Coaching practices for Motivational Interviewing Values

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

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

• They tell me what kind of parent or partner they want to be, and it’s miles from how they’re actually living
• 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
• If someone asked me what I actually care about, I’m not sure I could answer honestly
• I’m completely unmotivated and I honestly can’t tell whether it’s that deep down I don’t believe I can pull this off, or that I just don’t care about it
• In these conversations I fire off question after question like an interrogation, and the other person closes up rather than opening

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. 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
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. Values clarification: what matters most to you?
   Identify 3–5 core values — not what you should value, but what actually matters when life is stripped back.
   Values-Based Action (ACT), Made Practical
5. Diagnose whether you are stuck on expectancy or value
   Before trying to motivate yourself, identify which of the two factors is actually low.
   Expectancy-Value Theory: Why You Try (or Don’t)
6. Use OARS to make the person feel understood
   Open questions, Affirmations, Reflections, Summaries — the four core micro-skills.
   Motivational Interviewing, Made Practical
7. Stick to Values: act consistently with what actually matters to you
   Before compromising a position, check whether the compromise conflicts with a core value — and hold if it does.
   FAST: DBT’s Skill for Maintaining Self-Respect in Relationships
8. The forced-rank sort
   Write your top 20 candidate values on cards, then sort them ruthlessly until you have a ranked top five.
   Values Card Sort
9. 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
10. Values-Based Action (ACT), Made Practical
    Values-based action in Acceptance and Commitment Therapy (ACT) means choosing behaviors that are consistent with what matters most to you — your values — rather than behaviors driven by avoidance of pain or approval-seeking. ACT distinguishes values (directions, ongoing) from goals (destinations, finishable); the emphasis is on the quality of action in the present rather than outcome attainment. ACT has robust meta-analytic support; values-based action is identified as a core mechanism.

Describe your situation in your own words to search the complete practice library.