Coaching practices for Motivational Interviewing with My Team

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

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

• 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
• They tell me what kind of parent or partner they want to be, and it’s miles from how they’re actually living
• Every time I lay out for someone all the reasons they should change, they just argue back for staying exactly as they are
• They say they want to change but they’re clearly half-in, half-out, and I can’t tell whether it’s that the change doesn’t matter enough to them or that they just don’t believe they could actually pull it off.

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. 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
3. 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
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. Evoke change talk instead of supplying it
   Ask questions that lead the person to voice their own reasons for changing.
   Motivational Interviewing, Made Practical
6. 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
7. Challenge assumptions and invite new thinking
   Actively encourage your team to question old ways and generate new approaches.
   Transformational Leadership, Made Practical
8. 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)
9. Invite clients or reports to contribute insight to your approach
   Asking someone you lead for their input increases their investment in the outcome.
   The Ben Franklin Effect, Made Practical
10. 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

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