What is Motivational Interviewing?

Motivational Interviewing is a collaborative, person-centered form of guiding another person to elicit and strengthen their motivation for positive change. The effectiveness of the process has substantial research backing across multiple disciplines and is used world-wide. 

Who Should Learn Motivational Interviewing?

Motivational Interviewing is for people whose work involves helping others achieve behavior change, such as psychologists, social workers, psychiatrists, physicians, nurses, case workers, outreach workers, dietitians, therapists, clergy, personal trainers, probation/parole officers. Thousands of research studies have demonstrated the efficacy of utilizing Motivational Interviewing in settings where ambivalence about changing behaviors is common. It is also a process known to improve supervision and organizational climate.

To learn more about the processes of Motivational Interviewing, download a tip sheet here. If you are interested in improving your skills using Motivational Interviewing, use the interactive virtual practice below. You can also view the embedded MI support document below that we make available on the second and fourth Monday of each month.

Every other week, APPRECOTS produces a newsletter for supervisors to support their team's MI skill development. View the latest issue edition below!

Supporting Our Supervisors (MI SOS)
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MI SOS - Issue 78
Using MI as a Supervisor & Leader

In Motivational Interviewing for Leaders in the Helping Professions: Facilitating Change in Organizations, Colleen Marshall & Anette Søgaard Nielsen explore how Motivational Interviewing (MI) can help supervisors work alongside their teams through change and growth. Their work raises an important question—how can MI and leadership work together?


Considerations:


Supervisors play multiple roles. Sometimes, you focus on metrics, compliance, and training; other times, you’re a leader building team strengths, addressing burnout, and offering support through personal and professional challenges. This month’s SOS invites you to reflect on how the spirit of MI (partnership, acceptance, compassion, and empowerment) shows up in your leadership.


Marshall & Nielsen stress that the bedrock of your leadership is defined by who you are as a person, what you believe in, and your values. Understanding these things about yourself shape show you show up for your team. Knowing how these same qualities are reflected in your team is key to building trust and guiding them toward positive change.


 Have you ever had to work with someone on a performance plan? Or talk staff through workplace issues? Like individuals in service, knowing and engaging with your team lays the groundwork for collaboration and motivation. Leaders can sometimes fall into the “righting reflex,” where we offer solutions and advice before allowing staff to problem-solve themselves. While it may seem efficient, solving problems for your staff without tapping into their motivation can lead to burnout for you and hinder their growth. It may reinforce the belief or instill the mindset that they can’t contribute or improve.

Opportunities:


How can Motivational Interviewing help? In your next supervision meeting, if a staff member shows ambivalence about a work issue, use MI’s OARS (open-ended questions, affirmations, reflections, and summaries) to guide the conversation. This approach helps evoke their motivation for change and supports their development through the four tasks of MI: engaging, focusing, evoking, and planning. It shows that you value their input and want them to take an active, authentic role in their professional growth. It also expresses that you care about them, listen to them, and want them to be active partners in the workplace.


Motivational Interviewing is most effective when helping employees uncover their motivation for positive change, with a focus on their personal growth and problem-solving abilities. MI is also effective in providing a foundation to problem-solve in partnership when faced with implementing mandatory processes and procedures that are not really related to personal or professional growth. MI training reminds us of the importance of affirmations and acknowledging autonomy to keep communication open and motivation kindled. This strategy also creates a sense of ownership and empowerment among employees. Ultimately, using MI could strengthen communication, boost morale, and contribute to the success of both the staff, you as a supervisor, and the organization.


Finally, understanding values—both yours and your team's—can strengthen communication and support. Are you interested in a values exercise for a team meeting? Our MI team can facilitate a session to foster open dialogue on values and how they influence your workplace. APPRECOTS can also offer individual or group sessions to help you integrate MI into your leadership style. Contact Dr. Jennifer Drevon at jennifer@apprecots.com to learn more.