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What strategies can you use to address power differentials in your MI team?

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Power differentials are inevitable in any team setting, but they can pose significant challenges for motivational interviewing (MI) practitioners. MI is a collaborative and client-centered approach that aims to elicit and strengthen intrinsic motivation for change. However, power imbalances can undermine the core principles of MI, such as empathy, respect, autonomy, and partnership. How can you address power differentials in your MI team and foster a culture of mutual learning and support? Here are some strategies to consider.

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Dr Meha Rathod

Leading innovations across the multiple sectors, primarily healthcare.
Vanessa Funmi Ullam

1 Assess your own power

Before you can address power differentials in your MI team, you need to be aware of your own power and how it affects your interactions with others. Power can come from various sources, such as your role, expertise, experience, personality, gender, race, or culture. Reflect on how you use your power in your MI practice and how it impacts your clients and colleagues. Do you tend to impose your agenda, opinions, or solutions on others? Do you listen and respond to their perspectives and needs? Do you acknowledge and appreciate their strengths and contributions?

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Dr Meha Rathod

Leading innovations across the multiple sectors, primarily healthcare.
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1. Encourage open communication:Create a team culture where all members feel comfortable expressing their thoughts and opinions. 2. Foster a collaborative environment:Emphasize the importance of working together towards common goals and objectives, rather than focusing on individual power dynamics. 3. Provide opportunities for professional development:Offer training and development opportunities for all team members, regardless of their position within the team. 4. Implement a feedback system:Establish a feedback system that allows team members to provide input on team dynamics, leadership styles, and overall performance. 5. Lead by example:Show respect for team members, value their contributions 6. Encourage mentorship and coaching

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Vanessa Funmi Ullam
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Reflect on your own position within the team and acknowledge any inherent power dynamics. Consider your role, title, expertise, and influence within the team. Understanding your own power can help you navigate how it affects interactions with other team members. Personal Experience: In my experience, I've found it helpful to periodically assess my own power within the team by seeking feedback from colleagues and reflecting on how my actions and decisions impact others. This self-awareness has enabled me to better understand how my position may influence team dynamics and adjust my behavior accordingly.

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Ivonne Galeano

Setter Digital | BDR | Asistente Virtual | Prospección y Lead Generatión | Servicio al Cliente | Optimización de Procesos | Ayudo a Médicos, Coaches, Profesionales de TI y Agencias de Marketing.
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Como asistente virtual administrativo, mi poder viene de organizar y facilitar el trabajo de mi equipo de MI. Mi poder afecta las relaciones con mis clientes y equipo de trabajo. Para abordar las diferencias de poder en mi equipo de MI, tendría en cuenta lo siguiente: ? No imponer mi agenda, opiniones o soluciones, sino ofrecer sugerencias, consejos o alternativas respetuosas. ? Escuchar y responder a las perspectivas y necesidades de mis clientes y compa?eros, mostrando interés, empatía y comprensión. ? Reconocer y apreciar las fortalezas y contribuciones de mis clientes y equipo, valorando sus diferentes inteligencias, habilidades y experiencias, y agradeciendo su confianza y colaboración.

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2 Share your power

One way to address power differentials in your MI team is to share your power with others and create opportunities for dialogue and feedback. You can do this by inviting your colleagues to share their insights, experiences, and challenges in MI practice and offering constructive and respectful feedback. You can also encourage them to ask questions, express concerns, or seek support from you or other team members. By sharing your power, you can foster a sense of trust, collaboration, and mutual learning in your MI team.

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Vanessa Funmi Ullam
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Actively work to distribute power among team members by delegating tasks, sharing responsibilities, and encouraging collaboration. Recognize and amplify the voices of team members who may have less power or influence, ensuring that everyone has an opportunity to contribute and be heard.

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3 Balance your power

Another way to address power differentials in your MI team is to balance your power with others and respect their autonomy and expertise. You can do this by recognizing and valuing the diversity of skills, knowledge, and perspectives that your colleagues bring to the MI practice. You can also avoid making assumptions, judgments, or stereotypes about them based on their power status or background. Instead, you can seek to understand their goals, preferences, and values and support them in achieving their desired outcomes.

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4 Monitor your power

A final way to address power differentials in your MI team is to monitor your power and how it affects your MI practice and outcomes. You can do this by regularly reviewing and evaluating your MI skills and performance and seeking feedback from your clients and colleagues. You can also participate in supervision, coaching, or peer review sessions to enhance your MI competence and confidence. By monitoring your power, you can identify and address any gaps, biases, or barriers that may hinder your MI effectiveness and quality.

Power differentials are not necessarily negative or harmful, but they require careful attention and management in your MI team. By assessing, sharing, balancing, and monitoring your power, you can create a more positive and productive MI team culture that benefits both you and your clients.

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5 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?

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What strategies can you use to address power differentials in your MI team?

1

2

3

4

5

1 Assess your own power

2 Share your power

3 Balance your power

4 Monitor your power

5 Here’s what else to consider

Motivational Interviewing

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感谢您的反馈

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What strategies can you use to address power differentials in your MI team?

1

2

3

4

5

1 Assess your own power

2 Share your power

3 Balance your power

4 Monitor your power

5 Here’s what else to consider

Motivational Interviewing

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感谢您的反馈

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