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How can you use MI to develop a mentee's self-efficacy?

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Self-efficacy is the belief that you can achieve your goals and overcome challenges. It is a key factor for success and well-being in any domain of life. But how can you help your mentee develop their self-efficacy, especially if they face barriers or doubts? One effective way is to use motivational interviewing (MI), a collaborative and client-centered approach that helps people explore and resolve ambivalence about change. In this article, you will learn how to use MI to develop your mentee's self-efficacy in four steps.

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Bukola Seun-Oloruntuga

Let's partner to unlock your team’s potential, increase their productivity and drive innovation for your business…
Jackie Jenks OBE

Chief Executive at Leapfrog Mountain - Mentoring and Leadership Academy
Mosi Dorbayani, PhD

Executive│Consultant│Jurist│Counsellor│Author│Scholar

1 Build rapport

The first step is to build a trusting and respectful relationship with your mentee. You can do this by using open-ended questions, affirmations, reflections, and summaries (OARS) to show genuine interest and empathy for your mentee's situation, feelings, and values. You can also use MI principles, such as expressing acceptance, supporting autonomy, and evoking motivation, to create a safe and supportive environment for your mentee to share their thoughts and feelings without fear of judgment or pressure.

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Bukola Seun-Oloruntuga

Let's partner to unlock your team’s potential, increase their productivity and drive innovation for your business growth. Leadership Development | Talent Optimization | | Coach | Speaker | Trainer | Lawyer
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From experience, motivational interviews can be a powerful tool to help mentees develop self-efficacy and here are some of the ways to use the technique effectively: 1. Listen to your mentee actively during your conversations. Let them have your full attention and appreciate their challenges, goals, and self-doubts. 2. Ask them open-ended questions. For example, let them tell you about a time they faced a challenging situation and resolved it successfully or accomplished a goal despite their initial doubts. 3. praise and affirm their accomplishments, no matter how small. In my experience, encouragement or praise from a mentor is a powerful confidence booster.

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Mosi Dorbayani, PhD

Executive│Consultant│Jurist│Counsellor│Author│Scholar
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In this respect, at first, trust is givable, not gettable. That is, you can expect trust to be established first by yourself, who should open up the initial communication by sharing some similar past experiences of your own with the mentee.

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2 Explore goals

The second step is to explore your mentee's goals and aspirations. You can do this by asking them what they want to achieve, why it is important to them, and how confident they are in their ability to do it. You can also help them identify their strengths, resources, and past successes that can support their goal attainment. You can use scaling questions, such as "On a scale of 0 to 10, how important is this goal to you?" or "How confident are you that you can achieve this goal?" to elicit their level of motivation and self-efficacy. You can also use the readiness ruler, a visual tool that shows your mentee's readiness, importance, and confidence for change, to help them see where they are and where they want to be.

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Mosi Dorbayani, PhD

Executive│Consultant│Jurist│Counsellor│Author│Scholar
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Perhaps there is a prerequisite to identifying goals, and that is by first identifying one's purpose. That is, answering the key question of "What is your purpose in life". Once that is answered by the mentee, identifying goals to fulfill the purpose would be easier.

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3 Resolve ambivalence

The third step is to resolve any ambivalence or mixed feelings that your mentee may have about their goals or the actions needed to achieve them. You can do this by using the decisional balance, a technique that helps your mentee weigh the pros and cons of change and the status quo. You can also use the discrepancy, a strategy that helps your mentee see the gap between their current situation and their desired outcome. You can use reflective listening, summarizing, and asking permission to provide feedback or information to help your mentee clarify their values, preferences, and reasons for change. You can also use the change talk, a language that expresses your mentee's desire, ability, reason, need, or commitment for change, to reinforce their motivation and self-efficacy.

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Jackie Jenks OBE

Chief Executive at Leapfrog Mountain - Mentoring and Leadership Academy
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Helping your mentee identify any unbalances or inner conflicts they have with their strategy, goals and actions is a vital part of mentoring. Often mentees haven’t realised the reason for not progressing a key goal even though they thought it was a goal that was important to them. This is a stage that needs extra time and care in order to help your mentee understand themselves better and then be able to translate that understanding into managing themselves better.

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Mosi Dorbayani, PhD

Executive│Consultant│Jurist│Counsellor│Author│Scholar
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Speaking of change, perhaps it should be noted that while often goals are better remain unchanged, one's approach or methodology could be adjusted instead.

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4 Plan action

The fourth step is to plan the action steps that your mentee will take to achieve their goals. You can do this by using the SMART acronym, which stands for specific, measurable, achievable, relevant, and time-bound, to help your mentee set realistic and meaningful objectives. You can also use the action plan, a document that outlines your mentee's goals, actions, resources, barriers, and solutions, to help your mentee organize and track their progress. You can use the elicit-provide-elicit, a method that involves asking your mentee what they know or want to know, providing information or suggestions, and asking for their feedback or opinion, to help your mentee make informed and autonomous decisions. You can also use the confidence ruler, a tool that asks your mentee to rate their confidence in their ability to carry out their action plan, to help your mentee identify and overcome any potential obstacles or challenges.

By using MI to develop your mentee's self-efficacy, you can help them achieve their goals and enhance their satisfaction and well-being. MI can also help you improve your own communication and coaching skills, as well as your relationship with your mentee.

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Mosi Dorbayani, PhD

Executive│Consultant│Jurist│Counsellor│Author│Scholar
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As I always mention to my mentees, 'Plan is a statement of hope. As long as you have one, there is hope.' The need for writing a plan never goes away, and while it does not guarantee success, it shows where you are, where you are heading to, and if the journey is worth your while.

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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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How can you use MI to develop a mentee's self-efficacy?

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2

3

4

5

1 Build rapport

2 Explore goals

3 Resolve ambivalence

4 Plan action

5 Here’s what else to consider

Motivational Interviewing

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How can you use MI to develop a mentee's self-efficacy?

1

2

3

4

5

1 Build rapport

2 Explore goals

3 Resolve ambivalence

4 Plan action

5 Here’s what else to consider

Motivational Interviewing

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感谢您的反馈

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