Continuing Professional Development

Business and Personal Transformation
Influence, Persuasion and Communication
Leadership and Human Interaction
Designing in Personal, Interpersonal and Business Success




Trust, Continuing Professional and Personal Development

http://inspirationalstrength.com/coaching-facts/

Finding the missing piece of the Puzzle, Problem Solving

http://inspirationalstrength.com/coaching-facts/








Talks, Presentations, Practical Workshops and Executive Coaching Tailored to Individual and Organisational Needs on Request








Principles of NLP Methodology
Cognitive, Linguistic, Organisational Psychology & Neuroscience
As Basic Building Blocks for Effective People Skills




1. Building Rapport to Promote Group Co-Operation at Workplace and Win Over Potential Clients

a. Fundamental Building Blocks

  • Conscious Communication
  • Unconscious Signalling
  • Reading People
  • > Observation
    > Pre-Cognition
    > Intuition

b. Emotional Intelligence

  • RAS, Emotional and Thinking Brains
  • Emotional Literacy and Practical Application

c. Rationality

  • Reality Check
  • Flexibility

d. Seven Rapport Barriers Preventing Agreement and Co-operation




2. Language Skills to Influence People for Optimal Outcomes in Any Situation

a. Meta Model for Verbal Precision
b. Milton Model of Language for Influence
c. Hot Words to Engage People’s Attention
d. Pre-Framing and Re-Framing of Situational Context and Content
e. Releasing Your Vocal Potential to Engage and Influence People




3. Controlling People

a. Recognising and Understanding Manipulating Behaviours
b. Classical and Operant Conditioning, and NLP Anchoring of Mental States
c. Motivational Drivers

  • Personal Values and Criteria
  • Basic Meta-Programmes
  • VAKOG Neurological Drivers

d. Unstoppable Confidence




4. Crucial Confrontations, Conversations and Accountability in Difficult Situations that

a. Improve Performance
b. Ensure Execution
c. Promote Solving Problems
d. Deal with Violated Expectations
e. Deal with Office Politics and Bullying
f. Benefit and Improve Relationships
g. Raise Company’s Productivity




5. Negotiating Best Possible Outcomes

a. Meta-Programmes Running

  • Reasoning
  • Procrastination
  • Direct Motivation

b. Operating within Four Basic Perceptual Positions for Greater Awareness of Problem Area
c. Content and Context Re-Frame for Shifting of Perspective
d. Flexible Operating within Logical Levels
e. Logical Arguments versus Irrationality Within




6. Risk Analysis Template

a. Risk and Error Behaviour
b. Causal Attribution versus Blame
c. Elements of Irrationality Within



7. Problem Analysis and Management

a. Template for Problem Solving
b. Turning Crisis Around to Your Advantage




8. Confident and Effective Presenting of Information to Others

a. Emotional Self-Management
b. Engaging Audience
c. Presentation of Contents

  • Structure of Presentation
  • How to Use Visual Aids
d. Releasing Your Voice




9. Time Line Distinctions for Changing of Subjective Experience

  • Re-Writing of Personal History
  • Mapping of Future History



10. Modelling Excellence of Successful People




“Knowing others is intelligence, but to know yourself is true wisdom.
Conquering others is strength, but to conquer yourself is true power.”

Lao Tzu

“The two strongest predictors of success are intelligence and self-control.”
Roy Boymeister

“Free yourself from an attitude about your worth and abilities that are no longer appropriate for your current age, intellect and power.”
Neil Fiore, PhD






History of NLP

Dr Milton Erickson Hynopherapy
http://nlp-mentor.com/milton-erickson/
https://alchetron.com/Milton-H-Erickson-1324475-W



Dr Milton Erickson was both a psychiatrist and psychologist. He was the founding president of the American Society of Clinical Hypnotherapists. Richard Bandler and John Grinder used his work as part of the foundation of NLP. He was one of three extraordinary therapists modelled by them – along with Fritz Perls and Virginia Satir. Bandler and Grinder named the Milton Model in his honour and created many NLP Techniques using his trance inductions and communication skills as detailed by Robert Dilts in his Encyclopedia of NLP. For instance, NLP Rapport, NLP Reframing, NLP Anchoring, Change Personal History and Future Pacing Technique.










“WISDOM comes from experience, but experience is not enough. Experience anticipated and experience revisited is the true source of wisdom.”
John Grinder

“Your MOTIVATION to move forward is based on what you BELIEVE is true. When you always see what you believe you never learn anything new. Nobody knows the limits of possibility.

Our ancestors did not believe we would be able to fly or put the man on the Moon and bring him back to Earth. When we put limits on what is possible we create impossibility in our lives.

You may feel certain about your doubting the desired outcome being achievable, which may affect your level of motivation and thus capability to move forward. But if you are so certain about your uncertainty or if you have certainty about your doubt it means you have been having certainty all the time.

