Podcasts about metaprograms

Today, we are joined by Christine Comaford. For over 35 years leadership and culture coach, New York Times bestselling author, and serial entrepreneur Christine Comaford has helped organizations navigate growth and change. She specializes in applied neuroscience, which helps her clients achieve tremendous results in record time. During her diverse career she has consulted with over 700 of the Fortune 1000, 300 mid-sized enterprises, 2 White House administrations, and 8 billionaires. An entrepreneur who has built and sold five companies with an average ROI of 700 percent, she was a software engineer in the early days of Microsoft and Apple. Christine is a human behavior expert, a leadership columnist for Forbes.com, and the New York Times bestselling author of Power Your Tribe, SmartTribes and Rules for Renegades. In this episode, Christine Comaford unpacks the core components of successful team management, offering insights on maintaining accountability and leveraging true influence. Explore the impact of metaprograms on effective communication, the importance of addressing burnout for sustainable results, and the key strategies for initiating a 'Smart Tribe'. Learn about the six levels of change, from environment to core beliefs, and discover the four factors essential for creating high-performing teams. Understand the significance of learning organizations and how leaders can create legacies by fostering emotional engagement and innovation within their teams. Christine Comaford's Website: https://smarttribesinstitute.com/ - Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesagood/ Twitter: https://twitter.com/charlesgood99 Chapters: (00:00) Introduction (01:38) Technique: True Influence, Metaprograms and Leadership Challenges (08:37) Tip: Sustainable Results and Avoiding Burnout (11:20) Tip: Keys to Starting Your Smart Tribe (17:06) Tool: Overcoming Resistance to Change (19:40) Tool: Four Factors of Sustainable Tribes (24:03) Technique: Measuring ROI (25:13) Conclusion

A day from NLP Trainers Training on Meta Programs and Metaphors

Episode 50 | Authentic Relating Series: Ep. 4 of 6. Today's episode is the 4th in the Authentic Relating series where I'm been sharing ways to connect with the truth of yourself, build authentic communication skills and build genuine, heart-centred connections. In today's episode, you'll discover ways to use languaging patterns to build rapport, be heard more easily and align with your own inner essence which are skills needed for connecting authentically.  Authentic connections involve being connected with your inner truth and heart-based compassion while taking responsibility for your feelings and needs so that you can consciously communicate clearly and authentically.  In the last 3 episodes, I've covered how to build these skills with information and exercises inspired by the NVC (Non-Violent Communication) and NLP (Neuro-Linguistic Programming) which are foundational to the Consciousness Medicine practice.  Today I'll continue building on these skills by introducing you to languaging skills based on identifying primary representation systems that we all use to create our reality and relate to others.Key Topics Include:Understand primary representational systems for creating experiences and how they are important to build genuine, compassionate and vulnerable connections.Hear practical examples of how to use NLP (Neuro-Linguistic Programming) languaging skills to establish rapport, be heard more clearly and create high quality connections.Learn about NLP Meta-Programs and how understanding and applying them in your conscious connections can help keep the peace in relationships.Practical examples of using Meta-Programs in conscious conversations.Ways to determine how your brain is wired to understand yourself more authentically.Interested in learning more about NLP?  I have an eBook that can help.  Check it out here: https://consciousness-medicine.com/product/holistic-nlp-ebook/Want to learn how to practice Consciousness Medicine and Family Constellations? My next training course begins in April 2024.  More information here: https://consciousness-medicine.com/product/family-constellation-consciounsess-medicine-foundations-course/  Learn more about retreats, courses, workshops, 1:1 sessions and sign up for my e-newsletter on www.consciousness-medicine.comCheck out the blog associated with this podcast too!If you'd like to donate to this podcast, your gift will be directly applied to production costs! Stay Connected on Social Media:Facebook: www.facebook.com/CentreforConsciousnessMedicineInstagram: www.instagram.com/wellnesswisdomwithjulieLinked In: www.linkedin.com/in/julie-williams-cxmed Production assistance from Podlad.com | Art image by Joma Sipe

