What is NLP?

The process of understanding people.

  • Neuro Linguistic Programming was founded many years ago by John Grinder, a linguist and Richard Bandler, a mathmatician and programmer.
  • Neuro refers to the way in which you use our senses both consciously and unconsciously. It also refers to the link between the mind and body.
  • Linguistic refers to how you make sense of your experiences and how we communicate them.
  • Programming refers to coding and uncoding personal programs, which affect our internal communications and the results you have with others.
  • Neuro Linguistic Programming (NLP) is an explicit and powerful model of human experience and communication. Using the principles of NLP it is possible to describe human activity in a way which allows you to make deep and lasting changes. NLP can eliminate many of the difficulties of living and allow the rapid learning of behavioural change.
  • The principles of NLP have been used to model excellence in people with outstanding talent and experience. The models allow the foundation for the talents to be quickly taught to others.

Empowering Beliefs

  • Everyone operates from their own unique “map of the world” and the map is not the territory. No map is more “real” or “true” than any other
  • There is no failure only feedback (results)
  • The meaning of your communication is the response it elicits. If your are not getting the response you want, change what you are doing.
  • Mind and body are one cybernetic system and anything that occurs in one part of the system will affect the the other parts.
  • There is a solution (desired outcome) to every problem.
  • Any behaviour, no matter how bizarre, is the best choice available to the person at that time, given their “map of the world”.
  • There is an (unconscious) positive intention in every behaviour.
  • Everyone has within them all the resources they need. (or the potential to have them)
  • Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom

Case Study 1- 1 year programme and ongoing


Global eLearning company of approx 30 people being incubated by a large International consultancy.

Services offered:

  • One To One Coaching – GM
  • Top Team Development – Goals and mission
  • Business Transformation – LEGO SERIOUS PLAY® – Real Time Strategy – For the Enterprise

Strategic & Financial Gains

  • Profits doubled and returned the defined contribution to the incubator
  • Tripled Sales
  • Passed business targets
  • Restructured organisation to meet the market demands
  • Realigned internal business functions with incubator
  • Integration with incubating consultancy
  • GM promoted to run four key Business Units

High Performance Management

A Powerful behaviour based Change Process integrating High Performance Management and Performance Coaching.

This is a programme which works at a cognitive level within the individual ensuring ownership, awareness and responsibility.

  • We address both “Intrinsic” and “Extrinsic” motivation
  • Our change methodology addresses:-
  1. A = Activators for change
  2. B = Behaviours desires by the organisation, team or individual
  3. C = Consequences that are positive for all concerned.
  • Behaviour is a function of its consequences
  • This is a systemic, data-based approach to managing people.
  • It employs measurement, feedback and positive reinforcement to
    achieve specific behaviours and results.
  • Uses coaching at the core of the process

Answers 2 fundamental questions

  1. Why people do what they do
  2. Why people don’t do what they should.


Within 6 months of implementing High Performance Management

  • Manufacturer of Electrical Distribution Equipment
  • 95 % productivity improvement in the Capstan Shop
  • 77 % productivity improvement in the Light Machine Shop
  • 26 % productivity improvement in the Shot Blast Section
  • 20 % productivity improvement in the Press Shop
  • 37 % reduction in work in progress in the Ring Main Section

The Coaching Process

  • Free Introductory meeting to assess the coaching contract.
  • The contract will commit you to working with the coach for 6 (1 hourly) sessions over a 3 month period (dates to be agreed by Client and Coach)
  • Additional coaching sessions can be arranged during this 3 month period.
  • On completion of the initial 3 month period, If required, the coaching sessions will convert to a month-to-month basis with 2 sessions per month.
  • Rates agreed on application.

Case Study 2 – 2 year programme and ongoing


Consumer regulator in the Public Sector – organisation of approx 65 people across 8 regions, Centralised head office in London , Government appointed part time Chairmen, and 100 appointed part time members and a in London.

