JOHN WILEY & SONS, INC.

Size: px
Start display at page:

Download "JOHN WILEY & SONS, INC."

Transcription

1 Consultation Skills for Mental Health Professionals Richard W. Sears John R. Rudisill Carrie Mason-Sears JOHN WILEY & SONS, INC.

2

3 Consultation Skills for Mental Health Professionals

4

5 Consultation Skills for Mental Health Professionals Richard W. Sears John R. Rudisill Carrie Mason-Sears JOHN WILEY & SONS, INC.

6 This book is printed on acid-free paper. Copyright 2006 by John Wiley & Sons, Inc. All rights reserved. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) , fax (978) , or on the web at Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) , fax (201) , or online at Limit of Liability/Disclaimer of Warranty: While the publisher and authors have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor authors shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering professional services. If legal, accounting, medical, psychological or any other expert assistance is required, the services of a competent professional person should be sought. Designations used by companies to distinguish their products are often claimed as trademarks. In all instances where John Wiley & Sons, Inc. is aware of a claim, the product names appear in initial capital or all capital letters. Readers, however, should contact the appropriate companies for more complete information regarding trademarks and registration. For general information on our other products and services please contact our Customer Care Department within the United States at (800) , outside the United States at (317) or fax (317) Wiley also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic books. For more information about Wiley products, visit our web site at ISBN 13: ISBN 10: Printed in the United States of America ➇

7 To Ashlyn and Jeremy, from whom we have learned so much.

8

9 Contents Preface Acknowledgments ix xi Chapter 1 Introduction 1 Part One: Individual-Level Consulting Issues 23 Chapter 2 Clinical Career Assessment and Counseling 25 Chapter 3 Organizational Context 45 Chapter 4 Leadership, Management, and Supervision 76 Chapter 5 Chapter 6 Executive Assessment, Selection, Interviewing, and Development 114 Executive Coaching and Performance Enhancement 153 Part Two: Consulting to Small Systems 221 Chapter 7 Working with Teams and Groups 223 Chapter 8 Training and Team Building 249 Chapter 9 Diversity Issues in Consultation 270 vii

10 viii Contents Part Three: Consulting to Large Systems 299 Chapter 10 The Nature of Organizations 301 Chapter 11 Assessment of Organizations 318 Chapter 12 Organizational Intervention 331 Part Four: Special Topics 353 Chapter 13 Practice Management 355 Chapter 14 Clinical Consultation 386 Chapter 15 Consultation Services for Special Populations 413 Chapter 16 Crisis Consultation 428 Glossary 447 References 469 Additional Reference Sources 497 Appendix 499 Author Index 515 Subject Index 527 About the Authors 533

11 Preface This book is based on the class notes for the core course on consultation for doctoral clinical psychologists created by John R. Rudisill, dean of the Wright State University School of Professional Psychology. Our intent is to educate mental health professionals on the practical aspects of consultation. This material covers traditional mental health consultation models, but also focuses on consulting with organizations, which is a rapidly growing area of the field. Regardless of which area you find most attractive (or even if you believe you may never actively engage in formal consultation work), the diverse array of knowledge covered in this book will prove useful to all mental health clinicians. The book is organized into four parts: (1) Individual-Level Consulting Issues, (2) Consulting to Small Systems, (3) Consulting to Large Systems, and (4) Special Topics. The chapters in this book cover a broad variety of consulting topics and make ample use of disguised case examples taken from actual practice as well as fictional scenarios to illustrate and enliven the concepts discussed. Chapter 1 provides an overview of consultation, discussing definitions, different types of consultation, and the fields that have contributed to the research and knowledge base. It reviews the settings in which consultants work and highlights the basic skills and competencies needed by consultants. Basic problem-solving skills are also outlined. Part One covers issues related to consulting at the individual level. Chapter 2 covers career counseling. Assessment and other issues are discussed for individuals who are seeking employment, changing fields, being promoted, or simply are not happy with their current jobs. Chapter 3 covers concepts concerning a variety of organizational contexts, including job stress, burnout, and how jobs are structured. Theories of human and work motivation are explored, as well as basic legal issues regarding employment. Chapter 4 deals with leadership, management, and supervision. Beginning with historical models of leadership, the evolution of ideas about how to manage others in the workplace is traced, culminating in a multidimensional approach to conceptualizing leadership. Important leadership skills are taught, including supportive communication, dealing with difficult employees, networking, negotiation skills, organizational politics, and how to deal with conflict. Chapter 5 investigates the tools and skills needed for executive assessment, employment selection, effective interviewing, and professional development. Chapter 6 covers executive coaching and performance enhancement, a rapidly growing field in which the consultant or coach works to improve the executive s job performance. This chapter presents a variety of strategies, including how to apply psychotherapeutic theories to a coaching situation. ix

