The document discusses key points from a presentation at ICMI 2012 on motivational interviewing (MI). It touches on the relational, technical, and strategic components of MI and questions the relative importance of each. It also questions the evidence for MI training's effects on trainees and clients in real-world settings, as well as whether past times without standards to live up to were better for MI.

1. ICMI 2012
why & how MI works –
what strikes me after Terri Moyers’
presentation ?
Tom Barth

2. relational component vs. technical component
relative importance ….?
plus a strategic component ?
(getting the clients’ nose pointing in the right
direction before we ask the open question:
“What do you think ?”)
Partly dependent on MI-competence
(f.ex. exploring ambivalence)
Partly dependent on issue-specific competence
(where is change talk to be found ?)

3. relational component vs. technical component
plus a strategic component ?
motivational processes
engaging focusing evoking

4. Evidenced based ?
Increase in demand for training
But the effect of MI-training ??
- on trainees ?
- on different kinds of trainees – (ex voluntary)
- on clients/users/receivers, and in a natural
setting ?

5. - Perhaps the old times were better, when we
had nothing to live up to….?