Some fantastic feedback from Julia Harrison, Head of National Key Accounts at PHS Washrooms with regards to the training Steve did with them last week:
"I just wanted to personally thank you
The CDs and preparation were excellent, allowing us all to really engage in advance and take ownership for our own development and learning, so again maximising the 3 days Training.
The style and content were absolutely spot on, I thoroughly enjoyed our 3 days and am very much looking forward to the 9th and 10th December
Thank you for all your support"
If you would like us to come and deliver some in house NLP and/or Leadership training at your organisation feel free to call Lorna on 0771 902 8480 for further information.
NEW! 3 day NLP Diploma
Recently we have had more and more enquiries requesting a shorter introduction course to NLP from people who are not necessarily ready to commit to the 7 day programme yet but who know that basic NLP will really help them in their current careers or with their personal circumstances. So, we have listened and we are pleased to announce that we can now provide the Certified NLP Diploma which is recgonised by the ABNLP.
Who should attend the NLP Diploma training?
Anybody who is opent to new ways of thinking; Up and coming talent who have the potential to deliver results; Anybody who is prepared to be stretched and who would like to achieve more; Anyone who want to improve thier personal and professional lives.
We are looking for people who take personal responsibiilty for themselves; people who want to be with other like minded positive people; and people who want to create better organisations and communities.
How does the course work?
On booking your course with us, we send you out an audio programme of 18 CDs which, as a bonus, contains all the support materials for the full Certified Practitioner of NLP. This will give you a good grounding in the subject and means we will have more knowledgable delegates to start working with! You will also receive the full NLP Practitioner manual too! We suggest you listen to the CDs twice through as part of your pre course study and before you come on the course there is a test to complete containing 20 questions. These will support your understanding of the material and form part of the certification process.
What is the Diploma in NLP Programme Content?
We learn about the mind body connection and how our state of mind impacts on our behaviour and actions and eventually our results! We learn how to monitor our self-talk and ask ourselves better questions, which in turn puts us in a more resourceful frame of mind. We then mobe on to the cornerstone of NLP - Personal Responsibility and how you can have more personal power and achieve more. Then we look at the attitudes and beliefs held by successful people.
We also learn how to build rapport and how to get in tune with other people and their model of the world and how we can build better rapport using eye patterns and words that fit with others' favoured representational systems. And we learn how to notice changes in people's physiology and how we can see if we are gaining rapport.
We learn how we encode meaning to events and our beliefs. We learn how to give people more belief and confidence using a simple techniques called submodality change. As delegates work in pairs they get to experience it themselves, so not only do youlearn a lot about NLP, you also get a software clean up too! Similar techniques can be used for a variety of application such as becoming more confident in delivering presentations.
Language is key to NLP. We learn how to read between the lines of what people are saying. Do they have choices? Are they taking personal responsibility? We learn how to ask questions which gets them in to a more resourceful state. We continue by learning how to uncover the meaning of what people are deleting and generalising as they convert their thoughts into words using the Meta Model. We also learn hierarchy of ideas and chunking.
The Milton Model is used in hypnosis to by-pass our natural mental deflector that says "won't work for me" and during this course we will learn how to use Milton language for business and presentations and how to tell business metaphorical stories.The course finishes with a simple techniques called the Swish Pattern which can be used to increase confidence in specific occasions. e.g. delivering presentations or dealing with a difficult situation. And finally, we learn how to create a resource anchor so that we can get into a resourceful state whenever we wish.
The design of this Diploma programme enables delegate, on completion of the 3 days programme, who wish to continue their learning, to do an additional 4 days training to complete the full Practitioner training and gain certifications as an NLP Coach and Time Line Therapy Practitioner.
Zig recalls an interview between a newspaper correspondent and Andrew Carnegie, a great industrialist, nearly 100 years ago. Apparently the journalist discovered that Carnegie had 38 millionaires working for him! The reporter asked why he had hired 38 millionaires. "They were not millionaires when I hired them." replied Carnegie. So the journalists asked what he had done to make the men so valuable that he could pay them so much. Carnegie replied, "when you are mining for gold, you are looking for the seam of gold."
