Using NLP to Improve Your Management Skills

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  miskelly01/04/08 Report as spam
  1

  wrong word

  it's elicit not illicit

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  Julie O'Malley01/04/08 Report as spam
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  RE: Using NLP to Improve Your Management Skills

  Also? it's effect change, not affect change

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  profmurph@...01/04/08 Report as spam
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  RE: Using NLP to Improve Your Management Skills

  Wrong: Behavior does define a person! Values=Attitudes=Behavior, which over time reveals exactly the nature of that person. Many can "talk the talk", but can they "walk the walk" in behavior?

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  tekwrytr@...01/08/08 Report as spam
  4

  NLP in Management

  Behavior--in almost every case--is a choice. That is, behavior is not a conditioned response, but rather a conscious decision to behave in one of a number of possible ways to a given stimulus.
  
  For NLP, that is both good and bad. It is good because it enables "NLPers" (pronounced NELPers) to respond appropriately. It is bad because the majority of advice about using NLP is overly simplistic, assumes that human behavior is fixed and static, and that once you locate a client's or customer's "buy button," you suddenly have almost magical abilities to activate previous "sales anchors." It is definitely not that simple.
  
  Quickie overviews of NLP should stimulate a desire to learn more, rather than implying it is possible to achieve great results by mirroring a client's body language or "establishing rapport" by wearing a tie that uses the client's company color scheme. (Yes, I actually read such advice, and not too long ago.)
  
  NLP is marketed primarily in seminar format, so it is in the best interest of those marketing NLP to create the impression that quickie methods work wonders. They do, but it can take months--if not years--to master the use of those quickie techniques and to apply them appropriately.
  
  The assumption that human behavior is static is especially misleading, and a favorite NLPer exchange with a client is along the lines of, "Tell me about the last time you purchased a widget. What made you decide to buy that particular widget?" For many, the correct response is, "Because their sales rep didn't ask stupid questions about my previous business dealings that I have no intention of validating with a response."
  
  Lastly, if you start down the NLP road, avoid the advice to generate a warm, fuzzy feeling in your client (by asking him or her to remember a particularly pleasant experience), then to "anchor" that feeling to you by touching their elbow or shoulder while he or she is at the high point of the warm fuzzy. At least until you understand a lot more about NLP, and about people, than you can get in a quickie introduction or an even more trivial "training seminar" (with a $2500-6000 price tag).

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  shanastrathman03/20/08 Report as spam
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  THIS PERTAINS TO MANAGEMENT

  While your insight into the pros and cons of this technique was interesting, your're missing the entire point of the article. It seems apparant that the article is directed towards those who manage or supervise a group of staff members in a company/organization. The author is not giving advice on winning over a prospective client. When you manage/supervise people, you can decide to use the tools that work to get the results you want, or you can stubbornly insist that your way is the right way; the only way. If your goal is to get your subordinates to work independently, reliably, and efficiently on their own and not bog you down with work that they should be doing, you must communicate with them on their level. It's the smart, creative manager that uses this kind of advice to swing the odds in their favor. Who cares if behavior is a choice, or if it defines the person? What matters is that the mission continues to be accomplished by employees who want to be there, have the drive to do well, and feel appreciated. So what if you have to fake it? It's a great bit of intelligent manipulation, and it is necessary if successful management is your goal.