How can you ensure your MI team recognizes and addresses implicit bias in client interactions?

Implicit bias is the unconscious tendency to associate certain traits, attitudes, or behaviors with certain groups of people, often based on stereotypes or prejudices. It can affect how you interact with your clients, especially if they belong to different cultural, ethnic, or social backgrounds than you. In motivational interviewing (MI), a client-centered and collaborative approach to help people change their behavior, implicit bias can undermine the core principles of empathy, acceptance, and partnership. How can you ensure your MI team recognizes and addresses implicit bias in client interactions? Here are some tips to help you foster a more inclusive and respectful MI practice.

1 Assess your own biases

The first step to address implicit bias is to acknowledge that you have it. Everyone has some degree of implicit bias, even if they are not aware of it or do not intend to harm others. You can use online tools, such as the Implicit Association Test (IAT), to measure your implicit preferences for certain groups over others. You can also reflect on your own experiences, beliefs, and values, and how they might influence your perception of your clients. Be honest and open with yourself, and seek feedback from others who can challenge your assumptions.

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Faezeh Elahi

Social worker
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MI team duty is intervention because they work based on evidence, that help clients change their behavior and balance their health and resolve their ambivalence towards change.Recognizing implicit bias is a bit like detective work and need a good observing.Implicit bias affect on clients interactions. So Giving awareness to clients about their implicit bias, monitoring MI team, Remind clients that they have implicit bias, engage them to have mindfulness exercise on regular bias before interaction. Engage clients in cross different relationships and come out of their comfort zone.shift their perspectives to develop their empathy.

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2 Educate yourself and your team

The second step to address implicit bias is to learn more about the diverse backgrounds, cultures, and perspectives of your clients. You can do this by reading books, articles, or podcasts that explore the history, challenges, and strengths of different groups. You can also attend workshops, webinars, or trainings that focus on cultural competence, diversity, and inclusion in MI. You can also invite guest speakers, experts, or community leaders who can share their insights and experiences with your team. The more you educate yourself and your team, the more you can appreciate the complexity and richness of your clients' lives.

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Marianna Maria Pereira Bürgel

Founder of Excellence Legacy
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Podemos escolher focar naquilo que nos difere ou naquilo que nos une e nos assemelha. A partir da tomada de consciência do segundo ponto de vista pensemos, queremos nos sentir ouvidos, importantes e valorizados, partes pertencentes de algo maior, SERMOS humanos. Vejo a importância de relembrar a etimologia de tal palavra para que façamos uma reflexão a sua essência: humain, humaigne, "humano," do francês antigo humain, umain (adj.) "do homem" (século 12), do latim humanus "do homem, humano," também "humano, filantrópico, gentil, educado, refinado, civilizado." Por este pressuposto fica o real: somos todos iguais. Liberte-se de qualquer viés e apenas exista no momento presente. Sem as amarras do passado e sem as expectativas do futuro.

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3 Adapt your MI skills

The third step to address implicit bias is to adapt your MI skills to suit the needs and preferences of your clients. You can do this by using open-ended questions, affirmations, reflections, and summaries (OARS) that demonstrate your genuine interest, respect, and curiosity about your clients. You can also use MI strategies, such as eliciting change talk, exploring ambivalence, and rolling with resistance, that empower your clients to find their own motivation and solutions. You can also avoid using MI traps, such as confronting, judging, or advising, that can trigger defensiveness or disengagement. You can also ask for permission, feedback, and clarification from your clients to ensure that you understand their goals, values, and concerns.

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Muhammad Arbab Nazir

| Industrial Engineer | Graphic Designer | Systems And Processes Optimization | Industry 4.0 | Lean Six Sigma | Artificial Intelligence | Ergonomics | Human Resource Management| QA | QC | Digital Marketer | Lean |
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The third step to address implicit bias is to adapt your MI skills to suit the needs and preferences of your clients. You can do this by using open-ended questions, affirmations, reflections, and summaries (OARS) that demonstrate your genuine interest, respect, and curiosity about your clients. You can also use MI strategies, such as eliciting change talk, exploring ambivalence, and rolling with resistance, that empower your clients to find their own motivation and solutions. You can also avoid using MI traps, such as confronting, judging, or advising, that can trigger defensiveness or disengagement. You can also ask for permission, feedback, and clarification from your clients to ensure that you understand their goals, values, and concerns

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4 Seek supervision and support

The fourth step to address implicit bias is to seek supervision and support from your peers, mentors, or supervisors. You can do this by participating in regular case reviews, group discussions, or individual consultations that allow you to reflect on your MI practice, identify your strengths and areas for improvement, and receive constructive feedback. You can also use tools, such as audio or video recordings, transcripts, or coding systems, to evaluate your MI performance and adherence. You can also seek emotional support, such as debriefing, counseling, or self-care, to cope with the stress or challenges of working with diverse clients.

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5 Promote diversity and inclusion

The fifth step to address implicit bias is to promote diversity and inclusion in your MI team and organization. You can do this by recruiting, hiring, and retaining staff who reflect the diversity of your clients and community. You can also create a culture of mutual respect, trust, and collaboration among your team members, and encourage them to share their perspectives, experiences, and ideas. You can also advocate for policies, procedures, and resources that support the needs and rights of your clients and staff, and address any barriers or disparities that may exist. You can also celebrate the achievements, contributions, and stories of your clients and staff, and recognize their unique strengths and talents.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you ensure your MI team recognizes and addresses implicit bias in client interactions?

1

2

3

4

5

6

1 Assess your own biases

2 Educate yourself and your team

3 Adapt your MI skills

4 Seek supervision and support

5 Promote diversity and inclusion

6 Here’s what else to consider

Motivational Interviewing

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How can you ensure your MI team recognizes and addresses implicit bias in client interactions?

1

2

3

4

5

6

1 Assess your own biases

2 Educate yourself and your team

3 Adapt your MI skills

4 Seek supervision and support

5 Promote diversity and inclusion

6 Here’s what else to consider

Motivational Interviewing

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