The key here is to look for the seam of gold. The Pygmalion Principle is based upon a quote from the play, which was later made into a musical called 'My Fair Lady.' In which Professor Higgins has a bet with his friend Colonel Pickering that he could take an East End flower girl and pass her off as a lady. As the film develops, to paraphrase, Eliza remarks to Pickering that the Professor still sees her as a flower girl who has changed her behaviours but to Pickering she is a lady!
In other words the coach has to see the seam of gold within the coachee! Good teachers do the same. Parents know that their child will be able to do things if they encourage them. Encouragement is a great word, the dictionary defines it as "inspiring with courage; stimulate with assistance."
We were doing some leadership training with primary school head-teachers and deputy head teachers. One group was discussing a particular local head teacher, whom they said had an amazing ability to "see the seam of gold." "How do you think she does it?" they asked me. I thought for a moment and answered, "maybe she expects it to be there, so she sees it."
The more I thought about it afterwards, the more confident I was that this was true. Indeed it's the 'Doorman' allowing information in.
Since writing this I understand the very same head teacher from Nottingham, Sharon Gray, won 'The Pride of Britain Award.' Having worked with a number of her team I can see evidence of her other leadership qualities and innovative approach. It is all about believing people have that 'seam of gold', expecting to find it and giving them responsibility and ownership. And boy, do Sharon's team shine and burst with enthusiasm!
Maths..by Steve Kay, Managing DirectorLast night I attended a maths class at Joshua's primary school. There I was sat on a plastic red chair, in a year six class room, barely able to get my knees under the table. Only three days before I had been invited to teach some teachers about NLP and here I was 'tables turned' (A metaphor)
The teacher was great, he started off telling us the reason why the school were changing the maths curriculum. Now let me tell you the current secretary of state for education is regarded by some teachers as a bit of a 'toff villain' who wants kids to learn by rote, like he did in the early seventies at his public school.
But here was Mr. C explaining that the government had researched education in other countries to look at how they got excellent results and also exam results in the UK. He explained that research demonstrated that children doing exams at sixteen years of age who got a 'D' (a fail, or as we would say, not the result I wanted!) were often just as intelligent as kids who got a 'C'. BUT they were slower in answering the questions!
This where we got back to basics. If children could use faster methods they would get more marks! So an end to 'Super Chunking' and back to 'long division', "yeh!" said the mums and dads.
Mr. C also said if a child can recite their times tables then it helps with most maths! But apparently in tables there are 78 to remember. E.G. 4 x 5 = 20. But he informed us, if you take out the ones, twos and tens, there are only 45 to learn and if you remember every nine adds up to a nine that's only 36 to learn! Oh and wait, if you take out the fives because they are half of 10, there are eight of them, that's 29 having taken out the 10 x 5!
We like simplicity. The best people we work with keep things simple. There are ten commandments but Jesus cut it down to two. "Love thy neighbor and love thy self!"
Let's start by making things simple. If your job is an IT manager, then don't call your self "Head of Information System Solutions, Europe and South East Asia." You can't fit it on a business card for one thing and every one else still calls you the 'IT department!'
And finally if you keep things simple you remember your purpose, why you became a nurse or a police officer in the first place and its important that you keep reminding your team of that every day, particularly when they are facing cut backs and change!
Mr. C is a brilliant teacher because he tells the kids 'why' they are learning something, he gives them 'simple methodologies', he makes it 'fun' and he gives 'praise.' You can do those four simple things with your team can't you?
If you still don't get it, contact the office on 01332 856396 and book on a course!
The Use of NLP Training Within Sports Coaching
As a sports coach, you know that it is important to help your athletes in the best way that you can. Here at NLP UK Training, we know that the experience gained from becoming an NLP certified practitioner and an NLP certified coach can be highly beneficial within the sports industry as it is widely known that mental strength in sport is as essential as physical strength. All professional sports people will know that being able to control their state of mind will make the difference between winning and losing.
The programme that we run is designed to give people the tools to be more effective in whatever they are doing and to guide others using the same tools to do the same. This can not only be applied to sports coaching but business coaching, teaching and training as well. By empowering individuals, the course gives you the opportunity to gain confidence and become, all round, a more successful leader.
As a sports coach you will be able to identify and help your athletes/players to achieve appropriate goals in terms of outcome and performance as well as smaller measurement target goals. You will also have the tools to ensure your athlete/player gets into their optimum state before and during their performance. Also by understanding and perhaps changing their thinking strategies you will both be on to a winning formula!
