How can you use MI to manage conflict and difficult conversations as a leader?

I find motivational interviewing is very helpful in my line of work of counseling because this technique builds trust and alignment in the therapeutic process.

To maximize your performance review in motivational interviewing, focus on active listening and empathy. Reflect on your ability to elicit and strengthen patient motivation for change. Seek feedback on your questioning techniques and how effectively you're guiding patients without directing them. Emphasize learning from real case examples and ask for specific suggestions for improvement. Show willingness to adapt and continuously enhance your skills for better patient outcomes.

Turning conflict into collaboration! ???? As a clinical director, Motivational Interviewing (MI) has been my go-to strategy in managing tough conversations. By practicing active listening and empathy, I recently navigated a challenging team dispute, transforming it into a constructive dialogue. ????? The result? Enhanced team cohesion and mutual understanding. ???? How do you apply MI techniques in your leadership to resolve conflicts? Let’s exchange insights for more harmonious workplaces! #LeadershipSkills #ConflictResolution #MotivationalInterviewing ???

MI involves empathy, self-efficacy, rolling with resistance, and developing discrepancy. Leaders listen, affirm strengths, and guide individuals to realize the gap between current and desired states using open questions and reflections, fostering motivation for change.

I've often navigated choppy waters of conflict using Motivational Interviewing (MI). One memorable instance involved a highly resistant client. By employing MI techniques like reflective listening and open-ended questions, we transformed a potential standoff into a constructive dialogue. ???

Using MI as a leader can involve ethical issues. Say your agency adopts an EBP and a direct report of yours doesn’t want to be trained in or practice that EBP. You would not use MI in that case to try and move your staff member towards that EBP. MI is not to be used to get a staff member to do what you want. You would be clear about what needs to happen for that staff member to continue working for the agency.

Being a leader does not have to be an off putting position to your employees. Using MI can be a great technique to help introverted and extroverted employees to work together as a team with the leader to execute important deliverables.

MI enhances emotional intelligence and communication, fostering positive relationships and empowering individuals. It avoids defensiveness and resistance, focusing on collaborative exploration of needs and goals, leading to meaningful, sustainable change.

Prepare by reflecting on your emotions and assumptions. Establish rapport, use open questions, listen empathetically, and summarize to understand. Guide individuals to recognize gaps in their current and desired states, facilitating commitment to action while respecting their autonomy.

One benefit of using MI as a leader is that it creates a healthy work environment amongst the leader and their employees. MI is also great for increasing retention of a company.

MI develops emotional intelligence, communication skills, and trust. It resolves conflicts constructively, helping individuals reach their potential. It fosters a learning and growth culture within organizations, aligning personal development with organizational goals.

Learning MI requires practice and mindset shifts. Leaders must be mindful of autonomy and complex issues, requiring sensitivity and support. Effectiveness and impact must be continually assessed, ensuring conversations and actions are productive and aligned with goals.

As to the directives on "practicing empathy" above, you must be attuned to your own feelings in order to empathize with someone else's. I've had over 10K hours of practice tuning into my own, and helping others in this area. A great starting place is with 5 primary emotions (different schools name different primary emotions): fear, hurt, anger, sadness and joy. Think of them as big buckets that hold a wide range (the Fear bucket holds anxiety, mild trepidation, terror, etc...) Write these down and throughout your day, look at the list and name which feeling you feel in your body (not in your head). With enough practice, you'll connect more to your feelings, open your heart and be able to be with and empathize with the feelings of others.