NLP for People Development

NLP for People Development

Learning and Development, an important contributor to Organisational Change and development gains significantly by applying the techniques of Neuro Linguistic Programming.

The function of any training and development is to skill people to make them more effective at what they do. But the fact is, no matter how many times we train or retrain an individual, what they retain is not in the control of anyone else but them.

The approach of negative or positive reinforcement in any form cannot make anyone change or develop till it is not desired by them.

The first question that is asked in any NLP session is “what is your desired outcome”. This is not just for the organisation, but it trickles down to every individual who makes an organisation.

In a normal scenario, asking every employee this question is not feasible and that’s why the approach of NLP in HR and Training is so effective.

To make any initiative successful, it’s important that the people accept it because they “want” it and not because they “have to”. 

NLP creates the shift that facilitates this desire to be owned by everyone and the change to be driven on an individual level.

It’s an approach to changing thought patterns, letting go off beliefs that limit or resist change, and facilitates ownership of learning and development. 

Fears, insecurities, traditions, beliefs, are common factors of human behaviour. It cannot be changed by making them go through programs. It is changed when we become aware for our own patterns of resistance.

If we want people to change the way they do things, we have to start with changing the way they think. 

With the help of NLP, we can create a paradigm shift in human behaviour and thought patterns. 

The incorporation of NLP can make any change and development initiative highly effective and impactful. 

NLP creates new belief systems which empower transformations. It is a common language but ensures individual application. 

An NLP empowered facilitator creates a rapport with the participants which elicits their individual learning strategies. 

When we get the participants to change their unproductive beliefs about themselves, then the behavior will change much more effectively and comprehensively, than simply trying to change capability. 

NLP ensures that the change is constant and consistent and not just an initiative by a few which is being followed by a few.

This article is based on my experience as a People Development Consultant working with organisations and using the tools of NeuroLinguistic Programming to improve performance of Learning & Development initiatives.

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