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Face to face / Virtual closed & onsite training. Restaurant lunch included at STL venues.
- 1 day Instructor-led workshop
Syllabus
Who is this course for?
This course is suitable for anyone interested in psychology and who manages a diverse team or anyone wanting to take appropriate action to achieve their goals in life.
Objectives
The course looks at how your coaching can be more effective by incorporating some NLP understandings and techniques beyond what is available with traditional coaching methods.
It helps the coachee to achieve greater financial freedom, more success in their career through achievement and improved clarification of purpose, improved health and relationships and to overcome behaviour patterns, mostly unconscious, which are no longer serving them.
Prerequisites
Delegates should be prepared to interact and practice the techniques, be open to a degree of self-exposure and trusting of relationships with others.
Advisory: Occasionally, some catalytic moments may present themselves as self-realisations are made.
Course Syllabus
How coaching traditionally works
Planning a route to the outcome
Following the plan
Reviewing progress within feedback/results
The difference between coaching, consulting, teaching and mentoring
Uncovering blind spots
Arriving at conclusions
Offers coachee the skills to perform their own future planning
Important Factors in Coaching
A safe environment for the coachee
Allowing the coachee to find their own solutions
Keeping them accountable for their responses
Feedback
The coachee attitude
Working out what you want
Focusing on what you want vs don't want
What is your current situation?
What do you want it to look like, feel like and sound like if it were your ideal?
What things can you do to move you toward this goal?
Using NLP to Promote the Manifestation of these Goals
Deciding the Outcome we are wanting: Coach and Coachee
Framing where we are right now
Stating who/where we are at this given moment
Are you right for each other? Rapport between the Coach and Coachee: is trust engendered?
Current patterns of behaviour of the coachee
Belief systems about the situation
Techniques best suited to the task of achieving our outcomes.
Visualising and rehearsing the future: creating options
Committing it to the unconscious
Monitoring changes and Tweaking the Vision
What can get in the way?
Non-commitment to change
Timescales
Expectation Management: False hopes or over-ambition
Distractions on the path
Losing Interest
The techniques used in NLP
The meta-model: how the coachee talks to himself/herself
Sub-modalities
Anchoring and Triggering
Timelines
References and reframing
Gestalt
Jumping into the desired state
What you get
"What do I get on the day?"
Arguably, the most experienced and highest motivated trainers.
Face-to-face training
Training is held in our modern, comfortable, air-conditioned suites.
Lunch, breaks and timing
A hot lunch is provided at local restaurants near our venues:
- Bloomsbury
- Limehouse
Courses start at 9:30am.
Please aim to be with us for 9:15am.
Browse the sample menus and view joining information (how to get to our venues).
Refreshments
Available throughout the day:
- Hot beverages
- Clean, filtered water
- Biscuits
Virtual training
Regular breaks throughout the day.
Learning tools
In-course handbook
Contains unit objectives, exercises and space to write notes
24 months access to trainers
Your questions answered on our support forum.
Training formats & Services
Training Formats & Services
Training formats available
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The course is one day and therefore can only touch on some of the NLP training techniques appropriate for coaching. The tools and techniques demonstrated by the trainer are for use by the non-professional or unqualified practitioner, such as a general coach, manager or counsellor and can be built safely into a coaching programme. In most cases, change comes quickly, in others, a time period of unconscious understanding might be practicable for the coachee.
Training manual sample
Below are some extracts from our NLP and Coaching manual.
NLP and Coaching
NLP and Coaching: A Dynamic Duo
How Coaching Traditionally Works
Coaching is a powerful process that facilitates personal and
professional growth. Here’s how it traditionally works:
- Awareness:
- Coaches
challenge clients to examine their thinking patterns, both conscious and
unconscious.
- By
questioning beliefs and behaviors, clients gain self-awareness and
explore new perspectives.
- Clarity:
- Through
coaching, clients define real issues and separate facts from feelings.
- Clarity
emerges as clients focus on specific aspects of their challenges.
- Choice:
- Coaching
encourages clients to explore possibilities fearlessly.
- New
neural connections form, promoting fresh ways of thinking and behaving.
- Action:
- Clients
commit to energizing plans or practices.
- Rewiring thought patterns supports desired behavioral
changes1.