We are starting this new year with a star-studded program featuring none other than Rodger Bailey, developer of the LAB profile! If you are a student of NLP you will recognize this name. Rodger developed a training program for managers to recognize a person's functional capabilities and motivational triggers using a simple linguistic interview, so managers can know which tasks that person can do well and how to influence and motivate them. Here are some of the questions he answered:   1. I've given our audience a little background on you. Would you be willing to add to that information? You have a long and significant career in NLP and the Meta Programs.2. How did you come to develop the LAB profile?  3. What can the LAB profile be used for? How is it important in Business as well astherapy and coaching?  4. Could you give us some examples of how you've used it in some of your Projects? 4 case examplesLet me tell you a story about the time I helped an airline become the lowest complaint-ratio airline in the USA and how they stayed that way for decades. Case 2 A gold and diamond jewelry manufacturer wanted to grow his business from $2m to $5m annually.  Case 3 A Manager of multiple franchise hair-cutting salons was having a turnover problem with his hair stylists across all his salons. He wanted a solution, where those he signed up would happily stay for years. He used the LAB Profile to profile his existing long-term stylists across all his salons.   Case 4 In the late ‘70s, a Dallas-based computer tech company had built a very successful business installing modern computer processing services for governments all around the world.  I was able to interview 6 of those Managers who were actively hiring new Programmer Analysts, and I discovered that all of them based much of their successful hiring approach on something they called ‘Challenge.'  5. Do you think that some patterns are more important in some contexts? Are some patterns easier to spot? Are there some situations where patterns become obvious? Are there some LAB patterns that are more important in some contexts? Each context tends to have its own set of critical or significant patterns. The LAB Profile gives us a wide array of patterns to recognize, understand, and utilize. One of my most common thoughts is that everything changes by context.  6. Is the LAB profile useful in personal relationships? How and an example? Yes, and It is important to have a lot of LAB Profile experience (lots of people, lots of interventions, etc.) before you try to take your LAB Profile knowledge and techniques into your personal relationships. 7.  What is a good way to get a hold of you?Email me directly at rodger.bailey.2000@gmail.com8. Do you have an online class that people can access?  Yes, I have an online self-study course: It is important to understand that the LAB Profile will become a trusted skill set, which you will be able to use in almost every context to give you an advantage.Link to the online LAB Profile course:https://bit.ly/3rcC5Ai Limited Time Offer:  Get a massive discount using this Discount Code: MpMXZ1SIq5Tnw3c1YBqoMQ==  Support the show

For this week's guest, “The NLP Coach” isn't just a book that came into his life at the right time personally. It also changed the trajectory of his entire career, taking him out of his real estate business and into the world of coaching.  The book gave him the framework on how other people think, and how we can separate ourselves from our thoughts so we can engineer the direction we want to go.  At the heart of coaching is the need to understand why people do what they do, and how to change it if we want different results, and the book has both the mental framework of NLP and the practical processes to do just that.  In this episode, Breakthrough Trainer, Business Coach, NLP Master Practitioner, and Speaker, Spencer Combs shares what he got out of this book, and the one thing he keeps returning to years after reading it.  Three Things You'll Learn In This Episode  How Spencer's journey led to him being a coach Many people who are in a coaching role have had some level of trauma in their childhood or youth in some way, shape or form. Those experiences create a dynamic where you're curious about why people do what they do.  Using NLP to change the inner track of our thoughts  Most of us have a life because of the story we're telling ourselves. If we figure out how to change the story, we can change our lives. If we fuse with the story, we'll accept it, internalize it and it starts to filter through the way we see reality, it starts to color our actions and the results we get.  How Spencer creates Aladdin moments for his coaching clients Meta-Programs are the thing Spencer keeps coming back to years after reading “The NLP Coach”. All of us are wired to act a certain way, but there are ways to engineer this wiring so we can get better results. Meta-Programs open us up to new perspectives, and which allows us to see a whole new world and make change possible.  Guest Bio  Spencer Combs is a Breakthrough Trainer, Business Coach, NLP Master Practitioner, and Speaker. In the greater part of two decades, he has advised million dollar business owners, US Army Colonels, and trauma victims with his programs. In that time, Spencer Combs has relentlessly worked on his 4 phase process for personal and professional alignment. Using that process, he has helped hundreds to accelerate profits, intensify productivity, and deepen their purpose. The Qualified Champion is respected as one of the most valuable tools to personal and business development. As a highly sought after Coach, Spencer Combs continues today in empowering and enriching the lives of everyone he connects with. For more information head over to https://www.spencercombs.com/ (https://www.spencercombs.com/).  Get the book https://www.amazon.com/NLP-Coach-Comprehensive-Well-Being-Professional/dp/074992277X (here).  ​​

