Knowledge Building:
MI is a collaborative, goal-oriented style of communication with particular attention to the language of change. It is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change within an atmosphere of acceptance and compassion.” (Miller, W.R & Rollnick, S., 2013)
Great coaching unlocks potential—but what if your team isn’t quite ready for change? That’s where Motivational Interviewing (MI) comes in. MI is a science-backed approach used in coaching, leadership, and even healthcare to help people overcome resistance, build self-motivation, and commit to action. Research shows that when leaders use MI techniques, employees feel more empowered, engaged, and accountable for their growth. So, how can you integrate Motivational Interviewing into your coaching approach? Let’s break it down.
Strategy #1: Cultivate Collaboration, Not Control
People resist change when they feel pressured. Instead of pushing, invite collaboration. Shift from a directive approach to a partnership mindset by using phrases like: “Let’s explore what matters most to you” or “What would success look like for you?” This creates psychological safety, making individuals more open to change on their terms.
Strategy #2: Use Reflective Listening to Uncover Real Motivations
Listening is more than just hearing words—it’s about understanding emotions and underlying concerns. Instead of immediately offering advice, reflect back what you hear, for example “It sounds like you’re feeling stuck because you’re unsure where to start” or “You want to grow, but you’re concerned about the workload.” This shows you truly understand their perspective, helping them feel heard and ready to engage.
Strategy #3: Help Them Discover Their Own “Why”
People are more likely to change when the motivation comes from within. Instead of telling them why they should improve, help them uncover it themselves by asking: “What’s important to you about making this change?” or “How would things improve if you took this next step?” When individuals connect their actions to personal values and long-term goals, they become intrinsically motivated.
Strategy #4: Evoke Change Talk, Minimize Resistance
Noticing resistance? Instead of arguing, lean into it. Motivational Interviewing teaches us that the more people defend their current state, the more they resist change.
Instead, ask solution-focused questions, like: “On a scale of 1-10, how ready do you feel to take action?” (If they say 5) “What would make that a 6?” This subtle shift moves them toward action without pressure.
Strategy #5: Guide, Don’t Direct—Support Autonomy
At the end of the day, people own their growth. Give them space to choose their path forward. Ask: “What’s one small step you’re willing to take?” and “How can I support you in making this happen?”
This reinforces their autonomy, making them more likely to follow through with confidence.
In summary, Motivational Interviewing isn’t about convincing people to change—it’s about helping them unlock their own motivation. Leaders who integrate MI into their coaching don’t just drive short-term improvement—they cultivate self-driven, high-performing teams that thrive long-term.