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Instructor-led training -

NLP and CoachingNLP and Coaching

Face to face / Online closed & onsite training. Restaurant lunch included at STL venues.

  • 1 day Instructor-led workshop
Traditional Coaching is a form of intervention which helps a coachee move from one set of thinking to another which better serves them. Incorporating NLP models would enhance and quicken the coaching period within which this change occurs.

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 do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

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

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

Training formats available

  • On-site at your company office UK wide
  • Closed group at one of our London training venues
  • Near-site at a location close to you
  • Bespoke one-to-one basis
  • Tailored training courses to your requirements
  • Executive coaching & mentoring

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.

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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:

  1. 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.
  2. Clarity:
    • Through coaching, clients define real issues and separate facts from feelings.
    • Clarity emerges as clients focus on specific aspects of their challenges.
  3. Choice:
    • Coaching encourages clients to explore possibilities fearlessly.
    • New neural connections form, promoting fresh ways of thinking and behaving.
  4. Action:

Planning a Route to the Outcome

  1. 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.
  2. 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

  1. Facilitation:
    • Facilitators create safe environments for collaboration.
    • They remain neutral, enabling consensus-building and innovative solutions.
  2. Coaching vs. Teaching:
    • Coaching focuses on process and empowerment.
    • Teaching imparts expertise and advice.

Reviewing Progress Within Feedback/Results

  1. Assessments and Milestones:

The Difference Between Coaching, Consulting, Teaching, and Mentoring

  1. Coaching:
    • Neutral stance; process-oriented.
    • Enables clients to achieve their goals.
    • Focuses on self-directed growth.
  2. Consulting:
    • Provides expertise and answers.
    • Goal-oriented; solution-focused.
  3. Teaching:
    • Imparts knowledge and skills.
    • Teacher-student relationship.
  4. Mentoring:

Uncovering Blind Spots and Arriving at Conclusions

  1. Coaching Questions:
    • Coaches help clients explore blind spots.
    • Powerful questions lead to insights and self-discovery.
  2. Reflective Practice:
    • Clients analyze their experiences and learn from them.
    • Conclusions emerge through reflection.

Equipping the Coachee for Future Planning

  1. 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:

  1. 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.
  2. 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

  1. Empowerment:
    • Coaches guide, but coachees actively participate in their growth.
    • Encourage self-discovery and ownership of solutions.
  2. 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:

  1. Active Listening: Coaches listen attentively without judgment, validating the coachee’s experiences and feelings.
  2. Empathy: Coaches demonstrate understanding and compassion, fostering a supportive environment.
  3. Confidentiality: Coachees need assurance that their discussions remain confidential.
  4. 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:

  1. Questioning: Coaches ask thought-provoking questions that encourage self-reflection.
  2. Self-Discovery: Coachees explore their own thought processes, beliefs, and options.
  3. 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:

  1. Setting Clear Expectations: Coachees understand their responsibilities and commitments.
  2. Regular Check-Ins: Coaches provide ongoing support and monitor progress.
  3. Feedback: Coaches offer constructive feedback to reinforce positive behaviors and address challenges.

The Role of Feedback

Feedback is a powerful tool in coaching:

  1. Assessing Progress: Coaches use feedback to gauge coachees’ progress toward their goals.
  2. Positive vs. Negative Feedback: Positive feedback reinforces achievements, while constructive feedback guides improvement.
  3. Delivery Matters: Coaches deliver feedback in a supportive, non-judgmental manner.

 

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