A colleague from the UK mailed me saying: “I suppose what I have difficulty with is … if ‘personality’ is situational, in other words we are ‘at cause’ and can choose to be whoever we wish to be depending upon our outcome and upon our context, then how could we ever measure that? Personality from this perspective is not a stable trait which can predict certain behaviours and language in certain contexts, it is simply what someone chooses to do Continue reading
Meet Heleen van Elburg, a Dutch trainer/coach who works primarily in team building and recruitment. In this video she describes how she uses MindSonar in recruitment and to help teams become more efficient.
It is interesting to hear Heleen describe how, in recruitment, she looks at profiles in four different ways. She goes beyond recruiting and selecting the candidate. She also works on the fit within the organisation after the person has been selected.
Knowing how someone approaches a task and treats information can give you incredible clarity and insight into how they will be the most productive, along with how they will go about making a decision.Continue reading
A colleague from the US asked me: when profiling for a new team, would I want to see great diversity? In my mind that would make sense, but in reality I might want to see it aligned in some areas. What is your opinion?
In my opinion, the desired meta programs depend on what the team needs to accomplish. A sales team is different from a policy team. So in terms of priorities I would say: first of all you want the team to have the required meta programs and values to be successful at their main tasks. Once that is accomplished, you want to have as much diversity as possible. It is a bit like the relationship between towards (achieving goals) and away form (solving problems) in coaching. You want away from in the frame of towards. With team you want diversity in the frame of alignment.
If you want to put it in a procedure (which I often like to do) it would be something like this:
1. Define what the team’s main task is
2. Define what the necessary meta programs and values are for that task.
3. Make sure some team members have all (or as many as possible) of those thinking style elements.
4. Find additional team members how have some task-critical meta programs but who also have some meta programs an/or Graves drives that are distinctly different.
5. Explain thoroughly to the team why you composed them like this, and what the benefits of thinking style diversity are.
6. Prepare the team for dealing comfortably with conflicts that may arise from this engineered meta program diversity.
Good luck!
The Dutch Society for NLP made a professional looking series of movies about the ‘Emergence of NLP in the Netherlands’. Since Jaap Hollander and Anneke Meijer brought NLP to the Netherlands, they were interviewed too. One part of the movie is about MindSonar and it was recorded in English, so we thought we’d put it here for the international MindSonar community.
The Meta Program distinction that we will be exploring this week has a huge impact on how people make decisions, as well as what motivates them. You will notice an increase in your effectiveness in dealing with others if you know which Meta Program they are operating out of in that specific context.
Internal vs. External:
“Who Decides, Me or Someone Else?” How do we know when we’ve done a good job? Is it an inner Continue reading