People get into the wrong roles for a number of reasons.Perhaps there was a reorganization and the company didn't want to lose them, so they were reallocated without consultation or training. Maybe they were promoted beyond their capability without a training plan. Or maybe they were hired to do a project that's now irrelevant and they've not been redeployed to produce meaningful results elsewhere. And then there's our all-time favorite, the Untouchables.Do you have Untouchables? Also, known as Sacred Cows? These are people who were hired because they are related to (or friends with) the CEO or other powerful team members. Even though their performance is sub-par, they get promoted or allowed to stay on for emotional reasons.[Shutterstock]Case Study: Company XCompany X was a tech consulting firm with a $37 million in annual revenue and approximately 270 employees, about two-thirds of whom were consultants. They were tracking at $137,000 in revenue per employee… ouch! The company was run by a married couple, John and Sarah, who initially contacted us about perfecting their sales process. They felt that their salespeople could be performing much better. What we found was a much bigger issue.Assess: What We FoundThe findings were grim: a fear-driven culture with 53% employee turnover each year. Company X did an exceptional job of technical training for new hires, only to see them leave for higher pay within a year.The two owners of the company had virtually opposite Meta Programs, and this was causing chaos. Sarah (Active, Toward, Options, Difference) would proactively start an initiative, rally the troops to move toward the new goal, then jump to the next option/project. John (Reflective, Away, Procedures, Sameness) would want to analyze before launching the new initiative, so he would kill it or block it, minimize exposure, and set up a procedure to handle the proposal through testing, no matter how much or little, the cost associated risk. The resulting chaos was confusing to the team and sending them deep into Critter State.The glaring gap in the consultant's training curriculum was in sales. Even though their role was heavily client-facing, the consultants weren't trained in the basic selling skills and had no incentive to do anything but fix technical problems. They also had no interaction with the sales team — which was sequestered in a different area of the building. The consultants were the right people in the right role — but with no support to perform their best.Harry, the new sales manager, had been with the firm for three months. Shortly after hiring Harry, the company had reorganized to close a failing business unit. Sarah and John had moved their niece, Toni, the VP of the failed unit, into a new role as the VP of sales and marketing — wait a sec! What? Did we read that right? Yep, the niece was given one of the most important roles in the firm after killing an entire business unit. Sounds like a sacred cow to me.There were three problems with this scenario:Harry (who now was sales manager) had no sales expertise — his entire background was in Internet marketing)Toni was an experienced sales manager but wasn't strategic and had no marketing expertiseThe two disliked each other — Toni was threatened by Harry and Harry thought Toni should have been fired for her lackluster leadership of the failed business unitTo make matters even more fun, Toni's boyfriend, Taylor, had been hired as director of client care. He had solid experience, but a perpetual mocking smirk when interacting with anyone but Toni.Act: What They DidThe first thing we had John and Sarah do was to create a clear and compelling mission, vision, and value statements. This would help everyone know why they were coming to work, and where they were going together, and how they agreed to behave. They posted these statements in the lobby, and the managers worked with smaller teams until everyone was on board.Next, we established Needle Movers together (first for the executive team and later for everyone) in line with the new mission, vision, and values, and radically increased accountability using weekly reporting and the Accountability Equation. We created a reporting process for the sales pipeline and marketing effectiveness metrics and set up an incentive plan for the consultants to source future sales.We also redefined the roles and responsibilities throughout sales and marketing to get the right people in the right roles. Some people were reallocated, and one or two were let go respectfully. Since the company had a history of high employee turnover it was key to minimize Critter State via thoughtful communication.John, Sarah, Toni, and Harry worked on their on key challenges. Toni got the tools to turn her department around. Harry was moved out of sales management and into the right role — marketing — where he is brilliant and a perpetual learner. He still reports to Toni, who now manages the sales team directly. Harry's initiatives have made Company X top of mind in their target market. Now that John and Sarah communicate more explicitly, they are no longer creating chaos, and Toni and Harry have developed a mutual respect for each other. Taylor had to be let go. He didn't want to uphold the company values and had burned too many bridges to be salvageable.ROI: What They GotAbout six months into the change process, things got pretty scary. The consultants became resistant and didn't want to work on internal projects for which they had no billable hours, and John and Sarah almost pulled the plug and reverted to chaos. Instead, they applied energy management tools, worked through their own resistance, recommitted, and held their team accountable to the direction they had chosen together. The results were not all immediate — patterns occasionally resurfaced and to be readdressed — but overall the results have been phenomenal. They zoomed through the $50 million inflection point and are preparing for $100 million. Their employee retention is now normal for their industry, and employee surveys show that engagement and satisfaction continue to improve. See acast.com/privacy for privacy and opt-out information.