12 x Preface Part Two focuses on issues involved in working with small systems, such as groups and teams. Chapter 7 explores the nature of teams and groups (using systems theory, role theory, and group theory), how to effectively conduct a meeting, and how to facilitate a group (which involves feedback, basic skills, methods and tools, and designing effective facilitation). Chapter 8 discusses how to plan and conduct training and teambuilding sessions. Though important diversity issues are highlighted throughout the book, Chapter 9 focuses specifically on the many diversity issues that are important in workplace and consultation settings, including how to educate managers and how to make the workplace more inclusive. Part Three investigates consultation as it applies to large systems. Chapter 10 discusses the nature of organizations, and covers organizational structure, terms, concepts, culture, change, and resistance. Chapter 11 explores assessment issues, including the characteristics of healthy and dysfunctional workplaces, targets and goals of assessment activities, and how to perform effective assessment interviews. Chapter 12 looks at intervention issues and outlines the steps in process consultation, discusses organizational change and development, considerations in the use of differing consulting styles, and strategic planning. Part Four introduces special consulting topics. Chapter 13 covers the practical issues of running a consulting practice, including charting, billing, and the development of a marketing strategy. Ethical issues are also discussed. Chapter 14 provides information on clinical consultation and explores Caplan s mental health consultation model, behavioral and ecological models of consultation, as well as general knowledge and skills required for successful clinical consulting. Chapter 15 covers consultation services for special populations, including school and pediatric consultation. Annotated bibliographies are included for those who would like to know more about these settings. Chapter 16 covers crisis consultation and outlines strategies for intervening when organizations experience traumatic events, including critical incident stress management (CISM), psychological first aid, phases of disaster recovery, how to communicate with the media, and crisis response in school settings. The field of mental health is changing. With nationwide budget cuts, community mental health centers and other agencies are cutting back on the number of high-level mental health providers they employ. Aside from the positive aspects of doing consultation work, consulting may become a necessity for many clinicians to provide the means to make a decent living. Recently, there has been a rapid expansion of research into the field of consulting. Although it is important to have an understanding of the research base, this book focuses more on the practical aspects of consulting. References provided at the end of the book show readers where to find more details about the empirical research. As a final caution, remember not to consult in areas for which you are not competent to practice. Just as you would not work with a deaf client (even through an interpreter) without specific training in deaf culture and issues unique to that population, you should not begin to do work in large organizational strategic planning without specialized knowledge, training, and supervision. In mental health work, the client s mental health is at stake. In organizational consulting, the organizational health and the financial health of the institution and all of its employees are at stake.

13 Acknowledgments We would like to thank the many students who have stimulated our thinking and pressed for increasingly helpful ways to impart this material, especially Erika Driver and LaToya Gregory. Also, we appreciate the support of the generous and welcoming psychologists of the American Psychological Association, Division 13. Many thanks to our diligent research team, who are doctoral students at the School of Professional Psychology at Wright State University: Shelley Leiphart and Brandon Kozar, for their background research and painstaking indexing work, and Tricia Giessler, Lindsey Slaughter, and Jayme Arose for finding difficult to find citations. Thanks also to Susan Foskuhl, for all of her administrative support. Thanks also to Elfriede and Charles Sears for all of their support over the years, and to Ashlyn and Jeremy, for all those times we told them we did not have time to play. The mentorship of Joseph Petrick in business consulting and ethics is also greatly appreciated. The inspiration of ninjutsu teacher Stephen K. Hayes has also had a profound impact. We would also like to thank Tracey Belmont, senior editor at Wiley, Ester Mallach, editorial assistant, and all of the Wiley staff for their encouragement and support of this project. Special thanks also to Charlotte Saikia for her diligent editing work, and to Pam Blackmon and Nancy Land of Publications Development Company of Texas. This material was gathered from many sources over a number of years, and although every effort was made to appropriately cite material, errors are possible. The authors apologize in advance for any such oversights, and request that we be made known of such instances so that proper credit can be given in future editions of this book. xi

14

15 Consultation Skills for Mental Health Professionals