Here's how you can apply Motivational Interviewing to handle conflicts and settle disputes within your team.

1 MI Basics

Motivational Interviewing hinges on four central principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy. To apply these to team disputes, start by actively listening and validating each member's feelings and perspectives. This builds trust and shows that you care about their concerns. Highlighting the discrepancy between the current conflict and the team’s goals can help members see the importance of finding a resolution. Be ready to accept initial resistance as a natural part of the process, and encourage the team by reminding them of past successes in overcoming obstacles.

3 Reflective Listening

Reflective listening is a key component of Motivational Interviewing. It involves restating or paraphrasing what team members have said to ensure understanding and to show that their input is valued. When handling conflicts, this technique can be particularly helpful in diffusing tension and making sure everyone feels heard. For example, if a team member is upset about uneven work distribution, you might reflect by saying, "It sounds like you're feeling overwhelmed because some team members have more on their plates than others."

4 Affirm Strengths

In any conflict, it's crucial to recognize and affirm the strengths of each team member. This not only boosts morale but also reminds individuals of their value to the team, which can be especially important in heated situations. By pointing out each person's contributions and skills, you help shift the focus from the conflict to the collective strengths of the team. This can lead to increased motivation to resolve the dispute and improve collaboration moving forward.