Coaching practices for Motivational Interviewing at Work

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Motivational Interviewing at Work, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• Every time I lay out for someone all the reasons they should change, they just argue back for staying exactly as they are
• I keep hiring for the most impressive resume and then watching them work purely transactionally, and I want to start screening for whether someone actually believes in what we’re doing
• They tell me what kind of parent or partner they want to be, and it’s miles from how they’re actually living
• My team does the work but they’re just going through the motions, and I can feel they don’t see why any of it matters
• I’m at my best when I’m getting a room aligned and fired up

Practices that may help

1. Motivational Interviewing, Made Practical
   Motivational interviewing (MI) is a collaborative conversation style that strengthens a person’s own motivation for change by drawing out their reasons rather than supplying them. Meta-analyses find small-to-moderate effects across health behaviors — modest on average, but reliably better than confrontational or advice-giving styles, which can backfire.
2. Evoke change talk instead of supplying it
   Ask questions that lead the person to voice their own reasons for changing.
   Motivational Interviewing, Made Practical
3. Hire people who share the Why, not just the skills
   Skills can be learned; shared belief cannot — filtering for Why-alignment at hiring is the highest-leverage culture move.
   Start With Why: Leading Through Purpose
4. Develop discrepancy between values and behavior
   Gently hold up the gap between what the person wants and what they’re doing.
   Motivational Interviewing, Made Practical
5. Articulate a compelling vision of why the work matters
   Connect the team’s daily work to a meaningful purpose they can believe in.
   Transformational Leadership, Made Practical
6. Lead from the influencing domain — take charge, speak up, make sure others are heard
   People strong in influencing sell the team’s ideas inside and outside the organization.
   Strengths-Based Leadership, Made Practical
7. Use motivational self-talk for endurance and power tasks
   Pump yourself up verbally for tasks requiring effort, strength, or push through discomfort.
   Self-Talk Strategies, Made Practical
8. Scale importance and confidence with the readiness ruler
   Ask “On a 0–10 scale, how ready are you?” — then ask why not lower.
   Motivational Interviewing, Made Practical
9. Share advice with permission (ask–offer–ask)
   Ask what they know, offer information with consent, then ask what they make of it.
   Motivational Interviewing, Made Practical
10. Apply door-in-the-face for prosocial or charitable asks
    The technique was originally tested in a prosocial context and works especially well when both parties share values.
    The Door-in-the-Face Technique, Made Practical

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