On entry-level NLP courses, students are often taught not to ask “Why?” when helping someone to solve a problem. And rightly so – human thought processes are very different from mechanical processes like production lines, not least because their workings cannot be directly observed. “Why?” doesn’t make it into NLP’s Meta Model toolkit of questions
“It is not so much, “is my question leading to right or wrong answers?” but rather “What effect is my question having on our lives together… Is it strengthening our relationships?” David L Cooperrider, Appreciative Inquiry: A Positive Revolution in Change The traditional sequence of activity in organisational change goes: gather information, analyse it, prescribe
“This is my simple religion. There is no need for temples; no need for complicated philosophy. Our own brain, our own heart is our temple; the philosophy is kindness.” ~ Tenzin Gyatso, 14th Dalai Lama Thanks to Sarah for the quote.
1. Strengths-based, inclusive strategic planning. To build a future vision that everyone can feel part of, you need a format that can discover and build on those strengths and generates enthusiasm and energy at the same time. You don’t have to sell the resulting vision or get ‘buy-in’ – the participants already own it because they
