Written By: Kylie Bradbury, Senior Marketing Coordinator, Lyssn

In our recent webinar, we addressed the persistent challenge of staff development when time is already scarce. Motivational Interviewing (MI) experts Mary Hodorowicz and Reyna Puentes shared valuable strategies, with Ashley Johnson moderating the discussion. They offered practical solutions for child welfare organizations seeking to enhance staff MI skills despite tight schedules and competing priorities.

While Motivational Interviewing (MI) requires dedicated learning time, child welfare agencies are shifting away from traditional lengthy, one-time training sessions. Instead, they’re embracing on-demand, micro-learning options that allow staff to continuously improve their skills at their own pace. If you missed watching the webinar live or want to go back and watch, you can find the full recording here: Beyond Traditional Learning: Innovative Motivational Interviewing Skill Development.

Key Takeaway 1:
Learning MI doesn’t have to be time intensive to be effective.

One of the most practical ideas discussed throughout the webinar was how practicing MI can be integrated into existing workflows in small, manageable ways.

Instead of relying only on lengthy training workshops or full professional development days, teams can build skills in short, consistent moments. Something as simple as taking 10 minutes during a staff meeting to practice open-ended questions or evoking can go a long way.

These small moments not only build skills over time, they also strengthen the relational side of teams, which is just as important.

Key Takeaway 2:
Misconceptions about MI can hold teams back.

A big barrier to implementing MI in child welfare is misunderstanding what it is and how it works in practice. A few common misconceptions:

  • MI is just engagement.
    In reality, it is both engagement and evoking change talk.
  • You can’t use MI in situations involving safety risk.
    If there is immediate danger, MI is not the first step. But in situations where risk is present but not imminent, MI can absolutely be used.
  • You can use MI in every situation.
    You can use MI broadly, but it is most effective when someone is feeling ambivalent about change.
  • MI only works in long sessions or specific settings.
    We have seen that MI can be effective in a single interaction in as little as 20 minutes. Even in short conversations, there is an opportunity to use these skills.

Clearing up these misconceptions is an important step in helping teams feel more confident actually using MI in their day-to-day work.

Key Takeaway 3:
MI is a skill that has to be practiced, not just taught.

MI, like many other skills, is not something that feels intuitive from a one time training or lecture. It is an experiential skill that develops over time. One of our panelists, Mary Hodorowicz, compared it to how people learn to drive. “You would not put someone in a room for an hour, explain how to drive, and expect them to get behind the wheel and be successful. The same applies here [to learning MI].”

Creating an environment where it is okay to try, reflect, and improve is critical.

Key Takeaway 4:
Real-time feedback makes MI skill building more practical and scalable.

Traditionally, assessing for proper adherence to MI practices involved human coding, where sessions are reviewed and evaluated for things like reflections, affirmations, and types of questions. With a trusted team of experts, it has become possible to train AI to recognize those same patterns.

Rather than relying on delayed review from a trainer or supervisor, learners can get real-time insights on how they are using MI skills, which makes it easier to practice more often and make improvements more quickly.

With AI tools such as Lyssn, individuals can now use evidence-based practices at their own pace and get targeted insights on how they can improve without having to wait days or weeks for supervisor review.

Key Takeaway 5:
Empathy has to come first.

One of the most important reminders from the conversation was the role of empathy.

If the goal is to keep someone engaged and open to change, empathy has to be present. Without it, people are far less likely to continue the conversation or consider making a change.

It is also important not to rush the process. If someone is sharing barriers, jumping straight to change talk can cause them to shut down. Allowing space for that sustained talk while still guiding the conversation toward change over time is key.

Techniques like double sided reflections can help balance both sides of the conversation by acknowledging the challenges while also recognizing the desire for something different.

Key Takeaway 6:
Implementation works best when it is collaborative.

When organizations try to move from traditional training models to more continuous, micro learning approaches, one of the biggest challenges can be the disconnect between the people making the decisions and the people doing the work every day.

Decision makers should prioritize involving staff in the process. Ask what they want to work on. Understand how MI can fit into what they are already doing instead of layering something new on top.

There is also an opportunity to rethink how learning shows up. Instead of relying only on full day training, organizations can experiment with shorter, more frequent touchpoints, build in opportunities for feedback, and even find ways to make it more engaging and motivating.

Closing

This conversation reinforced that building MI skills is not about adding more to already full plates. It is about being more intentional with the time that already exists.

We heard this reflected in real-world work, including from our partners at the Coalition for Family and Children’s Services in Iowa, where they are finding ways to build and sustain MI skills without overloading staff or disrupting existing workflows.

With the right approach, even small moments of practice, supported by feedback and grounded in empathy, can lead to meaningful improvements in how people engage, communicate, and ultimately support better outcomes for the individuals and families they serve.

Watch the full webinar here.

If you are exploring how to bring this kind of approach into your own organization, you can learn more about how Lyssn supports MI training and quality improvement at lyssn.io or by connecting with our team.

About the Author

Kylie Bradbury

Senior Marketing Coordinator, Lyssn

Kylie Bradbury is the Senior Marketing Coordinator at Lyssn, where she supports marketing and communications efforts across content, events, and product release campaigns.

This post was contributed by an APHSA Strategic Industry Partner. The perspectives and opinions expressed are those of the author(s) and do not necessarily represent the views of APHSA.