Motivational Interviewing is a research-based approach to having conversations about change.
“MI is a collaborative, goal-oriented style of communication with particular attention to the language of change. It is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change within an atmosphere of acceptance and compassion.” (Miller & Rollnick, 2013, p. 29)
We teach you how to communicate differently
Fostering engagement in deep conversations about change is what Motivational Interviewing is. We help your team members continue the conversation on change, rather than what commonly happens, seniors avoid discussing change.
Motivational Interviewing helps seniors get crystal clear about their goals and values, rather than getting stuck in the minutiae of change.
How Motivational Interviewing is used in Senior Living
Whether you work with senior citizens themselves as they navigate change or family members as they navigate change for a loved one, this skill set can be powerful.
Both family members and senior citizens often feel Ambivalent about change. Exploring the local senior living options and then, WHAM. They won’t return your phone calls.
Motivational Interviewing teaches you how to avoid and navigate resistance to change. With a new mindset and skillset, we often find team members say seniors and their family members are often drawn back to them to discuss their feelings on change.
When you learn how to:
- Help people feel HEARD and UNDERSTOOD
- Help people feel EMPOWERED
- Navigate RESISTANCE
- GUIDE conversations on change (without becoming in the WAY of change)
- Help people safely explore, investigate, and navigate change
People want to come back to YOU
It might seem counter-intuitive to train your sales teams to not focus on “selling” (by focusing on listening, supporting, and guiding conversations) all the time, but we promise the dividends are worth it.
Your team members can still be advocates and promote your community and change WHILE listening, supporting, and guiding.
Once you learn the stages of change, you recognize there are times when you can put your foot on the gas when discussing change, and times when you use the clutch. AKA times when you can promote your community, and times when you need to step back and first help them discuss whether they want to change.
Struggling with excess move-outs?
Motivational Interviewing can be helpful. This skill set is built around helping people feel seen, heard, and understood. When used with current residents to navigate resistance and change, it’s easy to see how this skill can help retain current residents. They want to be around people who listen to them and help them to feel SEEN.
Trying to attract younger residents or encourage residents to move BEFORE a healthcare crisis?
Motivational Interviewing is a great skill to use for helping people navigate change. If they have come to tour and explore a senior living community, they have some semblance of ambivalence. Which means Motivational Interviewing can help!
Motivational Interviewing is a great skill for your sales team members and leadership team.
Motivational Interviewing is a trendsetting and innovative tool in Senior Living. The skillset has transformed the way we engage seniors in the change process. Teaching team members how to EMPOWER seniors as they navigate change. Instead of pulling the steering wheel from Seniors as they try to drive the decisions in their lives.
When Motivational Interviewing started
Motivational Interviewing was created in the 1980’s by Stephen Rollnick and William Miller. Originally used in the mental health field as a way to reduce resistance to change, it has quickly spread to many different industries.
Where Motivational Interviewing is being used today
Motivational Interviewing is a tool being utilized in many industries these days. It’s often used in the healthcare industry as doctors try to help patients navigate change. It’s also seen in everything from Criminal Justice to Education to coaching.
Motivational Interviewing can be used whenever you encounter ambivalence about change and natural resistance to change.
A difference in communication and understanding CHANGE
Research shows people learn the best in micro-doses. Our approach to training is no different. We cover over 15 different concepts that are broken down into 3 basic ideas.
Learning how to guide
Our ideal training scenario is a combination of both in-person (virtual) and online learning. It can look something like this (but can be customized to your needs):
Day 1: Virtual Training #1: 2.5/3 hours
1-2 weeks later: Virtual Training #2: 2.5/3 hours
1-2 weeks later: Virtual Training #3: 2.5/3 hours
1-2 MONTHS later: IN-PERSON training
- Q & A
- Real play practicing
- Navigating real-life Senior Scenarios
- Practicing skills
1-2 months later: Virtual 1 hour Follow up
According to RPS Research, “microlearning improves focus and supports long-term retention by up to 80%.”
View more about this data HERE
If you decide to take up a new hobby that requires a skillset (like tennis, basketball, or guitar) today, most likely you would spend day 1 trying to just learn the basics. Then you would take time to practice and try to do it on your own. In the next session, you might learn the next few concepts or skills. Now you can practice the skills from day 1 of training AND day 2.
When we break learning new skills or concepts into short increments. It allows participants to truly learn and process a smaller number of concepts, so they can implement them right away.
Activities in training
We value creating an energized, fun learning environment whether in person or online. Which is why we foster engaging conversations about critical concepts and topics. In addition to that you will often find we use these tools in our training.
- Small group discussions
- Small group practice
- Real play (Real life scenarios role plays)
What kind of organization do you want to lead?
If you want to lead a values-focused organization. Helping people (staff, residents, and guests) align their behavior with their values. Drawing out solutions from those around you rather than inserting your opinion. Recognize that the seniors we work with are all smart people filled with years of wisdom, and they will make the best choice for themselves.