Learn how to avoid the pitfalls of motivational interviews and succeed on the obstacle course of boosting your team’s motivation.
The course The Power of Motivational Conversations will teach you how to effectively ignite your employees’ motivation through a well-conducted motivational interview.
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Improve your skills in effectively conducting conversations that support employee motivation and engagement.
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Learn how to work with employee resistance, indecision, or reluctance to take responsibility.
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Master the principles and techniques of motivational interviewing.
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Strengthen your ability to address challenges during times of change or difficult situations within the organization.
Structure of Motivational Interviews (4 Processes of MI)
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Engaging – Building trust and a solid working relationship
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Focusing – Identifying the goal and direction of the conversation
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Evoking – Working with ambivalence and uncovering intrinsic motivation
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Planning – Supporting concrete steps toward change
Techniques of Motivational Interviewing
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How to work with a colleague’s strengths and support their intrinsic motivation
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Dealing with resistance and reluctance to take responsibility
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How to lead a conversation with a colleague when you know that, unless they change their approach, things will end badly (even for them)
Hidden Pitfalls – giving advice, lecturing, recommending, doing things for them…
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How to “clear the mines” and build collaboration through motivational interviewing
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Unsolicited advice vs. requested advice – how to give advice in a way that’s heard without creating tension
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The strategy of indirect influence
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Working with arguments for and against change
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Techniques to help the other person overcome uncertainty
What Might I Encounter on the Obstacle Course?
Main barriers to embracing change:
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Resistance, Uncertainty, Loss of control, Indecision, Defending the current state…and how to overcome them effectively.
Solving Challenging Workplace Situations with Motivational Interviewing
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How to motivate employees to perform when they don’t feel the need for change?
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Working with frustration and demotivation within the team
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How to avoid being “dragged” into a passive approach?