The Law of Attraction, Belief Systems And Waking Trances

Just in case you’ve never encountered the ‘Law of Attraction’ before, it’s a “New Thought” or (as the mainstream would think of it) new agey viewpoint popularised by the book and movie ‘The Secret’ which says that “people’s thoughts (both conscious and unconscious) dictate the reality of their lives, whether or not they’re aware of […]

Two Ways To Install A Goal On Your Timeline: Practical NLP Podcast 74

This week’s podcast shows you two ways to install goals into your future, plus (if you’re using this for coaching or facilitating other individuals or groups) when you would use each method. Includes: How to discover your unconscious mind’s typical way of thinking about time How to make the image of your goal as compelling […]

What’s Missing From S.M.A.R.T. Goals: Practical NLP Podcast 73

This week’s podcast exposes the missing piece from the SMART goals model, and gives you a better model that takes account of your motivations and how you feel about the goal. Forget SMART, meet SYDER! Including: Why you don’t have to achieve every goal entirely by your own efforts Why you need to put a […]

Practical NLP podcast 6: Keys to an Achievable Outcome

This week’s podcast is about goal-setting 101 and features, among other things, why “I want to be happy” is not a goal, why your unconscious mind is like a ship (and how to stop the crew from mutinying), and the meaning of life! As we’re talking about goal-setting, I thought I’d include a picture and […]

How to clarify your values (4): ways of resolving values conflicts

This is another slightly edited extract from my book Work/Life: Achieve Your Goals (Dorling Kindersley 2006). It follows on from posts on how to clarify your values, establish your values hierarchy, and check for values clashes. If you discovered that two of your values conflict, here are some methods for finding a resolution. Change things […]

What motivational gurus don’t tell you about motivation

The biggest problem that people have in their strategies for motivating themselves is that they never get started. The could be because they are feeling overwhelmed by the size of the task, or just because of inertia – the tendency to keep on the way we’re going. It takes energy to change.   Either way, […]

How to do things better – the New Behaviour Generator

Applications: this is a great NLP technique for being able to do something better, or finding new ways to handle challenging situations. It’s like positive mental rehearsal on steroids! NB. If you are already an NLP practitioner and you covered this on your practitioner training, compare this version of the process with the one you […]

Influence: Credibility – Develop your confidence (2) – Rehearsing Success

In the previous newsletter we looked at how you can boost your confidence, and hence your credibility and influencing skills, with some centering and instant relaxation exercises which let you feel (and look) at ease in any situation. This time, let’s turn this whole question of confidence around. How is it possible that you are […]

Some quick thoughts about weight loss

Many hypnotherapy schools, like the one I did my original (hopelessly crap though very expensive) training with, advertise their shorter introductory courses as giving you the tools to deal with “simple problems like weight loss and smoking”. Which is misleading, as weight loss and smoking can be some of the most layered, complex and intractable […]

The NLP S.C.O.R.E. Model (Part 2: Using the S.C.O.R.E. in Practice)

Using the S.C.O.R.E. in practice – with individuals

really get the best from the S.C.O.R.E. it needs to be more than a
cerebral paper-and-pen exercise.  Instead, lay the timeline on
floor and mark out Causes, Symptoms, Outcomes and Effects as spaces
along it. Resources should be somewhere off the timeline.

model will have more impact if the explorer physically steps into each
location as they investigate it. This helps to physically associate the
person into the state and frame of mind of each component of the model,
making it easier to access all the information at each stage.

walking through the sequence from Causes, through Symptoms and Outcomes
to Effects, the explorer will begin to condition in a metaphorical
sequence of moving from 'problem' to 'solution'. They can step off the
timeline and gather what they need from the Resource location any time
it feels right.

The 'Dancing S.C.O.R.E. Format' developed by
Judith DeLozier takes this principle even deeper into the kinaesthetic
realm, inviting the client to adopt the posture and movement that feels
characteristic of each stage. By moving repeatedly through the sequence
of postures from problem to solution, the client begins to internalise
the direction of change 'in the muscle'.

A skilled NLP
practitioner will be able to make the process more effective by
anchoring the 'positive' stages (Resources, Outcomes and Effects) as
appropriate. You could also use embedded suggestion and hypnotic
tonality in your questions to help the client associate more fully into
these stages.

Using the S.C.O.R.E. in practice – with teams

a management team wants to assess where they are now, and where they
want to get to – or indeed if they want to draw a line under past
failures and set some new objectives – the S.C.O.R.E. model provides a
ready-made format. It's best done with an independent facilitator who
can guide the process without having an emotional stake in the content.

In my experience, most managers are not interested in the
intricacies of NLP, but just want something that helps them to move
forward. The S.C.O.R.E. model is well suited to the task because it is
relatively jargon-free.

You don't even have to make the concept of a
timeline explicit – just arrange four flip charts in a line to
represent Causes, Symptoms, Outcomes and Effects, with another flip off
to one side for Resources, and you have an implicit timeline. As the
team members move from one flip to another to record the information
they get from each stage, they will unconsciously internalise the idea
of progress along a timeline even if it's never explicitly mentioned (I
picked up this tip from NLP business consultant Colin Reeve).

This being the UK, you may also welcome some ideas on how to 
prevent a team problem-solving format that starts with examining
'symptoms' from turning into a morale-sapping whinge fest? Your
introduction will set the tone for the rest of the session, so
emphasise the desired end result of clarifying the desired outcome and
identifying the positive consequences. The more you know about the
values of the team, the more you can encourage their 'towards'
motivation. If it's a particularly 'away from' team, you can emphasise
the consequences of not focusing on the desired outcomes and effects.

can encourage a positive mindset before the session even starts, by
asking participants in their invitation to come in with examples of
what is already working well in the organisation or team.

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