Planning a Route to the Outcome
- Setting
Clear Goals and Objectives:
- Collaboratively
establish goals with clients.
- Use
the S.M.A.R.T. framework (Specific, Measurable, Achievable, Relevant,
Time-bound) for clarity.
- Customized
Roadmap:
- Create
a logical path forward based on the client’s vision.
- Align
goals with the desired growth and future self.
Following the Plan
- Facilitation:
- Facilitators
create safe environments for collaboration.
- They
remain neutral, enabling consensus-building and innovative solutions.
- Coaching
vs. Teaching:
- Coaching
focuses on process and empowerment.
- Teaching
imparts expertise and advice.
Reviewing Progress Within Feedback/Results
- Assessments
and Milestones:
- Regularly
measure progress using tools like self-reflections, 360-degree feedback,
and psychometric assessments.
- Identify areas for improvement and celebrate achievements2.
The Difference Between Coaching, Consulting, Teaching,
and Mentoring
- Coaching:
- Neutral
stance; process-oriented.
- Enables
clients to achieve their goals.
- Focuses
on self-directed growth.
- Consulting:
- Provides
expertise and answers.
- Goal-oriented;
solution-focused.
- Teaching:
- Imparts
knowledge and skills.
- Teacher-student
relationship.
- Mentoring:
- Senior,
experienced mentor guides mentee’s career development.
- Shares wisdom and advice345.
Uncovering Blind Spots and Arriving at Conclusions
- Coaching
Questions:
- Coaches
help clients explore blind spots.
- Powerful
questions lead to insights and self-discovery.
- Reflective
Practice:
- Clients
analyze their experiences and learn from them.
- Conclusions
emerge through reflection.
Equipping the Coachee for Future Planning
- Empowerment:
- Coaches
offer skills and tools.
- Coachees
become self-sufficient in planning and decision-making.
A Safe Environment for the Coachee
Creating a safe and supportive environment is crucial in
coaching. Here’s why:
- Trust
and Vulnerability:
- Coachees
need to feel safe to open up and share their thoughts, feelings, and
challenges.
- Trust
allows for deeper exploration and self-awareness.
- Non-Judgmental
Atmosphere:
- Coaches
must suspend judgment and create a space where coachees feel accepted.
- Encourage
openness without fear of criticism.
Allowing the Coachee to Find Their Own Solutions
- Empowerment:
- Coaches
guide, but coachees actively participate in their growth.
- Encourage
self-discovery and ownership of solutions.
- Asking
Powerful Questions:
- Coaches
use thought-provoking questions to stimulate coachees’ thinking.
- Coachees
arrive at insights and solutions through their own exploration.
Building Trust and Creating a Safe Environment
Trust is the cornerstone of effective coaching.
Coaches have a responsibility to create a safe space where coachees feel secure
enough to share openly and be vulnerable. Trust allows for deeper exploration
and self-awareness. Techniques to build trust include:
- Active
Listening: Coaches listen attentively without judgment, validating the
coachee’s experiences and feelings.
- Empathy:
Coaches demonstrate understanding and compassion, fostering a supportive
environment.
- Confidentiality:
Coachees need assurance that their discussions remain confidential.
- Consistency:
Coaches consistently show up, honoring their commitments.
Allowing Coachees to Find Their Own Solutions
Coaching isn’t about providing answers; it’s about
empowering coachees to discover their insights and solutions. Key principles:
- Questioning:
Coaches ask thought-provoking questions that encourage self-reflection.
- Self-Discovery:
Coachees explore their own thought processes, beliefs, and options.
- Ownership:
Coachees take responsibility for their growth journey and decisions.
Keeping Coachees Accountable
Accountability ensures progress and commitment. Coaches help
coachees stay on track by:
- Setting
Clear Expectations: Coachees understand their responsibilities and
commitments.
- Regular
Check-Ins: Coaches provide ongoing support and monitor progress.
- Feedback:
Coaches offer constructive feedback to reinforce positive behaviors and
address challenges.
The Role of Feedback
Feedback is a powerful tool in coaching:
- Assessing
Progress: Coaches use feedback to gauge coachees’ progress toward
their goals.
- Positive
vs. Negative Feedback: Positive feedback reinforces achievements,
while constructive feedback guides improvement.
- Delivery
Matters: Coaches deliver feedback in a supportive, non-judgmental
manner.
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