How do you use motivational interviewing to help your clients explore and resolve ambivalence?

The Zoom platform is great for building interviewing confidence because of its recording capability. Have someone get on a Zoom call with you and select 3-5 questions that you'd like them to ask you... and record all of the Q&A. You may be surprised at some of your weaknesses in responsing susinctly and with confidence. This then provides you with areas of focus that will create greater confidence for you as you overcome your shortcomings.

Ambivalence is the feeling of being torn between opposing choices—like wanting to advance in a career but fearing the demands it might place on personal life. This internal conflict can stall progress and create stress. Addressing ambivalence is crucial because unresolved, it can lead to procrastination, indecision, and diminished motivation, all of which hinder a client’s ability to achieve their goals.

La ambivalencia es un estado natural de tener emociones encontradas, crucial en el coaching laboral porque puede frenar el cambio. A través de la entrevista motivacional, los coach ayudan a sus clientes a comprender y superar esta indecisión, facilitando decisiones claras y promoviendo el progreso hacia sus objetivos. Este proceso no solo aborda los dilemas internos, sino que también impulsa hacia la acción con mayor confianza y determinación.

To assist clients in navigating and resolving ambivalence, motivational interviewing employs a client-centered, non-confrontational approach. This technique involves active listening, the use of open-ended questions, and reflecting the client's thoughts and emotions. By establishing a non-judgmental and empathetic atmosphere, therapists encourage clients to articulate their motivations, values, and goals. This process facilitates the confrontation of ambivalence, the alignment of actions with desired outcomes, and the progression towards positive change.

I describe ambivalence as 2 opposing lawyers arguing in a courtroom (your brain). Lawyer 1: Pro change Lawyer 2: Against change There are always 2 lawyers for any case (change). Who will win? Depends on how much change talk (talk and proof in favour of change) and sustain talk (talk and proof against change) happens in the courtroom. The more change talk you produce --> The higher the chances of Lawyer 1 winning --> You will probably change. But, Lawyer 2 can file an appeal anytime. For e.g. You have successfully changed from couch potato to gym-goer. Lawyer 1 won. BUT then, you move to another city. Lawyer 2 files an appeal: "We cannot go to the gym anymore. This is a new city. Couch looks great and familiar" Ambivalence is normal.

There are some essential elements to be clarified here. The first is the safe and supportive environment. In MI, that means that the coach does not have a stance or a preference about the choices the coachee makes. They are not trying to motivate them toward a specific outcome. The client is free to explore safely and with full support. Second, the goal is to explore the gap between the client's goals and values, and their current behavior. Is what they are doing likely to get them where they want to go? Illuminating that space and creating cognitive dissonance between their current actions and their goals motivates behavior change.

In MI, I start by creating a safe, non-judgmental space where clients feel comfortable expressing their conflicting feelings. I use open-ended questions like, “What are your thoughts about making this change?” or “What are the pros and cons you see in this situation?” This helps them verbalize both sides of their ambivalence. Reflective listening is key here; by summarizing what they say, I help them hear their own thoughts more clearly, which often leads to deeper self-awareness.

Ambivalence is a powerful tool for determining the ideal needs of customers. It is, in essence, a perfect opportunity to motivate and clarify ideas through reflective questions and implement the corresponding actions for the proper functioning of a plan or give light to a personal or professional objective of the clients. Being ambivalent is not necessarily good or bad, it is the opportunity to find weaknesses and turn them into strengths or, on the other hand, size up the strengths that all human beings have and focus and motivate efforts in the direction that best suits the client, starting with of your reality.

I explore ambivalence with my coaching clients by taking a guiding, non-judgmental approach. I'll use open-ended questions and reflective listening to understand all aspects of their inner conflict - what they see as the pros and cons of change vs status quo. This helps elicit their motivations and barriers so we can have a productive discussion. I won't impose my own bias, but help them voice both sides of their ambivalence.

La entrevista motivacional es una herramienta excepcional en el coaching, particularmente útil para desentra?ar la ambivalencia. Su enfoque en la colaboración y la comprensión profunda permite a los clientes examinar sus verdaderas motivaciones y obstáculos, en un entorno libre de juicios. Creo que su fuerza radica en cómo facilita la transición de la indecisión a la acción, ayudando a las personas a clarificar y comprometerse con sus objetivos de cambio de manera más consciente y empoderada.

Resolving ambivalence is about getting to the root of values, goals and desired outcomes. When those can be clarified, it can be easier to commit to change. For example, you might want to make more money, but you're not sure you want to have the stress that comes with a bigger title. Assuming the bigger title is the only path to more money, we need to resolve the ambivalence. What are your true goals? Less stress now, or more money? What does more money mean? What is more in alignment with your goals? Helping you see what you are actually motivated to do will remove the "stuckness" and help you get out of your own way. Ultimately, it's the stuckness, or ambivalence that's been holding you back.

