How can you use motivational interviewing to build trust with clients of different racial identities?

1 Understand your own biases

The first step to building trust with clients of different racial identities is to examine your own biases and assumptions. You may have conscious or unconscious beliefs, attitudes, or stereotypes that affect how you perceive and interact with your clients. These biases can create mistrust, misunderstanding, or resistance. To avoid this, you need to be honest and humble about your own limitations and blind spots. You can use self-reflection, feedback, or training to identify and challenge your biases and learn more about the diverse experiences and perspectives of your clients.

2 Acknowledge and validate your clients' experiences

The second step to building trust with clients of different racial identities is to acknowledge and validate their experiences. Your clients may have faced discrimination, oppression, or trauma because of their racial identity. They may also have different values, beliefs, or norms that shape their behavior and goals. You need to show that you respect and appreciate their uniqueness and diversity. You can use open-ended questions, affirmations, and reflections to express curiosity, interest, and understanding of your clients' experiences. You can also ask for permission, feedback, or clarification to avoid imposing your own views or judgments.

3 Adapt your style and strategies

The third step to building trust with clients of different racial identities is to adapt your style and strategies to their needs and preferences. You may need to adjust your language, tone, pace, or gestures to match your clients' communication style. You may also need to modify your interventions, techniques, or resources to suit your clients' cultural context. You need to be flexible and responsive to your clients' feedback and signals. You can use summaries, agendas, or contracts to establish a clear and mutual understanding of the purpose and process of your sessions. You can also use eliciting, providing, or exchanging information to tailor your advice or suggestions to your clients' readiness and motivation.

4 Emphasize collaboration and autonomy

The fourth step to building trust with clients of different racial identities is to emphasize collaboration and autonomy. You need to convey that you are a partner and a supporter, not an authority or an expert. You need to respect your clients' choices and decisions, not pressure or persuade them. You need to foster your clients' confidence and competence, not undermine or criticize them. You can use the OARS skills (open-ended questions, affirmations, reflections, and summaries) to facilitate a dialogue that explores and enhances your clients' reasons and abilities to change. You can also use the evoking, planning, and strengthening skills to help your clients set and achieve their own goals.

5 Address potential challenges and conflicts

The fifth step to building trust with clients of different racial identities is to address potential challenges and conflicts. You may encounter resistance, ambivalence, or disagreement from your clients, especially if they perceive a mismatch or a threat to their identity or values. You need to handle these situations with sensitivity and skill. You can use the DEARS skills (develop discrepancy, express empathy, amplify ambivalence, roll with resistance, and support self-efficacy) to resolve or reduce the tension and to re-engage your clients in the change process. You can also use the resolving, repairing, or apologizing skills to acknowledge and correct any mistakes or misunderstandings that may have occurred.

6 Seek ongoing learning and improvement

The sixth and final step to building trust with clients of different racial identities is to seek ongoing learning and improvement. You need to recognize that building trust is a dynamic and continuous process that requires constant monitoring and evaluation. You need to solicit and incorporate feedback from your clients, colleagues, or supervisors to assess and enhance your effectiveness and competence. You also need to pursue and access opportunities for professional development, such as training, mentoring, or supervision, to update and expand your knowledge and skills. By doing so, you will demonstrate your commitment and respect to your clients and yourself.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?