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NLP at WorkNLP at Work

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

  • 1 day Instructor-led workshop
NLP at Work can be applied to every aspect of how you function in the day to day work situation, including the world of influence, communication, negotiation, teamwork, coaching and much more. It allows for practical and effective use of your unconscious abilities to forge teams, successful manifestation of goals, strategies and sound human relationships. Its core purpose is to reveal who we are as human beings, our behaviour patterns, dreams and challenges.

Essentially, it helps us become everything we can be and encompasses the very essence of excellence. By modelling on those who display the behaviours you seek in yourself, it is then that you start to see a difference in your experience: behaviours and situations that once were difficult to manifest now become easier to access.

Training manual sample

Below are some extracts from our NLP at Work manual.

The Meta model

Understanding and effectively utilising the Meta model can significantly enhance understanding, improve problem solving, enhance communication and feedback, resolve conflicts, and provide clearer thinking; leading to a more productive and effective workplace.

The Meta Model is a set of linguistic patterns designed to identify and challenge distortions, generalisations, and omissions (‘deletions’), especially in communication.

 

Important points are;

Challenging Generalisations

Universal Quantifiers: Words like “always,” “never,” “everyone,” “no one,” etc.

These often indicate overgeneralisations. Challenge them by asking for specific examples.

Example: If a trainee says, “I can never understand this material,” you might respond, “Never?

Can you think of a time when you understood at least part of it?”

 

Clarifying Deletions

Unspecified Nouns: Words that lack specificity, such as “they,” “it,” “people,” etc.

Ask for clarification to gain a clearer understanding.

Example: If someone says, “They don’t listen to me,” ask, “Who specifically doesn’t listen to you?”

Nominalisations: Verbs turned into nouns (e.g., “decision,” “communication”) that imply a static condition. Turn them back into processes to understand the dynamics involved.

Example: Instead of accepting “The decision was made,” you might ask, “Who decided and how was the decision made?”

 

Uncovering Distortions

Mind Reading: Assuming you know what others are thinking or feeling without evidence.

Challenge these assumptions by asking how they know.

Example: “She doesn’t like my ideas.” You could ask, “How do you know she doesn’t like your ideas? Did she say that?”

Cause and Effect: Statements implying one thing directly causes another without clear evidence.

Ask about the connection between the two.

Example: “If I fail this test, my career is over.” Ask, “How does failing this test affect your entire career?”

 

Exploring Lost Performative:

Value Judgments: Statements that convey an opinion as if it were a fact, often missing the person making the judgment.

Example: “This method is ineffective.” Ask, “According to whom?” or “Who says this method is ineffective?”

 

Restoring Deleted Information:

Comparative Deletions: Statements comparing two things without specifying the reference points.

Example: “This process is better.” Ask, “Better compared to what?”

Simple Deletions: When crucial information is left out.

Example: “I am upset.” Ask, “Upset about what specifically?”

 

Addressing Presuppositions:

Assumptions within Statements: Statements that assume certain things to be true, often embedded within questions or declarations.

Example: “Why is this so difficult for me?” Challenge the assumption by asking, “What makes you think it is difficult for you?”

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