NLPBC Philosphy, Approach and Criteria for Predicting Success

Individuals don't need to be “fixed”; they need to expand their behavioral flexibility and develop skills in responding to situations.

The individual's current behavior isn't “wrong”; it is appropriate in somecontext and should be restricted to that context.

The individual is rarely solely responsible for the “problem”; there are usually systemic/organizational factors which need to be examined and addressed.

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An objective and scientific approach by using Values & Motivational Typology™ for self assessment and a feedback instrument for measuring results.  

These tools:

Help us better understand the scope and importance of the “Core” issuesinvolved in the coaching engagement.

Help the individual understand how s/he is perceived by others, and how s/he might increase her/his effectiveness.

Provide the basis for creating and implementing an “individual coaching plan”.

Provide the basis for measuring the effectiveness of the coachingengagement.

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The following conditions are predictors of success in any coaching engagement:

The individual wants to increase his/her flexibility.

The individual understands the importance of increasing his/her flexibility in dealing with management/interpersonal situations.

The individual's manager supports the coaching process, and is willing to provide ongoing coaching after the engagement is completed.

The Human Resources/Personnel manager supports the coaching process, and is willing to help identify and address organizational/personnel core issues which will impact the individual's ability to successfully change his/her behavior.

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For more infromation contact:

Michael J. Lofrano, President

732-240-9017

consult@nlpbc.com