Why do we make hiring and recruiting mistakes? Or even role assignment/placement mistakes?Often it's because we're rushed, we don't have a process that has been proven to be successful, or we don't have a clear profile of who we truly need in a specific role.But also it's because we don't leverage neuroscience.The Proven 3 Step Process To Get The Right Person In The Right Role Every TimeSo how do you get the right person in the right role? It's actually easier than you think. It requires a proven process, and that you don't cut corners.Credit: Getty1. Figure out where you are on the Inflection Point chart. See the chart below so you know the main people, money, model challenges, and opportunities your organization is in the midst of—and are around the corner. Look 1-2 years out and sketch out the org chart you'll need. Some of our coaching clients prefer a 1 year and 3-year org chart. We help them develop the plan for the immediate hires (so they can achieve the 1-year org chart with everyone at solid performance), then we help them create the organizational infrastructure to support their next inflection point of growth. 2. Once you have clarified the roles you need, dive into who the right person truly is. For this you'll need:a. The leadership level appropriate for the role (how much ownership do you want them to take?) What makes sense for this role? Check here: b. An impact description to ensure we know exactly what a great fit will be and what they'll own. Here's an example.c. If the role is senior, map out their decision space (what exactly will they have decision authority over). Here are some examples.All of the above will cause emotional engagement in the candidate's brain: oxytocin (yes! These are my people! I've found them), serotonin (wow, does it feel good to know I've found my tribe), dopamine (I can't wait to see what we create together!).3. Make sure that your recruiting process is working. The following makes all the difference (and see the proof below):a. Post the Impact Description I mentioned above – you'll get fewer candidates, but they'll be the right fit.“From May 9 through July 8 we ran an ad online. We had 14 applicants, two people were interviewed, and zero people were hired.Then we used STI‘s Impact Description format. Within *one week* we had 25 applicants, nine interviews, and seven very solid candidates. STI's Impact Description format made all the difference!”~ Justin RodriguezTalent Acquisition Manager, Principle Autob. Screen for Value Alignment digitally – if they aren't aligned with your values, they won't fit in with your culture. You can simply set up an auto-reply with 3-5 values questions and direct candidates to send the answers to a 2nd email address. When you read their answers to the values questions, you'll know who's aligned with you and who isn't.“We integrated your strategy for recruiting for value alignment and high accountability into our process. It worked out very well. We had 70 applicants for the position. Each applicant received an email from us and requested that they answer some values questions. 25 out of 70 responded! 7 were contacted and brought in for interviews. 2 were brought back for more than 2 interviews and we just selected the candidate today. I think this approach took 30 or more days off the process plus we calculate that the process saved us 60 team member-hours per candidate. The process also gives you more insight into the individual and you feel you know them a lot better which takes the risk-off.”