When managing task delegation disputes, I use motivational interviewing to create a space for open dialogue and understanding. Active listening is my first step; by genuinely engaging with each team member's concerns, I build trust and encourage openness. Next, I provide reflective responses to confirm my understanding of their perspectives, helping them feel validated and heard. Finally, I practice collaborative goal-setting, involving the whole team in defining roles and responsibilities. This inclusive approach not only clarifies expectations but also fosters ownership, ensuring everyone feels aligned and motivated in their tasks.

To bridge the divide in task delegation using Motivational Interviewing, first, actively listen to team members' concerns and perspectives. Reflect their feelings to demonstrate understanding and empathy. Use open-ended questions to explore their motivations and barriers. Encourage them to articulate their own solutions, fostering a sense of ownership. Finally, highlight common goals and mutual benefits to create alignment and commitment.

To bridge the task delegation divide in just 3 weeks... Task delegation conflicts can derail productivity. Teams struggle because: • Unclear expectations • Uneven workloads • Mismatched skills • Fear of failure Solution: 3-Week Motivational Interviewing Framework Week 1: Active Listening Schedule one-on-one meetings Ask open-ended questions Practice reflective listening ↳ "What I hear you saying is..." Week 2: Collaborative Goal-Setting 4. Organize team brainstorming session 5. Identify shared objectives 6. Create SMART goals together ↳ Specific, Measurable, Achievable, Relevant, Time-bound Week 3: Implementation & Follow-up 7. Assign tasks based on strengths 8. Establish regular check-ins 9. Celebrate small wins

I use Motivational Interviewing to foster open dialogue, encouraging team members to explore their concerns and motivations. By guiding them toward shared goals and empowering decision-making, we align efforts and strengthen collaboration.

Begin with open-ended questions to understand their perspectives: "What do you feel is important about your role in task delegation?" Reflect their responses to show understanding and highlight common goals: "It sounds like you value efficiency and clear communication." Summarize shared interests to build consensus and evoke solutions: "Given that everyone wants fairness and productivity, how might we adjust the process to meet those goals?" This approach aligns team members toward a shared vision while respecting their autonomy.

Motivational Interviewing at its core helps people explore and resolve ambivilance about change. I like to combine Motivational Interviewing with a servant leadership style. If there are 5 tasks. And I have 4 people, I simply show up, and ask questions like "Where are we at with these tasks? I can certainly take one or two of these?" This leaves team members open to speak up and select tasks they prefer. I'll always take the task no one else wants. My leaders often come back with statements like..."I saw what you did there." And now they have an example to follow next time.

Use **Motivational Interviewing** to foster dialogue by: 1. Listening actively to understand concerns. 2. Reflecting viewpoints to ensure clarity. 3. Highlighting shared goals to realign the team. 4. Encouraging collaborative solutions. This approach builds trust and resolves conflicts constructively.