Services Offered:

  • One To One Coaching – National Director, Regional Directors and Deputies
  • Top Team Development – Goals, Purpose and Mission
  • Management Development Programme – Senior Team in head office and Regional offices
  • Change Management programme over 2 years and Ongoing
  • 360 ° Performance Management process for Staff and Government appointed members

Strategic & Financial Gains

  • Developed an approved Strategic Plan
  • Maintained and increased funding from Government
  • Major internal reorganisation and appointment of Directors
  • Developed and instigated a centralised Customer Service Centre
  • Published a new Consumer Charter

What is Emotional Intelligence?

It is the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.

– Daniel Goleman, 1998
EI refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in us and in our relationships. EI describes abilities distinct from, but complementary to, academic intelligence or the purely cognitive capacities measured by IQ.

Traditionally, the emphasis when evaluating potential performance has been on intellectual; now compelling research indicates that emotional intelligence is twice as important as IQ plus technical skills for outstanding performance. When IQ test scores are correlated with how well people perform in their careers, the highest estimate of how much difference IQ accounts for is about 25%.

Sustaining Change Results Requires Top Performing People

Over 70% of all change initiatives fail due to an insufficient focus on People. Research shows that lack of proper attention to People in times of change will lead to increased spending, higher employee turnover and lackluster results. The time lost on inefficient planning related to people issues leads to tremendous losses that cannot be recovered.

With effective leadership, the value of employees’ actions can be optimized to realise higher growth, greater shareholder value and sustainable competitive advantage. The ultimate goal? To create an organization that can adapt to changing business conditions. This innovative thinking differs from traditional change approaches, which often fail because they undervalue the importance of People.

Effective Leadership Development is the key to helping people deliver the results necessary for organizations to sustain results over time. Studies reveal that a tremendous amount of money is wasted on Training and Development programs that are not tailored to the organizations’ needs and include the necessary components to be successful. As a result, top talent is leaving in droves and the cost of replacing them is insurmountable.

With recent research and compelling findings, it is now clearly evident that one ingredient is necessary for people to develop to their maximum potential – and that is Emotional Intelligence.

The best news of all – Emotional Intelligence can be learned!

How Do Organizations Benefit From Having Employees With Emotional Intelligence?

When it comes to technical skill and the core competencies that make a company competitive, the ability to outperform others depends on the relationships of the people involved which ultimately relates to the degree of emotional intelligence of its employees and leaders.

And there is a ripple effect – leaders possessing emotional intelligence will create an effective work climate that will further develop emotional intelligence at the subordinate levels. Studies show that, outstanding organizations that employ individuals with a high degree of emotional intelligence hold the following in common:

Success Factors of Emotionally Intelligent Organizations

Organizational commitment to a basic strategy Collaboration, support and sharing resources
Initiative to stimulate improvements in performance Innovation, risk taking and learning together
Open communication and trust-building with all stakeholders A passion for competition and continual improvement
Building relationships inside and outside that offer competitive advantage A balance between the human and financial side of the company’s agenda

Why Are Organizations Interested In Developing Emotional Intelligence?

According to studies, Emotional Intelligence is on the decline across all economic groups across all cultures. The most telling signs of this are in rising rates among young people. The generation that is falling behind in emotional intelligence is entering the workforce today.

As a result, a survey of American employers reveals that:

  • More than 50% of the people who work for them lack the motivation to keep learning and improving in the job.
  • 4 in 10 people are not able to work cooperatively with fellow employees.
  • Only 19% of entry level applicants have enough self-discipline in their work habits.
  • Billions of dollars are wasted on development programs leading to a less than desired return on investment in leadership training.
  • 70% of all change initiatives are not netting the desired results due to people issues – ability to lead, work with others in teams, take initiative, deal with change, etc.

The Emotional Competence Framework

An emotional competence is a learned capacity based on emotional intelligence that results in outstanding performance at work. For superior performance in jobs of all kinds, emotional competence matters twice as much as IQ plus technical skill combined.