You will learn to manage a team to the best of your abilities which is essential within sport as well as a business environment. You will also be able to use the techniques learnt to pass these on to your team or students. By having them use some of the exercises, they too will become more confident and gain a belief in themselves. This can be invaluable within sport and business, and by helping others to work as a team or improve themselves individually, the results will be phenomenal.
What if you could identify and resolve any unconscious issues that are holding your athletes and/or team back? With training in NLP Coaching, it’s a win-win situation! You can achieve your own goals as well as coaching others to do the same.
To find out more about how you can become an improved sports or business coach with the help of NLP in Manchester, Nottingham, Birmingham, Leeds or London, call us today on 01332 856396.
NLP at HRD Conference
On 24th and 25th April we here at NLP UK Training attended the HRD Conference and Exhibition held at Olympia in London. The two day event was based around learning and development with many other leading organisations attending to carry out talks and presentations. The whole event was split into 32 different conference sessions which were based around five areas of learning and development. These areas were learning and talent development, coaching, technology for learning, leadership development and OD.
Industry professionals such as Jerry Arnott, director of Civil Service Learning and Jane Daley, head of Learning & Development for M&S lead talks in many different areas shedding new light on techniques and ideas. With this new knowledge we are able to develop our training to provide you with the most up to date skill set in the industry.
As one of the leading companies in the industry, we know that it is highly beneficial to always be developing and improving to make sure you come away from your training with full faith in yourself that you can achieve your goals in both your professional and personal life.
By attending the conference we as a team also develop our skills when taking part in workshops and presentations so that we can pass these tips onto our clients. By doing this, you can be sure that we are examples of just how well the programme can work and that the skill set that we will teach you can help you to achieve your goals like we strive to do too.
For more information about any of our training or to find out just how NLP in Leeds and across the UK can help you develop your mind call us today on 01332 856396.
Benefits of Becoming an NLP Certified Practitioner
Here at NLP Training we are dedicated to improve people's mind sets and preparing them for the challenges they will face in both their work and personal life. Completing the course means that you will be equipped to handle tough situations and be able to conquer your fears when it comes to chasing your dreams and aiming high.
There are a huge number of benefits to becoming an NLP Certified Practitioner especially now that we offer this as part of the Certified NLP Coach Training so you will become both a Coach and Practitioner.
Confidence and Self Belief
By becoming a Practitioner of Neuro Linguistic Programming you will learn how to change your thought process and during the 7 day intensive course will practice many different techniques. You will practice this until you are confident and will do this with a fellow trainee so that you get used to talking to new people. This will also help your self confidence and show that you are more than capable of the task in hand, therefore making you believe in yourself far more than before.
With these techniques and your new knowledge you will be able to devise a plan of where you want to go both in work and your personal life. There are many difficulties that you may face when trying to reach your target but the course will program your thoughts so that you are not scared of the possibilities but may even be excited about the challenges ahead.
Achieve Your Goals
By becoming an NLP Certified Practitioner you will go back into the working world with the skill set to be able to achieve your goals in any area of life. All you need to do is set your mind to it and once in the right frame of thought you will be able to push yourself to achieve greatness.
For more information on NLP in Leeds and other areas or for a FREE 1 hour introduction audio download, please fill out our contact form or call 01332 856396.
How NLP Applies to Business
Have you ever found yourself running up against a brick wall in your career? Sometimes it doesn’t seem to matter how hard you work; there are never enough hours in the day and just when you think you might be making progress something crops up at the last minute to set you back.
The truth is that we have more control over our situations than we might realise. Often the problems that we believe are out of our control are actually rooted in the way that we think and the choices we make.
Neuro Linguistic Programming allows you to get your thoughts in order in a way that makes you more efficient in every aspect of your life. By learning a new perspective you will quickly find that you are able to think more clearly and make better decisions without any effort at all.
NLP gives you a new control over language, allowing you to communicate yourself more clearly with the people around you and to construct more meaningful arguments in order to influence the way that people react to you. It will unlock a new ability to motivate people with ease, and persuade others to work with you to achieve your objectives.
NLP encourages us to take control of our lives and find a way to break down the barriers we believe are holding us back. It increases confidence and improves the ability to process existing knowledge quickly, and learn new things easily.
