Great insights on using Motivational Interviewing (MI) for conflict resolution! Reflective listening is a game-changer—it helps team members feel heard and diffuses tension. I’ve found that asking open-ended questions encourages productive discussions rather than defensive reactions. Affirming contributions also shifts the focus toward collaboration instead of disagreement. In my experience, when people feel validated, they’re more open to finding solutions. Have you ever faced a situation where MI helped turn a heated discussion into a constructive conversation? I’d love to hear how others have applied these techniques in their teams!

When conflict arises in a project meeting, motivational interviewing (MI) can be a valuable tool for restoring harmony. I start with reflective listening to show empathy and acknowledge the concerns of each person involved, which helps de-escalate tension. Asking open-ended questions allows team members to explore their views more deeply and share their feelings, fostering understanding. I also focus on affirming contributions and strengths, which not only validates their input but also creates a more collaborative and respectful environment. How have you used MI to resolve conflicts and improve communication in your team? #motivationalinterviewing #conflictresolution #teamwork

Before we talk about MI in project meetings, let’s be clear: conflict first needs to be managed. If someone is being inappropriate or disruptive, that’s a behavioural issue, not an MI conversation. Leadership needs to step in first. MI isn’t about smoothing over bad behaviour—it’s a technique to help people resolve ambivalence about change. If conflict stems from resistance or differing perspectives, then MI can help. But it’s not a catch-all solution. Sometimes, what’s really needed is clear accountability and boundaries.