When you change how you think about your having certainty all the time, you change how you feel and therefore it changes what you can do. Thus, you can solve any problems with clearer mind in a constructive way and re-design your whole future.






Richard Bandler John Grinder Neuro Linguistic Programming NLP

If we have a mental state of the person doing well, we would do well too. When you repeat positive states of consciousness you can have a profound altered state of concentration when needed. Gather information with your eyes and ears and become better communicator. We procrastinate but never wait to procrastinate.

Richard Bandler http://themindworks.eu/neuro-linguistic-programming/




What do we presuppose before we begin NLP Coaching?


1. No matter what you think you are, you are always more than that

  • We all have the resources we need
  • We have within us the answers and solutions to life's challenges
  • We are more than our problems

2. Consciousness creates reality

  • We get what we focus on
  • The map is not a territory
  • Change our filters and change our world

3. Living is learning

  • We cannot not learn: we are always learning something
  • All behaviour is motivated by positive, self-adaptive intention
  • We are all on the path of self-actualisation

4. Reality and meaning are created through relationships

  • All people and all things exist by virtue of their mutually consistent relationships
  • It is our relationship with ourselves and the rest of the world that defines who we are

5. Everything and everyone is interconnected

  • At the deepest level of reality we are made of the same stuff
  • It is our filters and observations that define separateness






The role of the NLP Coach is to assist Clients in reconnecting with their internal resources, answers and solutions, so they can continue self-actualising.






Professional Coaching is an ongoing equal relationship between a Coach and a Client which focuses on


Clients Taking Action towards the realisation of their:
  • Vision
  • Goals
  • Desires
Coaching Uses a Process of:
  • Enquiry
  • Personal Discovery
To Build the Client’s Level of:
  • Awareness
  • Responsibility
Coaching Provides the Client with:
  • Structure
  • Support
  • Feedback





FEEDBACK in Coaching


Psychological findings confirm that the feedback given during coaching process is a necessary condition for the relationship between goal – setting and performance:
  • The performance in self-set goals becomes significantly higher than in non-feedback condition
  • The relationship between goals and performance is significantly higher too


  • Knowledge is not a sufficient condition for effective performance:

  • Through feedback employees learn what is right and wrong about their work, so they know whether to make any changes.
  • Feedback provides a method for quickly spotting small problems and resolving them before they grow into large, time-consuming problems.
  • Feedback allows employees to correct their work without managers having to invest their time solving a problem.
  • By itself, useful feedback will improve performance.
  • Owing to feedback employees are not surprised by long-standing problems and they learn about small deviations from customer expectations while there is time to correct them.





To be useful, feedback must be frequent, relevant, specific, and timely.

Read more at http://www.achrnews.com/articles/103071-giving-useful-feedback-to-your-employees





The Dynamics of the Relationship of Feedback to Knowledge

Adapted from:
PsycINFO Database Record (c) 2016 APA
Ernest Lawrence Rossi http://www.ernestrossi.com/

Conscious and Unconscious Competence, Feedback and Knowledge






Coaching for continuing professional and personal development
http://sucessoemvendas.com.br/coaching-de-vendas/coaching-de-vendas-mitos-e-verdades/


Coaching is a relationship of equals, a partnership which utilises direct questioning to assist a client in moving towards their goals, desires and outcomes.

  • Generative process
  • Creates higher functioning, fulfilment
  • Coach asks ‘How?’
  • Moving towards orientation
  • Outcome and action orientation
  • May be process orientated

Therapy is a relationship where the therapist is responsible for diagnosing and relieving symptoms or illness, and helping the client to overcome past-oriented problems often the therapist becomes ‘one up’ in the relationship

  • Primarily remedial, may be generative
  • Restores functioning and helps client to ‘adjust’
  • Asks ‘Why?’ questions
  • Moving away from ‘pain’ orientation
  • Negative feelings and process orientated

Consulting is a relationship where an expert is hired to

  • Give advice
  • Share expertise

Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person.

  • Give advice
  • Share expertise




Presuppositions of Standard Coaching Process:

  • Coaches subscribe to common philosophies and pursue common objectives
  • Coaching helps individuals and organisations to develop more rapidly and produce more satisfying results
  • Coaching focuses on the goals the client chooses
  • Coaching is tailored to individual needs of the client
  • Coaching is interactive
  • Coaches, for the most part, elicit solutions and strategies for the client
  • Coaches provide a fresh perspective
  • Coaches help the client to build on their natural strengths
  • Coaches believe that the client is creative and resourceful
  • Coaches believe the client is responsible for doing the work that they want
  • Coaches look at how all parts of a person’s life work together
  • The power of coaching comes from the strength of the bond between coach and client




GUIDANCE from the Professional and Personal Coaches Association, 1997

From the Professional and Personal Coaches Association, 1997