It is clear to see why these skills can be extremely useful in business. By making a few simple changes in the way you approach a situation you will see an instant increase in your capacity to lead others towards the development of a successful business and career.
Here at NLP UK Training we can help you to change your career prospects forever. To find out more call us on 01332 856396 or fill in our online contact form and we will get back to you as soon as possible.
Indulge in a Mental Clear Out with NLP
There’s nothing quite as satisfying as finally getting round to tackling that spare room or loft that you’ve been meaning to clear out for months, or even years. Sorting through all of the accumulated bits and pieces can be hard work, but it often allows you to review things that you had previously forgotten were there and when you’ve finished it feels like a new beginning.
Imagine how it would feel to have a similar clear out of your mind.
Neuro Linguistic Programming (or NLP) allows you to do just that. NLP doesn’t try to change the way you feel about things, it simply teaches you how to access parts of your brain that you don’t even realise are lying dormant.
It’s about into the way that you talk to yourself, so that you notice negative thought patterns and can make a decision to change them. You will also begin to find that you can read between the lines of what other people are saying, and detect the hidden meanings that they might not even be conscious of themselves.
Here at NLP UK Training we provide one on one and group training to enable you to take a step back and examine your mental habits. What you choose to do about them is left entirely up to you. If you’re still not convinced that NLP is for you, take a look at the testimonials from our many satisfied customers and come along to one of our free introductory evenings to see it for yourself.
If you’d like to find out more about how we could help you to change the way you see things, call us on 01332 856396 or fill in our online contact form.
by Andy Cope, Key Note Speaker; Author of Spy Dog and Founder of Art of Brillance Ltd www.artofbrilliance.co.uk
Being of a certain age, LWT stands for ‘London Weekend Television’. I’ve been reading Robin Sharma’s book, based on the concept of ‘Leadership Without a Title’ so I’m grappling with my perception of LWT.
LWT (the latter rather than the former!) tunes in brilliantly to the NLP ethos of ‘being your best self’. Not all of us have ‘Leader’ or ‘Manager’ in our job title. Indeed, a delegate approached me at a recent conference and basically said, ‘this is all well and good, but I’m only an IT technician. I’m not sure I can apply it.’ Which perplexed me a little. Cue lots of rubbing of chin and quizzical pondering. I have obviously been pitching it wrong.
Sharma’s LWT nailed it for me in an ‘it’s-so-obvious-how-can-I-have-not-seen-it-before’ kind of way. Being brilliant is about you, not your job title. The question is, I guess, what does the best IT technician look, sound and feel like? I’m assuming that all of you reading this are already technically competent at doing your job. That’s a given. The NLP perspective simply asks the question, what attitude and approach makes me world class? What do I have to do to inspire people? And that ladies and gents goes way beyond job competence
Applying My NLP Practitioner Training At Work
by Ben Adams, Rushcliffe Borough Council
Reaping the Benefits of Building Rapport in the Streetwise Service Background
In 2009 Rushcliffe Borough Council conducted a staff satisfaction survey across the whole organisation with the following targets set:
High Performance = over 80%
Acceptable Performance = 79% to 60%
Low performance = under 60%
The report stated that “manual staff will be generally less satisfied with all aspects of the job and the authority than other staff” and so we were curious as to the results we were going to get for the manual staff within Streetwise.
Streetwise manual workers are employed primarily for street cleansing and grounds maintenance with some of the lowest paid members of staff within the authority traditionally working in this service area.
Although in the main the results across the board were very promising we identified that under the section entitled “Your Manager” we were getting low results for some of the questions asked. Examples were:
Q13. “My line manager gives me regular feedback on my performance” 57%
Q15. “My line manager encourages me to put forward new ideas” 30%
Q16. “My line manager motivates and inspires me to be more effective in my job” 30%
Q17. “My line manager communicates my feelings / thoughts upwards on important issues” 43%
The report summarised the Streetwise position in the “Your Manager” section as follows: “For all the questions in this section staff scored below the corporate average. The two worst results were around their line manager encouraging them to put forward new ideas (41 percentage points lower) and motivating and inspiring then to be more effective (23 percentage points lower)”.
Another area that was important to the Council was ensuring that people are treated fairly and with respect whilst at work. The Streetwise results in this section were as follows:
Q51. “This organisation respects individual differences (e.g. cultures, working styles, backgrounds, ideas)” 70%
Q52. “I am valued for what I can offer the organisation” 52%
Q53. “I am treated with fairness and respect within this organisation” 64%
The report summarised the Streetwise position in this section as follows: “All questions in this section scored below the corporate score”.
As a result of the survey the Council corporately introduced its ‘7 Point Pledge’ with the main impact on Streetwise being the introduction of compulsory one to one meetings at least every six weeks with every member of staff. This was a big task for the Streetwise Management Team and equated to approximately 333 additional meetings each year (37 x 9). In addition to this we had held feedback sessions with the frontline staff to attempt to get to the reasons behind the results. Improvement plans were drawn up and the meeting regime commenced with mixed early feedback as some staff questioned the need for so many meetings.
Then I did my NLP Practitioner
In September 2009 I attended the NLP Practitioner training course with Steve Kay of quality culture and nlpuktraining. The course completely changed my outlook giving me many different choices of behaviour that had previously been unavailable to me. As work were funding the training I was conscious of the need to provide value back to my employer and was determined to use my new skills when I got back to work.
In my role as a manager I was already conducting one to one sessions with the Streetwise Manager, Bob Alderton, and so on returning from the course I changed the emphasis in these meetings to more of a ‘coaching’ style with techniques I had learnt on the NLP Practitioner giving me the confidence and skills I required.
The first coaching session that we conducted produced an interesting insight from Bob as we discussed the topic of rapport within the team. Bob recollected times before the Streetwise Service formed when he had been the Grounds Maintenance Manager and rapport within the team had been very high. Bob didn’t feel that the same level of rapport existed within the team and so I tasked him with the challenge of taking action to reverse the downward trend. It was this lack of rapport that had been identified as the root cause of the poor results in the some areas of the staff survey.
To support Bob and his team I ran training sessions on how to build rapport with others and completed the ‘representational systems’ test for each member of the team so they could get an appreciation of each others preferred style. Eye patterns and predicate phrases were demonstrated so that it could be incorporated in to the rapport building if individuals felt confident enough to do so. I also did this training on a wider basis across the whole Neighbourhood Team so as to maintain a degree of consistency across the service.
“You Reap What You Sow”
The whole concept of building rapport to improve performance, and therefore increase staff satisfaction improving productivity and motivation really caught on. The management team were tearing themselves away from their computers and taking positive action to visit frontline staff out on the district, taking them hot drinks and talking about any subject that helped to build rapport. The genuine nature of these actions was proving very popular with the frontline staff.
The impact of this was noticeable and Bob was reporting through his own one to one’s a steady increase in his perceived level of rapport across the team. People were coming to work with a smile on their face and having a laugh and a joke against a backdrop of severe public service spending cuts. Difficult conversations became easier to conduct as we were starting from a ‘better place’ and in fact they were more likely to be held as managers were more confident of a positive response.
Previously some difficult conversations had been handled poorly or avoided altogether as managers were struggling to handle conflict, or even the thought of conflict, with certain individuals.
This positive culture was blossoming when the managers decided to hold a Christmas ‘Mince Pie’ morning and frontline staff from other service areas asked to join in as they didn’t have anything like that in their service area. The most satisfying element for me of the whole process was that I didn’t need to do anything myself other than support the process and get feedback through Bob at his one to ones and through others as I worked with them.
Some concerns were expressed by my manager that there was an inconsistency building between Streetwise and the Waste Collection Service, Recycling2Go. I was of course very keen to agree, stating that I had also observed the differences and could enthuse as to why that was the case. The inconsistency was viewed as a potential for friction and so to assist Recycling2Go I conducted the training with their management team much to my manager’s approval.
When the ‘snapshot’ staff survey was conducted in December 2010 we had been building rapport for four months and so it was ‘fingers crossed’ when we received the results in February 2011. Quite frankly we were amazed at the results we got. They are set out below:
Q13. “My line manager gives me regular feedback on my performance”
2009 = 57%
2010 = 94% (+37%). 18% above the corporate score.
Q15. “My line manager encourages me to put forward new ideas”
2009 = 30%
2010 = 89% (+59%). 10% above the corporate score.
