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If you had legal issues, the problems connected with realisation of your rights, and also the questions, concerning legislations.

Development of the person

NLP for managers

Nejro-linguistic Programming (NLP) rather recent working out in the field of psychology, has been created in the United States in 1975 Richard Bendlerom, the mathematician, the researcher of cybernetics, and John Grinderom, the professor of linguistics. NLP it has been developed by means of the detailed studying of work of three successful outstanding psychotherapists: Fritsa Perlsa (Fritz Perls), Virginia of Satires (Virginia Satir), and Milton Ericson (Milton Erickson). While NLP it was originally developed within the limits of therapy, now it offers us powerful possibilities of communications and in management - all for successful communications.

There are three basic principles NLP known as "Three bases NLP". They the following:
The nobility precisely what result you wish to reach in each situation
To have a touch sharpness, to distinguish, when you have reached your result.
To have flexibility, to change your behaviour while you do not reach your result.

Otherwise speak so: "If you do that you always did, you receive that you always received".

The first step consists in training of the manager to abilities to build rapport. These abilities are understood now with clinical details, and rapport is considered by the fundamental requirement in the event that you owe two (or more) persons to connect successfully. The important effect of a finding in rapporte with someone is a formation of trust (the trust credit) and the ready response between you. Much in formation rapporta is physiologic. You are possibly familiar with research Birtwhistle "s in 1970 which has shown, that the understanding received at communications on 7 % contains in used words, on 38 % contains in tone and style of a voice, and on 55 % contains in behaviour physiology. However, how many managers actually study factors which supervise half of their communications?

The following step should develop a touch sharpness which simply means studying of a new image at supervision of people with which you communicate (keep in contact). With small practice absolutely simply to start to read mikro - muscular obverse signals which inform you how your message it is received. Other important factor in this area - understanding of movements from a position of the observer. However be careful of generalisations in interpretation of movements from a position of the observer! While there is a high probability, that individuals will show confidently basic characteristics, vital that they at first were "otkalibrovany" inquiries through suitable themes and exact supervision of their movements from a position of the observer while they answer.

So now our manager has skills which are required for successful communications, and understands effect from messages which receives. Time is necessary to guarantee, that the message makes effect according to requirements of the manager. It just time again to learn the Native language.

English (and in Russian not without it, a comment of the translator, transfer Victor Savitsky, 1997) language is overflowed by office parts of speech and traps for careless kommunikatora. Begin with assumptions (presuppozitsy). The basic words to observe of them, it "if", I "will try", "but". Word use "if" assumes, that you have a choice. So you should use it only when you designate, that offer someone a choice. More positive variant for the managing director this expression "when", etc. “When you began to carry out it faster (more likely), than that....", and expression is final not “if you could make it for me". Word use "I will try I (will try)" assumes refusal. As soon as you use it, you designate desire to increase possibility someone who is incapable, to carry out something, for example - "Tries (tries) to find the best way to execute". Speak differently: " Please, execute it by 16 o'clock ", it is better than:“ Please, try to make it by 16 o'clock ".

Effect "but" this obligation to deny the previous statement as in "I hear that you speak, but...”. It forms resistance in the person with whom you speak. It will be more preferable "and". Distinction in accentuation is axiomatic. Then, allow to continue, we will consider positive and negative statements in language. Take a phrase "I do not think of a pink elephant". The brain, decoding this phrase, should wait, while it is not registered as the complete message, and already then to execute a command. By this moment you already too not for long thought of a pink elephant! It means, that a phrase similarly "do not forget", "be not late", "This habit is not defective", are very unproductive! It is much better to use positive equivalents: "Remember...", "Be before", "you Will feel perfectly".

The majority of people have such style of conversation which specifies in a way (way) which they think of the world. Some speak in the visual way: "I see that you have designated", "I receive a picture", etc. Others speak audialnym in the way: "I hear that you speak", "it sounds is tempting for me", etc. the Third group speaks about feelings: "I am good, I feel that...", "I feel right in...". It is essential, when you wish to enter in deep rapport with the person, and you accept style of language which he prefers. It gives the chance to you to function proceeding from their point of view, and will show them that you are similar in many respects to them, and, hence, you can be trusted.

Now you as the manager are ready to employ to yourselves on service influential patterns of language. Uniting positive/negative language and repeating style of preferences, the manager can use the built in commands to reach the purposes. These are the phrases created for the message which are not distinguished meaningly, but - are clear unconsciously. For example:

"I do not want, that you observed of this project if you are not assured, that you want it"

"I do not want, that you felt, that you should accept this support".

The full understanding of how language works, can, hence, help to avoid miscalculations in industrial commands of management for subordinates, to improve labour relations with colleagues and to improve results with the responsible.

Further working out NLP of methods is connected with typology of persons. Managers-managers can be trained in how to understand and informally to distinguish various types of the person. It is given to them through definition of system of the key senses used by each type, through the reference to their primary motivational system and application of corresponding strategy for each type. After some practice, pupils will be capable to recognition of various types of people informally, and this ability to improve with training and practice.

In the USA benefits NLP have been quickly distinguished business by community, and within last several years, British business-ucherezhdenija gradually (and sometimes reluctantly!) come accepting that these methods are extremely useful. To front lines in these applied programs there was a Financial Sector of Services. Now it is the standard fact, methods NLP offer a range of extremely powerful influence and belief methods in a context of powerful ethical frameworks. As a by-product, they provide the detailed understanding of own behaviour, that in general gives wider range of benefits, both in business, and in private life, and especially, in management of stresses.

Ron Bowles is a Director of Performance Enhancement Ltd., a Hampshire-based Human Resource Consultancy which specialises in Training, Consultancy and Counselling based on Neuro-Linguistic Programming