~Steve OstanekPresident, Neundorfer, Inc.c. Screen for safety, belonging, mattering, and meta programs. You'll learn more by following the links I just mentioned, and here's a quick summary:To discover the SBM Trigger of your candidate:Ask: What is most important to you at work—please list in order of importance:You're in a team that has a plan, people have your back (this shows safety is important)You're part of the team, you have an equal value to others (this shows belonging is important)You're acknowledged and appreciated for your unique contributions; you are making a difference (this shows mattering is important)To discover the Meta Program profile of your candidate:There are many Meta Programs —about 60—per Leslie Cameron-Bandler. Think of each Meta Program as a color and each person a unique artwork formed by the combination of those colors. Here are the Meta Programs our clients find most impactful when recruiting:Direction: Toward-Away. Are you motivated to go toward a goal or away from pain? Think salesperson versus accountant: what criteria do they assess situations with?Reason: Options-Procedures. Do you like to have many options and choices, or prefer a proven step-by-step process? What feels right to you?Scope: General-Specific. Do you feel comfortable with a high-level overview, or do you want specific details? When describing something, do you start with the details or the summary?Orientation: Active-Reflective. Do you have short sentence structure and high action, or do you want to think about things first, using longer sentence structure with many clauses?Source: Internal-External. How do you know you've done a good job? Through external feedback or internal monitoring?So during the interview…Ask: What do you enjoy most at work/what makes work fulfilling? Why?Listen for achieving goals/accomplishment [Toward] OR solving problems/mitigating risk [Away]Ask: Think of a recent large purchase (like a car, home, etc.) or a big decision you made recently. Why did you choose the specific item you chose?Listen for having lots of options, choice, possibility [Options] OR having a proven process OR a story that had a number of steps that ended with the choice being made [Procedures]Ask: Tell me about your weekend.Listen for high level, net-net, executive summary [General] OR details and specificity [Specific]Ask: What's your approach when solving problems? How do you decide what to do? How do you do it?Listen for take action, charge forward, do it now, high bias to action [Active] OR consider, ponder, understand, analyze, THEN take action [Reflective]Ask: How do you know you've done a good job?Listen for external proof: achieve quota, win the contest, get praise from boss [External] OR “it's a feeling, I know I've done my best” [Internal]For more on all the above please see our Recruiting Process.Here come more good feelings and firing of hormones and neurotransmitters in the candidates and even the hiring manager's brains. Woo hoo!d. Use whatever tests you like best. Our clients like Caliper, Kolbe, Predictive Index, Achiever, Topgrading, More Than A Gut Feel among others.Tests are a good idea to check ourselves so we don't get too excited—let the prefrontal cortex (the analytical part of the brain) take over here and ensure the data backs up all the good feelings.The Net-NetUsing some basic brain-based tools can help you screen candidates more effectivelyIt's essential to move beyond the “rock star moment” of the interview and ask self-revealing questions to find out who the person truly isUsing these tools will save you time and heartacheHow's your recruiting going? See acast.com/privacy for privacy and opt-out information.