Q16. “My line manager motivates and inspires me to be more effective in my job”
2009 = 30%
2010 = 81% (+51%). 16% above the corporate score.
Q17. “My line manager communicates my feelings / thoughts upwards on important issues”
2009 = 43%
2010 = 82% (+39%). 14% above the corporate score.
Q51. “This organisation respects individual differences (e.g. cultures, working styles, backgrounds, ideas)”
2009 = 70%
2010 = 94% (+24%). 8% above the corporate score.
Q52. “I am valued for what I can offer the organisation”
2009 = 52%
2010 = 81% (+29%). 10% above the corporate score.
Q53. “I am treated with fairness and respect within this organisation”
2009 = 64%
2010 = 86% (+22%). 1% above the corporate score.
The statement in 2009 of “All questions in this section scored below the corporate score” had been completely reversed and against the surveying companies generalisation that“manual staff will be generally less satisfied with all aspects of the job and the authority than other staff”. It felt great to be bucking the trend.
Pounds and Pence
Putting an accurate figure to these results is very difficult but behaviours I have observed that reduce costs are;
1.Empowered staff capable of making decisions without fear of repercussions. A saving in management time and jobs get done more quickly improving customer service.
2.Low levels of disciplinary procedures. A saving in management time and a great boost for morale.
3.Happier more productive staff. Greater flexibility of resources reducing the management time spent scheduling work. People are willing to turn their hand to any task.
4.Better quality of work resulting in fewer complaints that require investigation by managers. A saving in management time and increased reputational stability.
5.Less resistance to change making the process of changing quicker and more efficient. A time saving for all involved and reduced aggravation.
6.Greater ‘bouncebackability’ from setbacks, meaning less moaning and negative talk. A time saving and productivity saving.
The list could go on but I’m sure by now you get the picture. An empowered and positive workforce that is up for the challenge every day of the week.
What Did I Learn
When I did the NLP Practitioner not only did I learn a lot about myself I also went back to work with a whole new set of personal resources, behaviours, and techniques that I could apply in every work interaction. This is extremely useful and I discovered that if you target your energy at improving the working environment for those around you they respond and give you back twice as much as you put in. Some people have said to me “Are you going to NLP me?” to which I respond “I already have”, so the techniques are very subtle and powerful allowing you to go about your business with the minimum of fuss and the maximum of impact.
And Did I Mention …
At the Rushcliffe Borough Council Staff Awards 2011 Streetwise won two awards. One for ‘Doing it Differently’ and another for partnership working called ‘All Together Better’. These were justified recognition for a service area that had changed the most difficult thing … attitude and approach.
by Steve Kay, Managing Director, qualityculture Ltd
I was at a Round Table dinner a few years ago, all blokes wearing dinner suits and an ex footballer telling stories about being an England player in the world cup final back in 1966. As I wondered back into the room there was a guy on his own waiting for someone, I presumed. “How are you?” I said. “I’m Steve from Ashby.” Well he seemed a bit offish but I persisted “Can I buy you a beer?” “No thanks” he replied. I adopted a similar stance to him (I had come across mirroring and matching and thought it worth a try) “Did you enjoy the speech?” I enquired. “Are you from Derby?” “Yes” he replied. Ah I thought, getting somewhere at last. “Are you with Derby Round Table?” “No I’m the doorman” he said.
Now let me tell you something you may not know. You have a doorman in your head. That’s right in fact we all do. He keeps out everything that’s not of interest to you and only lets in what you want to know. We call this the Reticular Activating System.
Once something becomes important like that new car you desire, suddenly they are everywhere. Your doorman lets them in. Your doorman is a fairly simple guy he acts on instructions from the manager. You! If you don’t want something in your life or rather, you don’t think about it he won’t let it past the door. However if you have a goal you are exited about he will let lots of information related to it. This means you can set bigger goals in the knowledge that the information will come through.
Clare Graves’ Values Levels
by Steve Kay, Managing Director, qualityculture Ltd
Do some people in your organization adapt to change whilst others don’t?
Do some people obey the company procedures and rule-book without question whilst others don’t? They don’t actually do anything wrong just bend them a bit.
Do you want to find out more out about yourself? Do you like to do personality tests such as Myers Briggs and Insight?
In the 1970’s Graves proposed that people, countries and organisations could be at different values levels. This work has been developed over the years. There is not necessarily one better value some may be more appropriate in different environments.
