Motivational interviewing - How to coach your employees

Motivational interviewing

Motivational Interviewing (MI) is a client centred, goal oriented counselling technique that helps individuals explore and resolve ambivalence or conflicting feelings about behaviour change. It is often used in various fields, including coaching.

Developed by William R. Miller and Stephen Rollnick in the early 1980s, MI is designed to facilitate behaviour change by eliciting and strengthening a person's own motivation for change rather than imposing external motivation or pressure.

Key principles and techniques of Motivational Interviewing include:

1. Express empathy: Show empathy and understanding towards the individual's feelings, concerns and struggles. This creates a non judgmental and supportive atmosphere that encourages open communication

2. Develop discrepancy: Help individuals recognise discrepancies between their current behaviours and their personal goals, values or desired outcomes. By highlighting these inconsistencies, individuals become more motivated to address them

3. Avoid argumentation: Avoid confrontations or arguments that may increase resistance. Instead, work collaboratively with the individual, respecting their autonomy and decisions

4. Roll with resistance: If resistance arises, acknowledge it without escalating the conflict. "Rolling with resistance" means maintaining a non confrontational stance and redirecting the conversation towards positive change

5. Support self efficacy: Encourage individuals to believe in their ability to make changes successfully. Reinforce their strengths and previous successes to boost confidence

6. Develop a change plan: Collaboratively develop a plan for change that is practical, achievable and aligned with the individual's values and preferences

7. Use open ended questions: Ask open ended questions to encourage individuals to express their thoughts, feelings and motivations openly. This promotes self exploration and reflection

8. Reflective listening: Practise reflective listening by paraphrasing and summarising what the individual has said. This demonstrates understanding and helps individuals clarify their thoughts

9. Affirmations: Provide positive affirmations that acknowledge the individual's efforts and strengths. This builds confidence and reinforces positive behaviour

10. Elicit "change talk": Encourage individuals to articulate their own reasons for change (change talk). When individuals verbalise their motivations for change, they are more likely to take action

Motivational Interviewing is particularly effective when working with individuals who may be ambivalent or resistant to change. It respects their autonomy and focuses on their own intrinsic motivation, which can lead to lasting and meaningful behaviour changes.

The approach is collaborative and client centred, with the interviewer acting as a supportive guide rather than a directive authority.

When doing motivational interviewing it can be great for your employee to set goals so there is a focus on progress.

Goal setting by motivational interviewing

The goal setting process in MI is designed to enhance motivation and promote self directed change.

Here are some key principles and strategies for goal setting in motivational interviewing:

1. Elicit the employee's goals: The first step is to ask open ended questions and actively listen to the employees's aspirations, desires and concerns. Understand what they want to achieve and explore their reasons for change

2. Explore ambivalence: Employees may have mixed feelings about change and it's essential to acknowledge and validate these conflicting emotions. Help clients understand the pros and cons of both changing and staying the same

3. Identify discrepancies: Help the employee identify the discrepancies between their current behaviour and their desired goals. Encourage them to recognise how their actions may not align with their values and aspirations

4. Develop "change talk": This refers to statements made by employees that express their desire, ability, reasons and need for change. Encourage and amplify change talk through reflective listening and affirmation

5. Use the "Decisional balance" technique: Help employees weigh the pros and cons of change and the pros and cons of staying the same. This technique assists them in making informed decisions

6. Set SMART goals: Work with the client to develop Specific, Measurable, Achievable, Relevant, and Time bound goals. This provides a clear roadmap and increases commitment to change

7. Explore potential barriers and solutions: Help employees identify potential obstacles that might hinder their progress and brainstorm strategies to overcome these challenges

8. Affirm autonomy and self efficacy: Encourage employees to take ownership of their goals and acknowledge their ability to make positive changes. Empower them to be responsible for their decisions

9. Normalise setbacks: Anticipate that setbacks are a natural part of the change process. Help clients view setbacks as learning opportunities rather than failures

10. Reassess and revise goals: Periodically review progress and adjust goals as necessary. Celebrate successes, no matter how small, to boost confidence and motivation

11. Avoid imposing goals: Remember that in MI, goals are not prescribed by the interviewer but collaboratively determined with the employee. The focus is on supporting the employee's autonomy and self discovery

Are you interested in other tips for interviewers conducting a successful interview?

Successful interview

Running a successful interview as an interviewer requires careful preparation and effective communication. Here are some tips to help you conduct an interview effectively:

1. Understand the role: Before the interview, thoroughly review the job description and understand the skills, qualifications and experience required for the role. This will help you ask relevant questions and assess candidates effectively

2. Prepare the interview: Plan an interview that includes a mix of behavioural, situational and technical questions. This approach helps evaluate candidates consistently and compare their responses objectively

3. Create a welcoming atmosphere: Begin the interview by creating a friendly and welcoming environment. Introduce yourself, explain the interview format and make the candidate comfortable to encourage open and honest communication

4. Body language: Be mindful of your body language. Be open with your gestures, don’t sit with your arms folded or slouched in your chair for example. Don't tap your pen or drum your fingers on the table, maintain eye contact, don’t start looking round the room. Don't draw or doodle on the candidate’s CV.  Be present, mindful and engaged, just as you would expect the candidate to be

5. Active listening: Pay attention to the candidate's responses, actively listen and show genuine interest. Take notes to help you remember important details later. This demonstrates respect and helps you assess the candidate's fit for the role

6. Use open ended questions: Ask open ended questions that require candidates to provide detailed responses rather than simple yes or no answers. This allows you to gauge their thought process, problem solving abilities and communication skills

7. Behavioural questions: Pose behavioural questions to understand how candidates have handled specific situations in the past. For example, "Tell me about a time when you faced a challenging deadline and how you managed to meet it." This helps evaluate their skills, experiences and how they align with the job requirements

8. Follow up probing questions: After candidates provide their initial responses, use follow up probing questions to dig deeper and gain a more comprehensive understanding. This can help uncover additional insights and evaluate their ability to think critically

9. Be mindful of biases: Stay aware of unconscious biases that may influence your judgement during the interview. Treat all candidates fairly and evaluate them based on their qualifications, skills and responses rather than personal factors

10. Provide information about the company and role: Give candidates an opportunity to ask questions and provide information about the company culture, expectations and growth opportunities. This allows them to make an informed decision and demonstrates your commitment to transparency

11. Take notes and evaluate objectively: During the interview, take notes on each candidate's responses and key observations. Afterward, evaluate candidates objectively based on their qualifications, skills and their fit with the role and company culture

12. Communicate next steps: At the end of the interview, inform candidates about the next steps in the hiring process, such as additional rounds of interviews or when they can expect to hear back from you. Maintain clear communication throughout the process to keep candidates informed and engaged

Remember, running a successful interview involves creating a positive experience for the candidate while assessing their qualifications and fit for the role. By following these tips, you can conduct effective interviews and make informed hiring decisions.

Interested in learning some great questions to ask in different kinds of interviews? Check this out: