Tag Archive: NLP

  1. 12 principles of effective training


    As a trainer of, amongst other things, presentation skills I came across my notes from when I first attended NLP Trainer Training with Realisation at Stenhouse back in the day and found these principles which are oh so relevant still today ……

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    1. The flipchart/Powerpoint is NOT the training (John Rogers)
    2. There are no difficult groups only inflexible trainers
    3. Excellent training comes from CAUSE not Effect
    4. Feedback feeds learning
    5. Every response is a training opportunity
    6. You reap what you Say – If you always do what you’ve always done …. the delegates will fall asleep!
    7. Trainers with high Flexibility will reach parts that other trainers don’t even know about
    8. Learning to trust your own resources is the most powerful learning of all
    9. The trainers choice: whether you believe something is possible or not you are right
    10. Inside every delegate there is a real person
    11. The key to training is NOT in your head
    12. Everybody has something to learn. Everybody has something to teach

    Unconsciously I have stuck with these principles during the 20+ years I have been training leaders and managers – they have served me well – thanks Realisation at Stenhouse!

    Are you interested in how we can help with developing these and other presentation and communication skills for yourself or your team? Check out our Advanced Presentation Skills wi th NLP course, or please get in touch at pat@quadrant1.com or on 07768 922244

  2. Does your organisation value trust?


    Does your organisation value trust?

    In my work as a leadership facilitator, I often work with organisations who include ‘Trust’ or ‘Trustworthiness’ in their company values.  This is a worthy value indeed and is often described in terms of accountability, responsibility for outcomes, transparency and supportiveness – again all very virtuous.  So why is it that when I ask groups of employees about their company values, they can only just about remember them and find it difficult to describe them in meaningful terms?  Of course, the first reason is sometimes obvious – they have been imposed on them from above and employees have not been given the opportunity to engage with the values and work out what they mean in terms of behaviour.  In which case they remain just words that appear on the walls of the organisation or on the website but not in the hearts of the employees.

    But let’s take a deeper look –         

    In reality, as an employee, you are asking me to trust my fellow employees to complete projects and tasks that are going to keep both internal and external customers happy.  Seems simple enough?  So, what gets in the way? Perhaps a delve into unconscious behavioural preferences might give us some answers.  The following continuums of preference will help us gain some insights.

    Specifics – Big picture

    People who prefer to work in the detail of a project are unlikely to trust the person with a big picture perspective to ‘do the job as well as I can’.  The big picture perception is that ‘this person will never get it done because he/she is so bogged down in the detail so I can’t trust them to get it done within the deadline’.

    Internal Reference – External Reference

    Internally referenced people don’t need others to tell them the way things are going or whether something is going to work – they simply ‘know’.  They are not always right of course but that’s ‘just the way it is’.  Externally referenced people measure their success externally i.e. someone else’s validation or a measure such as a degree, medal or certificate.  Internally referenced people see this as ‘flakey’ as externally referenced people often ask for feedback.  So, trust flies out the window here too.     Externally referenced people can view the internally referenced guy/gal as arrogant and ‘can’t be told’ so is obviously untrustworthy.

    Procedures – Options

    Procedural people get things done by following a procedure which has either been tried before or has been clearly laid out for them.  Options people review different choices and will often rewrite new procedures, much to the annoyance of the procedurals.  Definitely can’t be trusted because they change their minds!  Procedurals on the other hand, from the perspective of the person who prefers choice,  can’t be trusted to get creative and come up with new ideas and innovations!

    Considerers – Doers

    Considerers like to take their time to consider every aspect of a project before setting off.  ‘Oh we’ll never get this off the ground’ shout the doers. ‘If we want it done by the deadline considerers can’t be trusted!’  ‘Woha – hold back’ shout the considerers to the doers.  ‘We need to think this through – if you are just going to take off, we will make mistakes and get it wrong’.  Definitely can’t be trusted.   

    And of course, there are many more unconscious patterns that make us either unconsciously trust or mistrust people.  These are extreme examples but nonetheless common in organisations and at grass roots level are far more dominant than the values passed down from above.  So now we have conflict and are in need of an answer.

    The answer is simple – recognition and acceptance.  Recognising these patterns and valuing them all is paramount to success. Put a detail and global person together and they will come up with an excellent answer. A procedural person will put an options idea into practice and follow it through beautifully.  But trust will only come about through awareness of and capitalisation on, behavioural preference!


    If you would like to know more about behavioural preferences and how they affect our results please call Pat on 07768 92224 or email pat@quadrant1.com


    Pat Hutchinson is the co-author of Brilliant NLP, the Brilliant NLP Workbook and How to be Confident with NLP.  She is also the author of How to Sell with NLP all published by Pearson Education.  She has been working with leaders using NLP for 21 years.  For more information about Pat please see her Linked In profile

    Happy Trusting!

  3. 10 reasons why you need NLP in your business!


    People who learn NLP have a deep insight into the way people communicate, learn and approach change. Such insights result in –

    • Engaged teams working to their full potential – if your organisation is thinking about measuring engagement it’s probably because people are not engaged so why not invest in creating an engaged workforce? NLP gives you all you need to understand and effect engagement. Combined with an objective Harrison Assessment Engagement & Retention Report for your team/ organisation you can design a highly accurate Reward scheme for a fraction of the cost that traditional subjective engagement surveys cost.
    • Fast, effective, energetic meetings resulting in positive action – a high street retail chain told us recently that they estimated in one head office department alone they wasted over £1 million per year in meetings! NLP will help you stay on track, whilst hearing all points of view and take positive action afterwards
    • Powerful presentations designed to engage any audience and motivate them to act – too many high level meetings still rely on overloaded PowerPoint presentations to deliver information which fails to engage and motivate. Death by PowerPoint still rules! Presentations designed around an understanding and implementation of NLP will generate understanding, engagement and action. The purpose of a presentation is to affect people enough to take action. NLP will help you do this.
    • First-class leadership skills born out of a unique, in-depth understanding of human nature and potential, and mixed with a powerful concoction of coaching tools and techniques way beyond the level of conversational coaching. NLP is an advanced leadership and coaching model.
    • A real understanding of what effective communication is all about – copying bullet pointed PowerPoint slides along a chain of communication may get you off the hook but it won’t engage the people you want to act upon them. NLP will help you to cascade the skills required to communicate effectively.
    • Sales teams with real insights into their prospects buying patterns – it’s easy to sell when the going is good. NLP gives sales people the edge when the going gets tough and the flexibility to change behaviour when their approach isn’t working.
    • Human Resources and training teams who really understand the implications and benefits of real personal development – people who recognise the individual needs of employees and truly understand the phrase ‘releasing potential’. NLP helps you transfer skills and attitudes you possess in one context across a whole range of contexts.
    • Finance teams who learn to tell the story their figures represent rather than overloading people with the figures themselves. Bringing figures to life to enable people to understand and act is a real skill. NLP will help you develop this skill.
    • Marketing teams who understand the buying patterns of their target market and design campaigns accordingly. NLP will help you develop the skills to massively impact your market.
    • Highly effective managers with people skills second to none. As with leadership skills, NLP will help your managers coach, motivate and engage their teams in a way that will make it exciting to come into work. Cut down on absenteeism, increase productivity and enjoy work!

    The Application of NLP in Business White Paper

    This White Paper provides an insight into the tools and techniques and their application within business, including communication, persuading and influencing, sales, presentations, decision making, managing people and time management.

    Request your copy here –

      Thanks for reading, please give us a call to discuss how NLP will benefit your business.