Values Level 1
This is about survival, the person on the street. Here people lived in small families just surviving. Their neurology has not developed sufficiently to do anything else.
Values Level 2
Developed about 40 000 years ago. Tribes formed. ‘Self sacrifice to the way of your elders’ (Chris Cowan and Natasha Todorowich)
No separation between subject and object, magical beliefs and superstition. Rituals, rites, (even footballers wear lucky socks). Tribally centred. Respect our ways, that’s the way it is.
Values Level 3
Focus is on the individual. Total control for his personal survival and gain. He may become the tribal leader. Mafia Don, Rambo character. Raw force useful in times of war. Conquered the empire. Beats all others to the ground or at least goes down in glory. Will respect other more powerful level 3’s. Wild west.
Values Level 4
The values level three can’t go on fighting and realises there is more to life. The theme for level 4 is self-sacrifice now in order to receive later. Law and order replace chaos. The level 3 may become the Sherriff.
Level 4 is about the rulebook, the church, organised religion. The state. The state can now kill or go to war within the law.
Many organisations operate or operated at level 4; Job for life, pension, know your place and get a gold watch. Loyalty is rewarded, duty, life is predictable and secure There are ‘proper ways of doing things’.
We can see level 4 being required in traffic laws and for personal safety. In organisations it has very much a ‘management’ feel to it rather than ‘transformational leadership.’ Many public and to a degree private sector organisations operate at level 4 with some level 5. The thinking and behaviour at level 4 is for the group. Control is the order, follow the rulebook. For many people who want independence this can become frustrating, their thinking becomes level five but they have not taken action yet to develop their neurology.
When you start coaching a person at level 4 they can transcend to level 5, they will start to ‘get organised’ e.g. students spending ages starting an assignment or newly self employed people building their own website (a little less conversation) Preparing hand-outs. As a coach do not let them waste time. They also need to let go of negative emotions such as guilt, anxiety and fear. Needs tasking in small steps. They probably will not pay for training themselves expecting to get it from their organization. They want to do an NLP Practitioner but have not developed their neurology enough to get value from paying for it themselves.
Values Level 5
Express self for what self desires but not at the expense of others like level 3. Can be self centred and insensitive. Believes that things can change and we can influence it. Jerry Maguire “Show me the money.” “I want the gold watch now!”
Designer watches and suits, they want to find out about themselves, Myers Briggs etc, an entrepreneurial attitude.
The thing about all these values is that people can think at a certain vales level e.g. level 5 but have not developed the neurology to operate within a new environment which holds them back. A true level 5, may be employed or self-employed and will want for self. Many people finding about NLP are values five thinking or six thinking and want to move to level 7.
In coaching level five they will not have many negative emotions but will have a fear of poverty and limiting beliefs so Time Line Therapy - creating your future® coaching techniques are essential. A level 5 may appear to be level 6 in caring about the environment. A good level 5 will identify a market to sell products to level 6. E.g. environmental management and corporate social responsibility training. Level 5’s want to be values level 7 and will ask how they can achieve it. They are prepared to pay for their own development because they have previously gained from doing it.
Values Level 6
Level five is looking for more from life and looks outside themselves. Human rights, sharing, love, community. Concern for others. Some unwillingness to change things. Criticizes criticism but can be judgmental. Finds it difficult to take action. Enjoys meditation. Will love reiki and hypnosis, it may even have helped level 5 to move through to six thinking. The 1960’s (love not war) saw a lot of people move to level 6 but then they went back to level five to earn a living. Coaching level 6 into level seven requires release of negative emotions; sadness, depression, loneliness, powerlessness and being judgmental. Lots of reframes about Jung’s shadow and perception is projection. In other words they may see faults in others but its really them.
Values Level 7
Cares for self but never at the expense of others and in a manner that all life will profit. They are good at handling complex issues. Very pragmatic, functional and effective. They can achieve a lot in a short space of time.
They will take action on concerns for others or the planet.
They represent 1% of the population. They are trustworthy, open and honest. They are unlikely to dwell on negative thinking for long. They show flexibility in a stressful environment (because their neurology is developed to handle it)
“What’s best for me may not be best for her or them. My way does not have to be your, nor yours to be mine, yet I have strong convictions about what is my way, but never such about yours” (Chris Cowan)
If uncomfortable in an organisation they will try to change it from a win-win practical solution. If this does not work they will leave. It is unlikely you will need to coach someone at level 7, you will be more likely to coach a five or six with level 7 thinking but not level 7 neurology.
