In motivational interviewing (MI), practitioners or organizational leaders do train on how to study and improve practical behavior. This training is done in workshops where clients undergo a social psychological shift by removing resistance towards positive change. Positive self-talk is encouraged to the exhibition of optimistic behavior. This positive behavior is sustained by consistent training because these acquired skills degrade with time. Practitioners and trainers have to undergo a two-day motivational interviewing training to significantly show effective results.

As the course is being properly introduced, participants sufficiently learn key concepts while gaining a practical understanding. At this stage, skill development is not stressed because leaders or practitioners determine whether to learn more or not. If the assessment of the introduction is positive, a two-day MI foundational training is conducted. The participants embrace the principles of the course, processes and core skills to practice and the spirit of MI. An evidence-based overview in addition to practicing core skills would empower them to implement what is learned. To build competence in MI, participants engage each-other by evoking what is learned and focusing on acquired skills. This practice helps develop proper planning to further MI. As consistency is developed, participants mature in deepening their knowledge by advanced skillful practice towards integration and fidelity to MI. This MI training helps participants apply acquired skills to specific demographics, different settings, and in clinical areas. At this level of effective demonstration, case consultations would be featured. Observational practices would be documented and individualized feedback given.

To maintain MI, coaches or supervisors must be made who will further MI training. Participants with expertise in clinical studies or peer motivational mentors are good candidates. These candidates further their observational skills and assessment practice methods. Moreover, candidates improve on how to facilitate skills and instill learning methods to clients. Coaches or supervisors complete this level by ostensibly designing a practice improvement process that involves outcome monitoring. Due to MI’s evolving nature, practitioners and organizational leaders need to be up-to-date to ongoing MI education. Motivational interviewing training requires realistic learning goals being propelled by simple and accessible materials that participants can relate to. This makes the learning process easier and enjoyable. MI training facilitation involves the proper and effective delivery of MI training content. Key concepts like sharing by asking open-ended questions to draw out practitioner’s ideas and building on what they already discern. Listening carefully by reflection on contributions would reinforce learning and give the practitioners time to process information and respond positively. In this exercise, the trainer seizes an opportunity to exercise his or her empathy for practitioners’ emotional expressions. More so, the trainer practices dealing with the practitioners’ push back by heartily supporting their right to learn MI. To further help in the training, effective demonstrations are employed to enhance MI reception.

To get good trainers, a rigorous ongoing learning process is undertaken for obtaining coaches. Continued self-reflection and intellectual openness to positive or negative criticism would be an essential attribute. Keenness to observation and a willingness to mentoring are a bonus to comfortable trainers with their expertise. They should be humble as well to seek help from other well-established professionals as needed. Successful trainers need to passionately seek for favorable opportunities to progressively improve training delivery and system design that effectively completes the job. On the advanced level, coaches are better guided to be MI experts. These experts acquire the expertise to facilitate organizational change management and uptake of scientific inventions through implementation science. More so, these coaches increase skills to accurately provide consultation to the efficient implementation of MI to organizational leaders.