Institute for Individual and Organizational Change

Spokane, WA   www.ifioc.com

Provide cutting edge and research-based Motivational Interviewing training and services tailored to the needs of individuals, professionals, and leaders in the areas of health, behavioral health, corrections, employment, and government.

“Minapsys provided an avenue for our customers to continue expanding on their skill set, along with giving them a good perspective on how others are using Motivational Interviewing.”
– Casey Jackson, IFIOC
94%
of IFIOC’s participants said they would do it again

Their Challenge:

After completing their workshops at a physical location or their offices, professionals who were committed to growing and reinforcing their motivational interviewing skills did not have a regular, long-term follow-up plan.  IFIOC needed a hassle-free online platform that catered to their specific need for a qualitative training program where participants were encouraged to think critically.  Standard online education platforms with multiple choice questions and fill in the blank questions used memorization rather than critical application of knowledge.

Why choose Minapsys?

Only a few minutes to participate and complete tasks       
Easy and quick to participate, minimal management necessary       
Engaging content through social learning
Focused on the topic, little space to digress

“Minapsys has made it an easy and fun experience for us .They have been extremely supportive on assisting with making this a smooth process for all involved. We really appreciate their hands-on approach and how they show genuine interest in our objectives.”

Integrating Minapsys as a new service offering.

IFIOC reached out to their loyal clients who were eager to continue training with IFIOC and had previously asked about a continuing education program.  They started their first program with 25 participants ranging from social workers, healthcare workers to DoC correctional officers.     

IFIOC’s questions included case studies, videos, and other content that participants would review and then respond to one, singular question, such as:

This counselor has been transferred to you for supervision along with this sample of his work. Thinking from a MI perspective, how specifically would you approach your first meeting with him?

First stage:
Respond Start time: Tuesday 12pm
Deadline: Friday 12pm
Response character limit: 300 characters  

During this first stage, participants submitted their responses independently without viewing the ideas and responses of their peers.  One of the responses submitted by a participant in IFIOC’s session is below:

Kevin's (not real name) Response:

Coach in an MI adherent manner. Ask counselor what his best-case scenario is in regards to receiving coaching & begin gauging his SOC in regards to MI usage. If in pre-contemplation about MI begin high in empathy & respectfully mine for change talk nuggets with complex reflections & open ended questions.

Second stage:
Collaborate Start time: Friday 12pm
Deadline: Monday 12pm
Response maximum character limit: 600 characters  

In this second stage, participants were given a random selection of 5 responses by their anonymous peers.  This is where social learning takes place.  Participants would learn and reconsider their ideas based off of other ideas and have the chance to edit or re-write their first response and submit their final response.  The character limit has also been doubled from 300 to 600, to allow participants to elaborate on their responses.

Here are the responses that Kevin viewed during the collaboration stage:

I would start with finding out how the VRC sees himself in the role that he has with the client and would then focus on how the VRC views that role as helping/hindering the client. What is the goal of the VRC in his approach/confrontation with client? Where does he vision the next mtg/case going?

How do you feel about that session? Open ended questions encourage engagement and an opportunity to determine stage of change. Reflections will let the counselor know he is heard and understood. Look for his values, which may be a lever for change.What were you hoping to achieve?

I would want to see the world from his perspective; utilize high empathy "tell me a little bit about yourself? " reflect/open questions until aligned. Identify mountaintop. focus "I wonder if you could tell me what type of counseling style you utilize with consumers?

I would ask the VRC what would be most helpful to him during our time together? I would listen to his response, and assess his SOC to see if he thinks there are any concerns with the way he interacts with customers. I would spend quite a bit of time listening, reflecting, asking open questions.

After reviewing his peers’ responses, Kevin decided to rework his ideas and submitted his final response:

Provide supervision in MI adherent manner. Be cognizant of my righting reflex about counselors who unintentionally do client harm, & be genuinely curious to learn counselor's values & what drove him to enter VR field. Ask counselor his thoughts about using MI during the VR process, & what his best-case scenario is in regards to receiving supervision. Begin gauging SOC in regards to both MI & working with me. If in precontemplation be high in empathy so he feels heard and understood & use OARS. If ambivalence exists cultivate change talk with 2 sided reflections ending with what counselor wants

Last (third) stage: Evaluate
Start time: Monday 12pm
Deadline: Thursday 12pm
Number of responses to evaluate: 5

In this last stage, participants are given a random selection of 5 final responses by their anonymous peers and will rate them on a scale of 0.5 to 5.0.    Minapsys will calculate each response’s final average score at the end of this stage.  This gamified approach helps engage participants in critical reflection through the review and assessment of other participant’s responses.

Once the evaluation stage has reached its deadline, the session is now completed.  The scores are calculated by minapsys by averaging the ratings collected in the evaluation stage, and then displayed in the results stage.  The participants and IFIOC staff are notified by email that the results are ready for viewing.   IFIOC staff are able to view the results along with the names of the participants.  Heidi, who manages the MITI coding and coaching at IFIOC, found the process and results to be very illuminating.  “These are our most loyal customers and minapsys uncovered insights about our customers we would only have been able to uncover if we did more in-person trainings; reading their ideas, we learned more about the way they think and how they would apply their skills to certain scenarios.”  
After the results were reviewed, IFIOC left feedback to the whole group.  

Overview

Benefits for IFIOC:
able to reconnect and re-engage loyal clients
training reinforcement courses help identify their customers’ interests and areas that need more development
minimal time preparing course material and orchestrating and managing the online training
able to offer a new, affordable product offering for individuals that have always been keen on continuing their learning with IFIOC

Benefits for Customers: 
94% said it the learning experience was good, great or excellent (25%, 44%, 25% respectively)
94% said they got good, great or excellent value from the course (25%, 44%, 25% respectively)
Able to retain and improve their knowledge from the comfort of their home or office, without sacrificing too much of their time
A new learning style that focuses on the sharing and collaboration of diverse ideas and perspectives by real professionals that are in similar situations
More engaging, challenging and interesting than static multiple-choice questions

According to a survey of IFIOC’s learners,
it is best to run 2 sessions per month and each course should last 3 months