Remember people can be at several different levels in their neurology and their thinking. In tests they will operate at level four and five with level six thinking. Or operate at level five with level six and seven thinking. People go back to a neurology level when environment is stressful.
The Master Practitioner in NLP Coaching Time Line/Creating your Future © and Hypnosis is designed to awaken level 7 thinking and neurology. It is said to be one of the most advanced personal development programmes in the world. It is a fact that previous delegates have seen their business turnover increase by 40% within a year.
A FANTASTIC DAY
by Brent Stuart, Operations Manager, Ceva Logistics
“That’s it, come on we’re going, im not watching any more of this” I said to my brother after the 5th goal went in. Losing at home 5 nil to Peterborough after 60 minutes; being an Oldham fan is getting harder every year.
We stand up and our Gary rounds up his kids. All 3 have come to watch this farce of a football game and I have genuine pity for them having wasted their afternoon.
As we’re walking down the steps of the stand to the exit I’m cursing to myself and my thoughts are racing....
‘im not coming again’..........
‘what a waste of money’.........
‘what a waste of time’..........
‘ruined my day’, ’ruined my weekend’.........
‘they always let me down, I don’t know why I bother’..........
rudging towards the exit with what seems to be the weight of the world on our shoulders my brothers eldest two children, a 14 year old called Amy and his eldest son Tom who’s 9, have the good sense to hang back a bit and say nothing; fearing the wrath of their father and uncles now terrible mood.
His youngest son, however, a 4 year old called Harry in his first year as an Oldham fan is charging up and down in his usual energetic manner. As we get to the gates he runs between me and my brother and stops a few yards in front of us. He raises his arms in the air and shouts at the top of his voice:
“I’ve had a FANTASTIC day!”
I look at our kid and for a moment we’re both dumbstruck.
“What’s he been on?” I ask
“He’s always like that, he just loves being out and about, as long as he’s not stuck in the house he’s always having a great time”
As we walk through the car park back to the car we keep talking. We both agree that although the result was as bad as it gets the day wasn’t a total loss.
You see, we were introduced to football by my dad and it’s always been a family thing that the men go to the football with the kids to give the wives a bit of ‘time off’ every other Saturday. We meet other friends in a local pub a couple of hours before the match and watch a game on sky sports while we have a couple of pints. We have a catch up which invariably involves a few laughs. The kids get the treat of being taken to the pub by their Dad and Uncle Brent and can have a coke and a bag of crisps before we walk up to ground for more treats; a pie and a hot chocolate.
It’s become a tradition.
What me and my brother failed to realize was that the kids don’t come with us to watch the football, they come with us because they want to spend time with us. They don’t care what the result is; and to be honest, does it really matter?
As we get the car I say to our Gary;
“You know what mate, it was great to see you guys today and I enjoyed the couple of pints before the game. The banter and chat in the pub was brilliant and I can’t criticise the pie either! If it weren’t for the football I’d have been stuck in the house this afternoon or worse still out shopping with the wife!”
He says, “when you put it like that, I guess we’ve all had a fantastic day!”
We drive home in an upbeat mood and before we know it we’re laughing and joking again. He drops me off and when I get in the house my wife is surprised by my mood; she says “I thought you’d be in a terrible mood, I was dreading you coming home”;
“No love, I’ve had a FANTASTIC day!”
When Harry goes to the football with his family he isn’t interested in what team the manager has picked or what decisions the ref makes or how bad or good the team play because his script hasn’t been written yet. That cold February afternoon in Oldham made me realise that I was one of Harry’s scriptwriters and that all the negativity I felt as I was leaving the ground that day would eventually leave an impression on him if I carried on showing those emotions in front of him.
Harry understands that going to the football is not about watching football; it’s about social interaction and feeling part of something bigger; sharing experiences, highs and lows and enjoying every moment together. It’s about family, friends and the wider community pulling together and sharing dreams. That’s why football is such a fascinating, additive game to watch and it’s why we keep going back for more year in year out.
Oh to be a four year old boy again..............