Empowering Change was founded by Roxanne Sawatzky. We offer customized training and consultation for small, medium and large organizations across Canada and Internationally. We specialize in guiding organizations in the implementation of Motivational Interviewing.
We provide a variety of training through various mediums, you can take our training face-to-face, at your own pace online, or live via webinar. We specialize in Motivational Interviewing (MI), Change Management and Case Management training. If using a collaborative case management approach with your clients or patients is important to you, MI will likely be a good fit for your organization.
What does the 21st Century Organizations Look Like?
A 21st Century organization is a learning organization. While organizations make great effort to meet the demands of the 21st century it isn’t a stress-free process. Leaders know that they need to prepare their staff to deliver innovative and quality services.
They also know that organizations can no longer remain static in their approaches; in order to remain effective and relevant organizations will need to be adaptable, learning organizations.
How to get there is the challenge!
Roxanne and her team consistently demonstrate a high level of skill and draw from their collective experience and education to support organizations of any size and culture meet the demands of the 21st century through innovative training methods.
MI is an empirically-supported treatment approach developed by Miller and Rollnick, which helps individuals resolve ambivalence toward change and allows them to draw on internal strengths and resources.
MI recognizes that individuals pressured to change often become resistant. In contrast, creating safe conditions and eliciting from those individuals the desire to change increases the likelihood individuals will explore and resolve their ambivalence to change.
MI helps us think differently about change, we learn that information alone is not synonymous with change and that no person is completely unmotivated. What we want to learn in our conversations about change is “what” is this person motivated for. It’s not uncommon for a practitioner to try to install motivation when we do this we unknowingly slow down the change process.
Instead we set our sails to explore our client’s motivation for change.
We also believe that ambivalence to change is normal, and therefore motivation and resistance are highly responsive to practitioner style. With this knowledge the practitioner embarks on their learning journey – one where they learn how to release the internal pressure to find the “right” solution for their client’s.