Meta Programs - The Basis Of Personality & How to Predict Behaviors | Real Estate DEconstructed by Douglas Elliman

Company Z, a financial services firm with nearly $100 million in annual revenue, was changing their business model. It was a big change—they were dumping one entire business unit and launching a new one. The team was none too happy about it. Some were fearful because they were employed in the now defunct business unit, and they’d have to learn new skills. The change was essential though, as due to market conditions the former unit would never become profitable.As you’ve heard in my past podcasts on change, not everyone in your organization is going to totally psyched and eager to celebrate change. And the biggest challenge with change is--drum roll please--resistance. But what most leaders miss is that resistance is simply the first stop on the quest for the holy grail: a new standard.From my work with hundreds of successful entrepreneurs, top executives, and political leaders, I’ve learned that organizational change is a continuum. It’s predictable, it can be guided, and here is how it works.First people start with resistance. Why? Because thanks to Rodger Bailey’s terrific research on Meta Programs, we know that 65% of Americans can only tolerate change if it is couched in a specific context. The context is “Sameness with Exception.” This means the “change” is really just an improvement to what we are already doing: the bad stuff is being removed, and good stuff is being increased. Seriously--this is the best way to package a change message. And don’t use the “c” (change) word—say “growth” instead.Back to CEO Jessica, who did a masterful job managing Company Z’s organizational change. Here’s how she did it.First, we trained the entire company on how change works and how to expect their brains and emotions to react. Jessica’s assistant used our Organizational Change Adoption Path graphic. She had it expanded, printed and posted in the conference room so everyone could openly acknowledge where they were in the process.Next, we laid out a plan to help the team navigate the five phases.Phase 1: Resistance: This phase can pass fairly quickly when the leader stresses the “same with exception” nature of the change. That’s exactly what she did.Phase 2: Mockery: I love this phase! It means people now have some emotional investment. They are past disinterest and resistance and we can engage them in telling us what they object to. We acknowledged their concerns and asked for their help in fixing what in the CEO’s growth plan was so “lame”. We asked for their agreement to follow the plan once their fixes were made. This led to…Phase 3: Usefulness: The “Mockers” worked through the revised plan with Jessica and us and some even--gasp--acknowledged what parts of it were useful. A few “Mockers” insisted on a few more edits, and the CEO agreed to about half of them with again the agreement of their support.This is the most important step, because when something is truly useful, the vast majority of people will use it again, leading to…Phase 4: Habitual: Now we’ve got the team members using something repeatedly, almost without thinking. Which leads us to…The final Phase. Phase 5: the New Standard: The behavior is becoming integrated into how they behave, and setting a new behavioral standard.This process can take months to years, based on how the leader manages the Organizational Change Adoption Path. With our client above, the change took 7 months to filter through all remote offices. Impressive.Jessica did a formidable job in managing, and capitalizing, on the social change that was happening throughout the business change. Brilliant leadership. Period.What organizational, and thus emotional, changes is your company going through? Try the above process and let me know how it works for you.Show Notes:Organizational Change Adoption PathHow to Connect More Deeply With Others See acast.com/privacy for privacy and opt-out information.

Episode Summary Our brain contains over sixty filters that drive and determine our preferences in how we think, feel and ultimately, act. These roots of our motivation are called Meta Programs. Get an overview of a few internal filters demonstrating how to use them to motivate yourself or, if you are in the service business, your clients, whom are all driven differently.   About the Host: NATHALIE PLAMONDON-THOMAS, Founder & CEO THINK Yourself® ACADEMY & THINK Yourself® ACADEMY for Kids Nathalie is the EXPERT with a PROVEN SYSTEM to get you transformational results. She works with people who want to find Confidence & Clarity to Unlock their Full Potential. She is international No.1 Bestselling Author of fifteen books on success, communication, wellness and empowerment. She is the Founder and CEO of the THINK Yourself® ACADEMY, offering leading-edge courses, training and events. Along the past 30 years, she has inspired over 100,000 audience members and empowered thousands of clients internationally to get rid of their negative self-talk. She combines over 10 years of experience in human resources, 25 years of experience in sales and over 30 years in the fitness industry. In 2007, she was "Fitness Instructor of the Year" for Canada.   Links: nathalie@thinkyourself.com www.thinkyourself.com https://www.facebook.com/nathalie.plamondonthomas https://www.facebook.com/ThinkYourselfAcademy https://www.linkedin.com/in/nathalie-plamondon-thomas-6b3262a/ instagram: @nathaliepthinkyourself twitter: @thinkyourselfac   Book your FREE 15-min Virtual Coffee: www.thinkyourself.com/schedule   Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.    

