A continuación, te explicamos cómo puedes mejorar tus habilidades para dar y responder a los comentarios en la entrevista motivacional.

La escucha es el primer paso de una entrevista o conversación motivacional. ¿Cómo vamos a poder acompañar a la otra persona si no le dedicamos el tiempo suficiente a escuchar lo que a esa persona le está ocurriendo en su vida? POr tanto el tiempo invertio en la escucha es tiempo de alto VALOR

When giving and receiving feedback (or going into ANY business conversation, really) I always remind myself before going into it: “I am here to see how I can help this person. This conversation is not about me proving anything or trying to make a sale.” It sounds almost too simple, but this constant reminder of that mindset shift has been game-changing for me. People pick up the energy you’re giving them. And if someone feels like your motivation is YOUR benefit more than theirs, they are more likely to put walls up. But when you truly are there to just try to help them, and provide them with SOME kind of value, they will open up to you more sincerely. That allows you to really figure out how you can actually help them.

Active listening involves being present, maintaining good eye contact, open body language and non verbal engagement (head nodding etc). Reinforce by using curiosity and asking clarifying questions where relevant. Be mindful of not jumping and allowing space for silence and self reflection. Be aware of the environment and counselling space and eliminate distractions and opportunities for interruption.

Aktives Zuhören ist eine relevante Fähigkeit positiver Gesprächsführung, die erlernbar und optimierbar ist. Sie hilft nicht nur dabei, Beziehungen zu stärken, sondern sorgt auch dafür, dass Missverständnisse vermieden werden und beugt damit Konflikten vor. In der Praxis hat sich aus meiner Perspektive insbesondere das Paraphrasieren von Gehörtem als sehr hilfreich bewährt. Einleitend kann "Ich habe verstanden, dass..." oder auch die Frage "Habe ich Dir richtig zugehört, dass...?" helfen, Paraphasen sicher zu formulieren. Für mich erscheint es wichtig, dass die Paraphase in eigenen Worten erfolgt sowie in Ich-Botschaften formuliert wird.

I have also found that it helps to make it clearer and support the client, when i reflect the essence/ recurring themes of their messages or hidden feelings in visuals. These visuals are captured via the focusing method, that's part of MI. For example, at one glance, the client can see "Relationships", "Career goals", "Family conflicts" and be guided to focus on his / her priority for exploring, making changes in.

Simple reflections can involve repeating what a client has said to evidence you are listening and understanding. More complex reflections may involve paraphrasing, the use of metaphors, added insights and/or observations.

En mi experiencia la retroalimentación te permite que la persona siga aportando al hilo de su conversación y siga profundizando, ayudando a florecer lo que hay dentro y que únicamente precisa una guía para salir.

Something that I keep in mind while asking open questions is to be careful of using “why”. Questions that begin with “why” can elicit defensiveness, shame, or even stuckness. “Why” questions can alter one’s curiosity, even when used in self motivational talk. It is important to consider what we are seeking when asking “why” and how we can elicit curiosity and empowerment toward new behaviors. “Why” questions can be used with empathy and curiosity when we think about what we are asking and how we are asking it.

Las preguntas abiertas son una herramienta poderosísima! Ahora bien muy poca gente sabemos utilizarla correctamente, estamos muy acostumbrados a formular preguntas guiadas esperando saber la respuesta. Las preguntas abiertas son un acto de generosidad en las que consideras que la persona que tienes delante es completa y llena de recursos, por lo que preguntas como "Y que más hay?" "Qué hay detrás de ese bien" pueden ayudar a la persona a expandir en palabras sus propias emociones y pensamientos

Explore Goals and Values: - Ask what the person’s guiding values are? - How does the behaviour fit with the persons goals or values? - Does (the problem behaviour) help realise a goal or behaviour, interfere with it, or is it irrelevant? Evoking change talk: - Why do you want to make this change? - How might you go about it? - What are the three best reasons for you to do it? - How important is it for you to make this change?

PACE: - Partnership - Acceptance - Compassion - Empowerment Use empathetic and affirming language; acknowledge difficulties, challenges and frustrations faced by the person. Remain curious and work towards commitment without being directive.

Providing encouragement and empathy is immensely important when working in social services/counseling with any population. However, creating a plan with your clients or anyone coming to you with a problem makes all the difference. When people express to you what they are struggling with and what they need guidance with, outline a plan with them, utilizing their shortcomings to make a plan to help them grow and showing them that they can capture the future they want is as simple as asking for help and being open to receiving it.

Responding to discord or negative feedback: - Emphasize the persons control and responsibility (importance of personal choice) - Apologise (when you make an error, own it) - Reflection (key tool for understanding and mending the relationship) - Shifting Focus (acknowledge and then move away from the sore spot)

Feedback is formative assessment tool that uses descriptive, constructive, and nonjudgmental language,giving &responding feedback is a skill but another skills such as summarizing that involves active listening, being concise that reduces misunderstandings, being comfortable with silence to remove intentional sounds &purposeful quiet assist feedback skill. Listening help absorb information,being open,accept new ideas,understanding the contents of messages,assess consequence of attention / ignorance of feedback&follow up help to receive feedback.Considering feedback’s value,concentration on behavior,avoid judgment,balance contents of feedback to provide opportunities for growth,realistic, express opinion,offering support help responding.