When assessing a client's readiness for change, I find that open, curiosity-driven questions can reveal their mindset without pressure. I start by exploring their motivations, asking, "What are the main reasons you want to make this change?" to help them articulate their personal drivers. To understand their confidence, I ask, "How confident are you in your ability to make this change?" which highlights their self-assurance or any doubts. Finally, identifying potential obstacles with, "What challenges do you foresee?" allows them to consider real barriers. These questions create a foundation for a supportive, realistic change strategy. What has worked well in your experience?

Ask open-ended (or as I like to call them "open-minded") questions. Be curious. Try not to sell or be pushy. Don't ask "why" questions as they can put someone on the defensive. Listen to them and reflect and then ask questions that deepen the conversation. And something as simple as "Tell me more" is an evocative statement that can move things along.

Gauging a client’s readiness for change requires thoughtful, open-ended questions. I ask: What do you see as the biggest challenge in your life right now? or What would you like your life to look like a year from now? These help uncover their motivations and barriers. Asking What changes have you considered making? provides insight into their mindset and willingness to take the next steps. Listening without judgment is key.

Gauging a client’s readiness for change involves asking thoughtful, open-ended questions that uncover their mindset and motivation. Questions like “What changes are you currently considering?” or “What would success look like for you?” help explore their aspirations and goals. To understand their hesitations, ask, “What concerns do you have about making this change?” or “What challenges do you anticipate?” Reflective questions such as “Why do you think now might be the right time for a change?” can reveal their level of commitment and confidence. These inquiries, paired with active listening, provide insights into their readiness and help tailor support effectively.

Understanding a client's readiness for change is crucial in motivational interviewing. Here are some key questions to reveal their mindset: "What are the main reasons you want to make this change?" "How confident are you in your ability to make this change?" "What challenges do you foresee in making this change?" These questions will explore their reasons to change, assess confidence levels & identify potential obstacles.

Gefühle als Schlüssel zur Veränderung: Antrieb erkennen und transformieren In Gesprächen zur Veränderung frage ich den Klienten zunächst, ob sein Antrieb von einem Weg-von-Gefühl (Abneigung) oder einem Hin-zu-Gefühl (Anziehung) geprägt ist. Bei einem Weg-von-Gefühl identifiziere ich die Aspekte, die dieses Gefühl auslösen, und frage, ob es angenehm ist, aus dieser Energie heraus zu handeln. Oft lautet die Antwort „Nein“. Ich frage dann: „Wünschen Sie sich stattdessen ein positives, anziehendes Gefühl als Motivation?“ Wenn der Klient dies bejaht, zeigt dies seine Bereitschaft zur Veränderung. Das gibt die Grundlage, um gemeinsam neue, motivierende Gefühle zu entwickeln.

Paying attention and listening more to the client will give you some hints that he or she is ready for change. If a client mentions goals, a timeline milestones and plans for retirement you will be able to gauge their readiness for change. A client who uses terms such as I have paid my dues here, is ready for a change. If a client mentions that I am on target to work less as I approach retirement, you will know they are ready for a change. Sometimes, they may use terms like burn out, which is an indicator that a client wants out of their current situation.

Assessing a client’s readiness for change involves an understanding of the stage they are at in the change process . It is also about identifying their motivation, their confidence and their barriers. You can use the readiness for change questionnaire to assess the client’s stage in the change process.

When I want to understand a client’s readiness for change, I don’t rely on one set of questions, but rather on how they reveal their relationship with the idea of change itself. I might ask, “What would life look like if nothing changed?” This frames the current state against the possible future, inviting reflection. Or, “What would make this worth the effort for you?” because the why often shapes the how. Finally, “How have you handled big changes before?” Their answer tells me about resilience, patterns, and where motivation sparks—or stalls. Each response feels like an unfolding, not a checklist.