NLP in business – an introduction

by Confident Factor on September 20, 2013

Are you curious what NLP is all about and how it can help you in business?

NLP thinking and processes make a big impact on the way that we do business today

and on the world of your personal development.

What will the workshop cover?

  • Understanding  NLP – how it can support you
  • Rapport – the art of making a connection with people
  • Rep systems – communicating effectively with others
  • Well formed outcomes – what goal do you really want?
  • Techniques – practical, simple advice on how to start building your own skills
  • Post-workshop online support for you

Who should attend?

Owners, managers and staff of small to medium enterprises who want to improve their awareness.

Why not come along to this workshop where you will gain a broader understanding with your facilitator  Tom O’Connor, who adopts an enthusiastic, but relaxed approach using practical and group exercises?



The job is redundant, not the person

by Confident Factor on May 9, 2013

Previously, in work – you had a “job for life” irrespective of your performance contribution.

However, currently even “good” performers no longer feel safe as the perception of redundancy is more centred on immediate profit through reduced headcount rather than increasing profitability through improved performance management.


  • Loss & Doubt- the public sector in particular, it’s more real and it’s about survival.
    Ranging from
  • “the fear” (of redundancy) & associated “stigma”
  • the inability/ability to “cope”
  • being “rejected” & “why me”?
    Some public sector clients even suggest the differing approaches between themselves and the private sector are too big.
  • Discomfort & Discovery- they welcome redundancy – it’s what they’ve been “waiting for”
    Planning their next step
  • embarking into the “entreprenuerial world” – realising their true potential.
  • the immediate reward of the “payoff”, as recognition of their loyal services
  • enjoying that special holiday, treating the family or simply paying off debts.
  • Understanding & Integration- clients want to explore options if they were affected in the near future.
    Identifying options
  • what they “really want” from work
  • if the “here and now” is enough for their appetite
  • should they “try something new”?
  • Whilst it is said “It’s the job that is redundant, not the person”, I have yet to meet anyone who feels that way to start with.

    Business cases for redundancy vary considerably, some have clear logic linked to their market place stratgey, others apply a “one size fits all” % age reduction, whilst others appear quite flawed, using the “banner of redundancy” to justify previous weak management & leadership.

    The individual’s emotions, concerns, anxieties and damage to confidence & self-worth is understandable, not just to them, but their family and friends.

    In addition, often the damage, guilt, disruption and sometimes jealousy from fellow work colleagues (not made redundant) is hugely mis-understood by employers.
    This leads to huge post-redundancy under-performance and a decline in colleague overall satisfaction leading to increased attrition.

    Some clients carry “guilt” and/or “anger” long after redundancy, citing:-

  • The way they were treated
  • Felt de-valued
  • Felt betrayed
  • Not treated like real people
  • Felt dis-empowered
  • Felt no point working hard again..this then promotes negative feelings, soul destroying, destructiveness and reduces their chances of re-employment.Positioning the client to accept “their role was made redundant, not them”, can often support them to “consciously move on” and explore other poistive options.

    Once we “re-position” the client using NLP “timeline” techniques, they are more likely to explore opportunities this new situation offers, often utilising their current considerable skills.

    “Timeline” is about thinking of a time prior to redundancy, when work was good and what contributed to that experience.
    We then “walk through the timelines” straight through redundancy to the present, capturing the good things about work.
    We ask them to notice as they stepped over the redundancy, to consciously keep walking, and notice they were walking away from it and carryon until they felt good, identifying where it was previously, now and the future.

    Following this, the client has a greater understanding of redundancy, how it truely affects them, their strengths, development opportunities, and enhanced awareness of available options.

    So, if you are facing redundancy, accept there will be loss & doubt and try looking beyond the “here and now”, recognising that you are still the same uniquely talented individual and that potential employers would be delighted to have you.

    What if you are the employer whose thinking about redundancies?

    Think about the important role and impact you have throughout the process?
    Redundancy can be a positive experience if managed professionally. If not, it can have long-term affects on a person’s self-worth and confidence and have an equally detremental affect on the business performance.

    Finally, however we arrive at making ‘jobs’ redundant, we really do need to remember – it’s people that it happens to!

    if you would like to know how we can support you or your business through the redundancy process, please click on this link: redundancy coaching

    thanks for reading this and please comment below

    kind regards




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