NLP Soft skills or NLP Personal Excellence NLP Soft skills is an explicit blend of NLP training and Soft skills which are a perfect value add to various thinking styles about personal and professional lives irrespective of any field people come from. This course is designed for people who have personal and professional interests in developing their own skills and insights into how language and thinking interact. It is also aimed at people who want to find out more about the powers of language.

Managers and coaches may find the insights that they obtain useful and most importantly to anyone who want to realise their full potential. Why does it stand out? As we create the difference you need. The process works perfectly. If you want to change your lifestyle to welcome a lot of peace into your lives then you need to change the thoughts, actions, and feelings that go into producing them. If you want to understand, act – the learning is in the doing. Modules Be Outspoken

Be Outspoken is a course which was designed to deliver a combination of soft skill subjects with a psychological twist. We have concentrated greatly on the changing mindset of people and changing behaviours to create these courses. These subjects would cater to your objectives, needs and changing lifestyles. Topics which we would deliver on are: * Managing change effectively * Building excellent customer services * Delivering professional presentations * Become an excellent negotiator * Improve your assertiveness skills * Effective interviewing processes Solving problems more creatively Attaining Personal Excellence Attaining Personal Excellence is a diverse course which covers a lot of areas to develop communication skills and influencing abilities, methods to avoid conflict and improve management techniques. Topics which are included are: * Recognising our own and others’ channels of communication * Powerful techniques for planning and achieving goals * Tools to realise your potential * How to broaden perceptual positions to defuse conflict, * Enhance assertiveness and improve negotiation skills Exploring timelines and how to improve our time-management systems * Discovering how our greatest successes are achieved when their objectives and goals are aligned with our values * Techniques for breaking unresourceful mindsets and replacing them with positive ones * How to identify, explore and change negative beliefs to achieve your goals * Exploring rapport to improve communication skills and enhance relationships Learning to manage effectively The first level supervisor or team leader encounters a special challenge.

Usually, they still have a certain responsibility for some ‘hands-on’ activity and personal output, but are now required in addition to spend time co-ordinating the work of a team. This programme helps participants define their skills to ensure they get a strong management and leadership foundation. The programme also helps people to manage themselves effectively in a perfect coordination with different psychological aspects. The topics on which we would deliver are Module 1 Team leadership and management role, time and priority planning, coaching and instruction delegation Clarify and define their role and responsibilities * Describe and define leadership as a set of skills, rather than as a personal style * Identify the key elements of leadership * Set themselves and others empowering outcomes * Plan effectively and realistically * Set goals and schedule action plans * Identify their personal “time thieves” * Pinpoint strategies for reducing “time thieves” * Use the resources of others to achieve more in less time * Explain the key benefits of delegation * Uncover and overcome the barriers to delegation Define the difference between task allocation and true delegation * Apply a structured step-by-step approach to delegate effectively Module 2 Motivating, Communicating and Influencing * Analyse the motivation levels and the motivational drives of themselves and others * Highlight the key motivators which push/pull behaviour * Identify appropriate levers to motivate a team or a specific individual * Address issues of de-motivation in themselves and others * Take action to improve motivation levels * Listen actively * Use questioning skills to control interactions * Recognise non-verbal signals in self and others Build rapport based on respect and mutual outcomes * Identify assertive, aggressive and passive behaviours * Ask assertively for specific action or behaviour change * Make a case persuasively to influence others * Negotiate agreement between conflicting viewpoints * Address unwanted behaviour in others * Manage and mediate in situations of conflict Module 3 Managing Performance, Coaching and Instruction * Buy into the purpose and process of an appraisal process * Willingly use an appraisal system in order to gain optimum performance and development * Assess people’s performance fairly and objectively Manage the appraisal interview effectively * Identify methods to manage all levels of performance * Give constructive feedback to enhance or improve performance * Set effective performance measures and standards * Design and agree effective action and development plans * Complete appraisal documentation fully, constructively and on schedule * Commit to holding regular one-to-one follow-up sessions with team members * Establish their own and others’ learning styles * Define learning objectives * Assess a learner’s existing skill level * Prepare and deliver effective instruction Plan a coaching session * Deliver coaching to enhance and empower learning * Tailor delivery of coaching to match learner’s style * Elicit and give constructive feedback on performance * Review the effectiveness of coaching * Support the transfer of new skills to the job Leadership Management After managers grasp the basic concepts of their new role, they increasingly move away from “hands on” involvement in the core activity of their departments. Instead their responsibility is more and more about achieving results through maximising the output of their teams.

This programme is designed to build managers’ skills in the critical areas of relationships, performance, influence and change. Topics on which we would deliver are: * clarify and define their role and responsibilities as managers of output within their organisations * review the strengths, vulnerabilities and impact of their personal management style preferences * apply practical techniques to manage effectively: change, performance, teams, conflict, relationships and influence Six course competencies: One: Managing Relationships

It includes models for constructive interaction, understanding personality, difficult relationships and how to make them workable and emotional intelligence. Two: Managing Teams Leadership styles, Team roles and preferences, how teams interact, Strategies for building and maintaining teams, Symptoms and causes of conflict, Resolving conflict. Three: Managing Change and Stress Change and the accelerating pace of change; managing inevitable ambiguity, coping with uncertainty; stakeholder analysis; strategies for announcing change; convincer patterns; harnessing change-related stress as positive energy.

Four: Managing Influence Making a case persuasively, Influencing patterns, belief, trust, conviction and authority, Influencing models and strategies, Influencing styles, The language of influence, body language and influence and Managing arguments Five: Managing Conflict Sources and types of conflict, One-to-one conflict and group/team conflicts, Conflict in meetings, Disruptive behaviours, challenging behaviour, conflict over facts, opinions or values, Building consensus, How to negotiate agreements that work, Building an atmosphere of trust and mutual respect, Managing clashes of personality and the art of mediation.

Six: Managing Performance Optimising the productivity of every team member, Setting and agreeing standards, re-assessing job profiles, managing by objectives, Goals and targets that work, Recognising and motivating high achievers, managing poor performance constructively, Developing potential – assessing skills gaps and development needs, coaching and development plans and Cost effective development solutions.