"NLP Thinking"｜How to influence others at work

Many times we find that when we say the same thing to two people, we get very different answers. This may be due to differences in their respective metaprogramming patterns. That is to say, the way of thinking is different. Metaprograms are deeper filtering mechanisms.

Every person we meet will have his or her own set of metaprogrammed personality patterns, and understanding these can help us understand and influence their behavior in many workplace situations.

For example: managing employees, recruitment and selection, sales, negotiation, speaking, coaching, advertising, team building, daily communication with colleagues.

Sometimes, metaprograms can stop us from arguing and getting angry with others.

Metaprograms are "personality patterns", which are actually thinking patterns and reaction patterns. It can be compared to a "thinking framework".

"Meta" means change, and these meta-programs may change as the situation changes. For example, how we manage other people's situations is different from how we respond to clients, and how we respond to family or friends is different.

Metaprogramming is related to the personality analysis system MBTI. The four major traits of MBTI: extroversion-introversion, sensing-intuition; thinking-emotion; judgment-intuition.

1. Values

"What is important to you? Is there anything else?"

2. Direction and escape

·Result-oriented people want to have, achieve or get what they want, are often good at prioritizing setting and achieving goals, and may not notice problems because they are too focused on their goals.

·People who flee from consequences often go to the other extreme. They do certain things to avoid certain events, situations or things. They are often motivated to detect and prevent problems, but may not be good at prioritizing them. things or achieve goals.

3. Reasons

·Selective type: Likes to strive for new or other methods to complete work, opposes following established procedures, and likes creative or diversified work.

· Procedural type: Like to follow methods that have been tested repeatedly, and believe that there is a "correct" way to do things. They are willing to do repetitive tasks and do not like to be disturbed.

4. Reference frame

·Internal reference type: The motivation comes from the individual, they like to set their own standards and work quality, and they will only listen to the advice of people they think are worth listening to.

· External reference type: Needs the opinions and direction of others in order to gain motivation and know what others are doing.

5. Behavior

·Proactive type: Shows little indecision, does not make analysis, and jumps to conclusions. The general phenomenon of "bulldozer running over the crowd" may occur.

·Passive type: Tends to stop to understand the situation, analyze and think, and wait for others to take action. In extreme cases, it will appear "passive" and fall into "analysis confusion".

6. Change

·Similar-seeking type: Likes things to remain the same, does not like changes, and will also notice similarities between previous or other situations;

·Seeking differences: Seeking radical and frequent changes, noticing differences from previous or other situations.

7. NLP classification method

·General type, also known as the overall type, requires a big picture and overview. Don't like long hours of detailed work.

·Specific type, also known as detail type, likes to process small amounts of information. Paying too much attention to details misses the forest for the trees.

8. Direction

·Self-type: Live in your own world. They only focus on the content of communication and will not be affected by non-verbal factors. The basis of their communication is their own inner feelings.

·Other type: more lively, responding to others verbally and nonverbally. The basis of their communication and reaction is nonverbal.

9. Coping with stress

·Thinking type: Does not respond to normal pressure at work and is not prone to panic. On the other hand, it is difficult to put oneself in others' shoes;

< p> ·Feeling type: Emotional reactions, easily agitated, not suitable for stressful work;

·Selective type: Initial emotional reactions, but can quickly return to a more balanced state if desired .

10. Social

·Independent: Likes to work alone.

·Managerial type: More willing to work with others and have their own area of ??responsibility.

·Team type: More willing to work with others and share work responsibilities together.

11. Work preferences

·People-oriented: likes to work with people

·Object-oriented: likes to use ideas, tools, machines and Task.

·System type: Likes to use systems and is more interested in how the system works than people and things.

12. Management direction

·Self-type and other-type: Have their own management principles for themselves and others, and are willing to tell others what they should do;

·Self-type: Can manage one's own work, but not interested in managing others;

·Other-type: Good at guiding or managing others, but unable to manage or direct oneself.

13. Convincing evidence

· What information is needed to be convinced of something?

14. Convincing frequency

·In this process, when were you convinced?

15. Main interest

·This is related to the tooth decay interest in a certain event or situation. This job is very important for job assignment and recruitment.

Sales

Coaching and management

Interviews

Conflicts and misunderstandings

Advertising and marketing

Speech

Recruitment

Team building