Personal Competence

These competencies determine how we manage ourselves

  • Self-Awareness
    Knowing one’s internal states, preferences, resources, and intuitions

    • Emotional awareness: Recognizing one’s emotions and their effects
    • Accurate self-assessment: Knowing one’s strengths and limits
    • Self-confidence: A strong sense of one’s self-worth and capabilities
  • Self-Management
    Managing ones’ internal states, impulses, and resources

    • Emotional Self-control: Keeping disruptive emotions and impulses in check
    • Transparency: Maintaining integrity, acting congruently with one’s values
    • Adaptability: Flexibility in handling change
    • Achievement Orientation: Striving to improve or meeting a standard of excellence
    • Initiative: Readiness to act on opportunities
    • Optimism: Persistence in pursuing goals despite obstacles and setbacks

Social Competence

These competencies determine how we handle relationships

  • Social Awareness
    Awareness of others feelings, needs, and concerns

    • Empathy: Sensing others’ feelings and perspectives, and taking an active interest in their concerns
    • Organizational awareness: Reading a group’s emotional currents and power relationships
    • Service orientation: Anticipating, recognizing, and meeting customers’ needs
  • Relationship Management
    Adeptness at inducing desirable responses in others

    • Developing others: Sensing others’ development needs and bolstering their abilities
    • Inspirational Leadership: Inspiring and guiding individuals and groups
    • Influence: Wielding effective tactics for persuasion
    • Change catalyst: Initiating or managing change
    • Conflict management: Negotiating and resolving disagreements
    • Teamwork & Collaboration: Working with others toward shared goals. Creating group synergy in pursuing collective goals.

Emotional Competence Inventory

“The ECI is the only instrument that incorporates the full depth of my research and that of my colleagues. Other instruments use the words “Emotional Intelligence” but the ECI is the genuine article.”

Daniel Goleman, Ph.D., author of Working With Emotional Intelligence and Primal leadership.[/content_box]

The Emotional Competence Inventory (ECI) is a multi-rater tool designed to assess emotional intelligence. The ECI is based on the seminal work of Dr. Daniel Goleman and Dr. Richard Boyatzis and builds on Hay Group’s 35 years of competency research (research begun and initially carried out by McBer and Company) and field-proven assessment technology. The result is an assessment and development tool of unmatched precision and authenticity.

The ECI is designed to be administered and delivered by qualified professionals. To ensure that ECI consultants meet Hay Group’s strict quality standards, internal and external consultants must be accredited in its use.


How can the ECI be used?

The ECI can evaluate both the individuals within an organization (Individual Feedback Reports) as well as the organization as a whole (Work Force Audits). These audits can provide an organizational profile for any size group within the company.

Executive coaches can use the ECI to provide clients precise and focused feedback on their strengths and limits. Based on the feedback from a variety of rater groups (i.e. self, manager, direct reports, peers, others), the ECI indicates the specific emotional competencies where development is needed to enhance the individual’s emotional intelligence.

For organizations, internal and external consultants can use the ECI to diagnose an entire unit, profiling its overall strengths and development opportunities. Pooling the individual assessments of an entire work unit provides a comprehensive profile of the organization’s emotional intelligence. This work force audit can reveal key emotional gaps that may be limiting performance effectiveness.

What Is Inner Game Coaching?

Inner Game Coaching as defined by Tim Gallwey is at the core of our approach.
“There is always an inner game being played in your mind no matter what outer game you are playing. How aware you are of this game can make the difference between success and failure in the outer game.”
Tim Gallwey.

Performance = potential-interference, P=p-i.

  • According to this formula, performance can be enhanced either by growing “p” potential or by decreasing “i,” interference.
  • In every human endeavor there are two arenas of engagement: the outer and the inner. The outer game is played on an external arena to overcome external obstacles to reach an external goal.
  • The Inner Game provides principles, methods, and tools to learn to get out of your own way so you can express your full potential in whatever your chosen activity
  • The inner game takes place within the mind of the player and is played against such obstacles as fear, self-doubt, lapses in focus, and limiting concepts or assumptions.
  • The inner game is played to overcome the self-imposed obstacles that prevent an individual or team from accessing their full potential.

Uses of Inner Game Coaching

  • All individual and team sports
  • Acting, writing, art, music
  • The arts of leading, managing, and coaching
  • The art of selling
  • Parenting
  • Communication and relationships
  • Learning of all kinds, academic and experiential
  • Stress reduction
  • Health
  • Diet
  • Computer design, use, and applications
  • Surgery
  • Advanced structural engineering