A great relationship is about two things, first, find out the similarities, second, respect the differences. Unknown In this episode I talk to Sarah Scarratt about how her noticing the different metaprograms of family members is a route to harmony ! You can find out more about Sarah on her website: www.sarahscarrattcoaching.com Want to find out more about personal effectiveness and NLP ? My books are available on Amazon: 'The Intention Impact Conundrum' Check it out HERE 'Everyday NLP' Check it out HERE

In our 40th episode, we discuss for each pattern, what it means to exhibit a certain pattern, how to determine a pattern and the influencing language for each pattern. We repeat working organization, the patterns of how people sort their world - people, place, thing, activity, or information.  At work, if a person is a high people-sort, yet they are in a job that centers mostly around processes and information, they will not be productive. Every job has a profile, having the right person to fit the profile will ensure that work gets completed and the person is happy in the job. The same goes for Self/Other, and Rule Structure. Self/Other is a pattern that helps people determine where a person puts their attention - on themselves or on themselves. This pattern distinguishes between those people who give and respond to feedback that lets them know how the conversation is going. The Rule Structure pattern has 4 categories: my/my, my/./ no/my, and my/your. Helps determine what rule structure a person uses and whether they will be suited for a certain type of work. And finally, the Convincer Channel and Mode. This is how a person is convinced - either see, hear, read, do - and what mode they use to be convinced - number of times, over time, consistently (never quite convinced) or automatic.

We visit Working Organization (primary focus) again (People, Place, Activity, Thing, Information; see EP #38) and Working Scope: General or Specific. Since Working Organization is explained in EP #38, we go to General or Specific. General or Specific whether a person likes the big picture or overall design of something or if they want the details. This pattern is important when it comes to communication in general. A "general person" likes summaries and overviews but does not like to get mired in details. The "specific person" likes details and finds the general communication random and hard to understand. A "general" can understand 'general' or 'specific'. The "specific" understands specific only. The General pattern is the absence of the Specific pattern. The hallmark of the Specific pattern is use of proper names, adjectives, adverbs, sequences, and modifiers. There is a pattern that features both General and Specific. This person can see the vision for the whole project and attend to any level of the projects as well.

In this episode, we continue exploring the sorting patterns of humans to determine where our motivation comes from, our motivation reason, and motivation decision. Each of these patterns determines whether we store our standards inside of us or outside, whether we like to follow set procedures or like generating alternatives and how long we will go before a significant change in a particular context. These are important traits when it comes to how we communicate and influence someone, whether we are competent in accomplishing specific tasks or reaching goals, learning, or whether a particular job is right for us.

In this episode, we talk about two Meta Programs that describe why we do what we do. The pattern identified as level of activity is all about when a person is proactive or reactive. Another way to think about level of activity is when we initiate or wait. The other pattern that we discuss is motivation direction and this refers to move away from or move toward. In other words, motivation direction refers to when we move toward a goal or away from a problem, toward pleasure or away from pain. Tune into this episode to learn how to identify these patterns and what implications they have on our behaviors.

In this episode, we work to explain what Meta Programs are in terms of NLP and the subconscious mind. Meta programs are the deeply rooted neurological processes that manage and direct other mental processes. What we pay attention to, how we feel about money, and how we respond to change all stem from our subconscious programming. This is the first in a series of episodes in which we will unpack these programs and their implications.

An upcomer in the Democratic primaries, Pete Buttigieg, recently did an interview with Margaret Brennan of CBS's Face the Nation. We are able in this episode to understand how Mayor Pete has gained so much traction in the race due to his midwestern style of communicating and how he uses metaphors and values. In this episode learn: Why Pete says we need "new voices" and how it relates to one irrevocable quality of a candidate How he has been pushed to be more progressive and why Bernie Sanders is a sticky subject Why politicians are trained from day 1 to avoid horse race questions and instead pivot to this strength Freedom "To" do something vs Freedom "From" something, and which he uses most Playing with time - Future pacing and the ladder backward technique How climate change has become a Democratic talking point on security issues Joe Biden's big mistake according to Mayor Pete How we represent the world: Seeing, Hearing, and ... Tasting? The ways to have better wages, a better standard of living, and a better social fabric. What "Feeling like Americans" really means Pete's biggest weakness that is revealed in this interview And more! Remember to visit our website (http://www.subliminallycorrect.com) to get more information about each episode. Have you supported the show recently? Start now by supporting us through Patreon (https://www.patreon.com/subliminallycorrect)! You can also follow us on Twitter (https://twitter.com/SubliminalPod) and Facebook (https://www.facebook.com/SubliminallyCorrect/)! (Theme Music: "Night Owl" by Broke For Free from Free Music Archive, CC BY 3.0)

In this episode, we dive into the language and behavior patterns of motivation. When it comes to our Meta Programs, or subconscious patterns, we either move away from pain or toward pleasure when in regard to pursuing a goal. We dissect all of the traits and implications that surround both of these patterns.