To resolve ambivalence, I guide clients to explore their underlying values and motivations. I might ask, “Why is this change important to you?” or “What would your life look like if you decided to move forward?” This helps them connect the change with their core values and long-term goals, tipping the balance toward action. I also use the “decisional balance” technique, where we weigh the pros and cons of both making and not making the change. This often clarifies the benefits of taking action, reducing ambivalence.

Once we've thoroughly explored their ambivalence, I'll summarize it back and use balanced reflective listening like "On one hand X, and on the other hand Y". This validates their mixed feelings. Then we'll have a collaborative discussion on what direction feels right for them. I'll ask which side resonates more with their goals and values to help guide their decision-making. If they get stuck, we can revisit their motivations and try reframing their barriers. The key is they own the solution rather than being told what to do.

Motivational interviewing can be a great experience for all stakeholders. By introducing the process with a powerful sense of that safe space, empowering people to share their truths, the best and most cathartic growth opportunities will be revealed. I love helping my clients find new direction by focusing on their strengths.

La entrevista motivacional se enfoca en liberar la motivación interna del cliente, no en presionar para el cambio. Al ayudar a los clientes a analizar los pros y contras de sus opciones y superar obstáculos, este método promueve un compromiso genuino con el cambio. Es fundamental reforzar las fortalezas, valores y aspiraciones del cliente, motivándolos a tomar pasos concretos hacia sus metas. Este enfoque convierte la ambivalencia en claridad y acción, apoyando a los clientes en su camino hacia el cambio con confianza y determinación.

Utilize motivational interviewing techniques to regularly check in with clients about their progress and challenges in pursuing a new career. Offer positive reinforcement and encouragement like acknowledging their efforts and successes, to boost their motivation and confidence in making career transitions. Celebrate milestones and achievements with clients, reinforcing their commitment to change and demonstrating the impact of their hard work. Use open-ended questions and reflective statements to help clients explore their ambivalence and resolve any doubts or concerns they may have about their career goals. Job coaches can build trust, inspire self-discovery, and guide clients towards sustainable career transformations.

After the client makes a decision, follow-up is essential. I help them develop a concrete action plan and set small, manageable steps toward their goal. We also anticipate potential obstacles and plan how to address them. Regular check-ins provide accountability and encouragement, allowing us to adjust the plan as needed and celebrate progress, which reinforces their commitment to the change.

La entrevista motivacional es un proceso continuo que va más allá de una única interacción, enfocado en el seguimiento y apoyo constante al cliente. Este enfoque permite evaluar el progreso, adaptar estrategias y celebrar éxitos, manteniendo al cliente motivado y comprometido con sus metas. Es una herramienta clave para fortalecer la relación de confianza entre el coach y el cliente, facilitando así un cambio real y duradero.

in order for a job seeker to shorten the time it takes to find their next career opportunity, they need to have a plan that prioritizes how they're going to be spending their time. I worked with Mike coaching clients in developing a plan and will periodically check in with them to see how they are progressing. I also help them set up metrics so that they can have their own scorecard to determine whether or not there meeting the objectives of their search. For example: - how many networking conversations did you have in a given week? - How many companies did you email that didn't have advertised positions? - how many new LinkedIn connections did you make?

Ambivalence is a powerful tool for determining the ideal needs of customers. It is, in essence, a perfect opportunity to motivate and clarify ideas through reflective questions and implement the corresponding actions for the proper functioning of a plan or give light to a personal or professional objective of the clients. Being ambivalent is not necessarily good or bad, it is the opportunity to find weaknesses and turn them into strengths or, on the other hand, size up the strengths that all human beings have and focus and motivate efforts in the direction that best suits the client, starting with of your reality.

Along with motivational interviewing, other coaching best practices are important when working with ambivalent clients: Active listening without judgement Asking permission before giving advice Meeting them where they are emotionally Framing setbacks during change as learning opportunities Regular check-ins on their progress and satisfaction Adjusting your approach based on their response and feedback. The coaching relationship is a partnership. By combining motivational interviewing with empathy and support, we can successfully guide clients through ambivalence to achieve their goals.

Throughout the process, I remain empathetic and patient. Ambivalence can be deeply rooted, and pushing too hard can backfire. Instead, MI is about guiding clients at their own pace, helping them build confidence in their ability to change. I also ensure that the client’s autonomy is respected—MI is collaborative, not directive. The goal is for clients to arrive at their own conclusions and feel empowered to take action.