made them better and how they changed society. Also ask everyone in the group to talk about how many changes they remember going through with the technology and how they coped with the changes.The widely-accepted theory of change is that we all have a natural human tendency to resist it. But organizations must change in order to thrive in an always changing market.
So how do we deal with change in a productive and non-threatening way? Change management exercises are activities that encourage employees to reduce their resistance to change. Typically played at the beginning of a meeting or work retreat, these exercises break the ice to open communication about the upcoming change, anticipate their concerns and understand the benefits of getting on board.
Go ahead and try one for yourself before your next big change. Ask employees to cross their arms. When they are comfortable, ask them to cross their arms the other way. Steer the conversation towards specific changes being made within your organization. Examine how tricky it is to cross your arms in different positions and equally how tricky it is to cope with change. Show understanding that the necessary changes may be uncomfortable at first.
Ask employees to imagine themselves as aliens observing a human dinner party. Their task is to point out unusual human social norms and to explain them to the beings on their imaginary planet. Why do they drink poisonous alcohol? Why do they knock their glasses together when celebrating?
Encourage your employees to be more open-minded towards changing long-standing methods by The Alien at Dinner. Allow employees to sit wherever they want… then have them move to a different seat. Ask them to think about how their perspective changed in moving to the new seat and why.
After stretching for a minute, tell them they can now sit wherever they like. Watch which seat they choose. Play the game twice and see if people behave the same way the second time.
3.3 The stages-of-change model
Start a discussion as to why people may have changed their choice the second time around.Precontemplators usually show up in therapy because of pressures from others… spouses, employers, parents, and courts… Resist change. When their problem comes up, they change the topic of conversation. They place responsibility for their problems on factors such as genetic makeup, addition, family, society, destiny, the police, etc.
Contemplators acknowledge that they have a problem and begin to think about solving it. Contemplators struggle to understand their problems, to see its causes, and wonder about possible solutions. Many contemplators have indefinite plans to take action within the next few months. It is not uncommon for contemplators to tell themselves that some day they are going to change.
When contemplators transition to the preparation stage of change, their thinking is clearly marked by two changes. First, they begin to think more about the future than the past. Most people in the preparation stage are planning to take action and are making the final adjustments before they begin to change their behavior. Still need a little convincing. Stage where people overtly modify their behavior and their surroundings.
Make the move for which they have been preparing. Requires the greatest commitment of time and energy. Change never ends with action. Without a strong commitment to maintenance, there will surely be relapse, usually to precontemplation or contemplation stage.
Most successful self-changers go through the stages three or four times before they make it through the cycle of change without at least one slip. Most will return to the contemplation stage of change.
Slips give us the opportunity to learn. A score of indicates you are likely drinking at low-risk levels, assuming that:. You are not taking a medication that is made dangerous or ineffective by Alcohol.
You do not have a medical condition made worse by alcohol. You are not pregnant There is no known safe level of drinking during pregnancy. A score between 8 and 18 indicates you are drinking above relatively healthy levels. A score between 19 and 40 suggests dangerous drinking and possible physical dependence.
Considering a major change is recommended. A score of indicates you are likely drinking at low-risk levels, assuming that: A. Any of these conditions suggests it would make sense to stop drinking.