In motivational interviewing, how should a coach respond to a client ambivalence about change?

• A. Give direct advice and urge change
• B. Open-ended questions and reflective listening
• C. Set rigid goals immediately
• D. Punish avoidance

Answer: (B)

Ambivalence is best handled in motivational interviewing by inviting the client to explore their own reasons for and against change in a collaborative, nonjudgmental way. Open-ended questions encourage the client to articulate motivations, concerns, and values, rather than just following someone else’s agenda. Reflective listening then mirrors those statements back with empathy, helping the client hear and clarify their own thoughts. This combination validates their experience, reduces defensiveness, and strengthens intrinsic motivation, making it more likely they’ll move toward change on their own terms.

Direct advice or urging change can trigger resistance or defensiveness. Jumping straight to rigid goals ignores where the client is in their readiness, and punitive responses to avoidance damage rapport and shut down honest dialogue. If you’re unsure how to respond in a moment, a helpful pattern is to ask an open question like, “What are some benefits you see from changing, and what concerns do you have?” and then reflect what the client expresses, for example, “It sounds like more energy would be great, but you’re worried about the time commitment.” This keeps the process client-centered and aimed at eliciting the client’s own motivation to change.