Your team is divided by different work styles. How can you use Motivational Interviewing to bridge the gap?

2 Active Listening

Active listening is a fundamental component of Motivational Interviewing. It requires you to fully concentrate, understand, respond, and then remember what is being said. In a team setting, this means giving each member your undivided attention when they express their thoughts and concerns. This technique can help bridge the gap between different work styles by ensuring that every team member feels heard and understood. When people feel that their work style is acknowledged, they are more likely to engage in finding common ground with their teammates.

3 Expressing Empathy

Expressing empathy is about showing an understanding of your team members' feelings and perspectives without judgment. This aspect of Motivational Interviewing can help you bridge the gap between different work styles by creating a safe space for open dialogue. When team members feel that their unique approaches are empathetically understood, rather than dismissed or criticized, they are more likely to participate in collaborative problem-solving and be open to adapting their work style for the benefit of the team.

4 Developing Discrepancy

Developing discrepancy involves helping team members realize the difference between their current work style and the team's goals or desired outcomes. This Motivational Interviewing technique can encourage individuals to reflect on how their personal approach may be hindering team cohesion and productivity. By gently guiding team members to this realization, without forcing confrontation, you can motivate them to consider adjustments to their work style that align better with the team's objectives.

5 Rolling with Resistance

Resistance is a natural response to change, especially when individuals feel that their work style is being challenged. The Motivational Interviewing approach of 'rolling with resistance' involves accepting and working with the resistance rather than opposing it. In a team context, this means acknowledging the discomfort that comes with adapting work styles and encouraging discussion around it. This approach can reduce tension and help team members move past their initial resistance to find a collaborative way forward.

6 Supporting Self-Efficacy

Finally, supporting self-efficacy is about bolstering your team members' belief in their ability to adjust or enhance their work styles. In Motivational Interviewing, it's crucial to celebrate small successes and reinforce the individual's power to change . By recognizing and praising each team member's efforts to adapt and collaborate, you foster a positive environment where change is seen as achievable and rewarding. This encouragement can bridge the gap between different work styles by empowering each person to contribute to a more harmonious and productive team dynamic.

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?