When we think about how change happens in organizations, especially those practicing Lean, we often focus on tools, plans, and communication strategies. But what about the actual conversations we're having?
Too often, those conversations look like this:
- “Here's the new process.”
- “This is how we're doing it now.”
- “Just get on board.”
That's not engagement — that's an attempt to force compliance. And compliance rarely leads to sustainable improvement. We need to get beyond compliance to real commitment. And, again, that can't be forced.
In my work across industries, I've seen what happens when we shift from telling people what needs to change to asking them what matters most. A set of well-timed questions can help turn resistance into reflection.
One of the most powerful frameworks I've come across for facilitating these kinds of conversations comes from Motivational Interviewing (MI) — a method grounded in empathy, autonomy, and genuine curiosity. Learn more.
What Are Motivational Interviewing Questions?
Motivational Interviewing was developed in clinical and counseling settings to help people work through ambivalence about change. But its principles apply beautifully to leadership and continuous improvement.
These five questions, shared in Motivational Interviewing for Leaders, are simple but powerful. They help individuals explore their own motivation, rather than respond to external pressure.
- “Why would you want to make this change?”
- “How might you go about it in order to succeed?”
- “What are the three best reasons for you to do it?”
- “How important is it for you to make this change, and why?”
- “So what do you think you'll do?”
These questions don't impose. They invite. They're not about convincing — they're about cultivating clarity
Self-Coaching with These Questions
We can even use these questions to self-coach. Let's say I'm struggling to maintain a daily practice of yoga, for 30 minutes each day. Instead of shaming myself or beating myself up, these questions are super helpful.
- “Why would you want to make this change?”
I know that daily yoga is good for my flexibility with my hips and how my lower back feels… and it's relaxing. I know there are benefits… but sometimes it's hard to prioritize it. - “How might you go about it in order to succeed?”
Trying to focus on the benefits instead of thinking of it as a chore. - “What are the three best reasons for you to do it?”
1) Physical flexibility and how I feel now, 2) Ensuring I'll feel better down the road, 3) Mental benefits of focus, stillness, and stress reduction - “How important is it for you to make this change, and why?”
It's very important, because yoga really helped me recover from some mysterious back issues. - “So what do you think you'll do?”
Sit down and SCHEDULE time for yoga — remind myself WHY, maybe even in the calendar invite & reminder.
When we use these questions with compassion and honesty, they shift us from guilt to growth. From stuck to starting.
More about my yoga journey:
Why These 5 Questions Work for Leading Change
These questions shift the conversation from resistance to reflection. From “here's what you need to do” to “let's explore what matters to you.”
- “Why would you want to make this change?”
Surfaces intrinsic motivation instead of applying pressure. A key step toward psychological safety. - “How might you go about it in order to succeed?”
Invites ownership and creativity, two critical ingredients in continuous improvement. - “What are the three best reasons for you to do it?”
Focuses the conversation on value and purpose, rather than urgency or fear. - “How important is it for you to make this change, and why?”
Clarifies internal priorities, helping people move from uncertainty to intention. - “So what do you think you'll do?”
Promotes commitment and autonomy without requiring compliance.
How to Use Motivational Interviewing in Lean Leadership
In Lean thinking, we talk about respect for people. One way to demonstrate that respect is to stop trying to sell or enforce change, and instead create space for people to reflect.
This means leaders act more like coaches than commanders. And great coaches ask questions that open minds, not just check boxes.
I've seen these motivational interviewing questions work in:
- Team huddles where staff are hesitant about new workflows
- 1:1 coaching conversations with improvement leaders
- Executive meetings exploring cultural transformation
It's not about passively accepting resistance. It's about understanding it, learning from it, and working through it together.
Try This
In your next 1:1, skip the slide deck. Try asking:
- “Why would you want to make this change?”
- “How might you go about it in order to succeed?”
- “What are the three best reasons for you to do it?”
- “How important is it for you to make this change, and why?”
- “So what do you think you'll do?”
Then just listen.
You might be surprised how far that conversation takes you.
Have you used motivational interviewing questions or a similar approach in your leadership work? I'd love to hear what you've learned.
Related Podcasts on M.I.
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If you’re working to build a culture where people feel safe to speak up, solve problems, and improve every day, I’d be glad to help. Let’s talk about how to strengthen Psychological Safety and Continuous Improvement in your organization.