What is a meta-program and how does it help you become a better persuader?  A meta program is the way we lean most of the time in terms of the way we act and react to most stimuli.   We all hate to be put in a box and categorized, but the reality is that (most of the time) we are predictable.  Sure, people can never be 100 percent predictable, but you will be amazed at how predictable we actually are Meta-programs are essentially the “looking glasses” through which we view the world.  The classic “Is the glass half full or half empty?” is a perfect meta-program example.  Meta-programs control our personality and therefore how we behave and how we liked to be influenced. For instance, do you tend to be more of an active or passive person?  Do you focus more internally or externally about the world around you?  Two people may interpret the exact experience from totally different angles. Find out your own meta programs and how to adjust your persuasion for each meta program.  Join me for this week’s podcast on Meta Programs and Mindset Get my best-selling book for FREE  

In this episode you will discover simple strategies to keep your motivation high so you can stay in pursuit of your dreams. Learn the connection between motivation and commitment. Plus, NLP basics to help you manage your mind and clearly envision a future you will love. Here is the free worksheet to get you motivated again 

Have you ever tried to figure another person out? We're all guilty of doing it. According to NLP, we presuppose that everyone is operating out of their own unique model of the world. The problem is, there are as many models of the world as there are people. This is where meta-programs come in handy. Meta-Programs operate at a level above the content of our consciousness. There are 5 types of meta-programs and 51 meta-programs in total. Come take a listen as we dive into each one.

Can your personality type change?  A recent article from Psychology Today seems to think so.  It's not uncommon for many to become more friendly (or less friendly) the older they get.  Check out the article here for more info. Did you know there are over 60 different personality types?  This has led many to try and simplify the science of personality types down into sixteen, or even as few as four different categories.  On this episode, Kurt and Steve give a compelling argument as to why peresonality types could be scraped all together, due to the concept of "meta programs."  This allows a persuader to quickly isolate the key patterns in their prospects mind craft their message accordingly. On this week's persuasion blunder, we see a text book example of a teenager unable to assess long term consequences. 

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. In today’s last episode in the series we cover the following topics: Moving from programs to no programs Practices to arrive at no programs Honorable closure for this stage of […]

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Nature of Reality & knowing the spirit Something is real Nothing is real Everything is real How do you know it Clash of experience […]

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Engaging the Spirit: Religion and God Definitions of God No god, one god, many gods God at the level of culture Mismatch of personal […]

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Ed Hall: Time, Space, Context – Introduction Time Moving between cyclical & linear time Space Context Can it be changed?

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Levels 4-8: Structures

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Levels 3-7: Power

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Levels 2-6: Relationships

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Levels 1 & 5: Survival, Time & Consumption

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Orange Green Yellow Turquoise The Four Axis

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: What is SD Beige Purple Red Blue

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Definitions How is it relevant Calibrating Deeper levels Authority for procedures and options Moving from one to the other

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: How do we understand it Characteristics of people with strong goal or problem orientation What happens when you are forced to switch Moving between […]

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Preferential Awareness Filters (people, activities, location, thing, information, etc.) Definitions Examples How it is useful

In this series of conversations we extend the notion of Metaprograms beyond NLP with many other streams of thoughts. This series starts with podcast #167. Today’s episode includes the following topics: Time Orientation (Past, Present, Future) Definitions Exercises Using time orientation

” Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]

” Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]

” Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]

” Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]

” Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]

Meta-programs in general are programs that create, control or make decisions about programs, such as when and how to run them, preferred and unpreferred programs, and strategic choices of fall-back or alternative programs. Neuro-linguistic programming (NLP) uses the term specifically to indicate the more general pervasive habitual patterns commonly used by an individual across a […]