To count or not to count…

Counting my breaths is a habit that has become ingrained by years of Ashtanga yoga.  Five breaths in this asana, twenty breaths in that asana, oh and a hundred breaths in Tolasana (that was always a challenge); I counted my practice away until it was over.

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And now my yoga has slowed down, but I still count the breaths – ten breaths, twenty breaths, thirty breaths.  I’m still counting!

There are definitely some benefits to counting.  It’s a good way to measure the time in an asana and regulate the practice.  It helps me to ensure I challenge myself sufficiently, without letting myself off the hook as soon as I start to feel any discomfort or impatience.  It helps me practice evenly in the poses I like and the poses I don’t. It does help to focus the mind. Focusing on a count is obviously better than focusing on tonight’s supper or the things I must not forget to do tomorrow!

And yet, the more I practice and count, the more I feel that counting is actually distracting me from being really aware of what is happening in my body.  I am focused on the counting in my head, instead of being fully present to the sensations of my legs, back, arms or even breath. I am slightly disassociated from my body when I count. I am focused on the end goal, rather than the moment, and sometimes my breath speeds up if I am particularly eager to reach that goal.

And yet, when I don’t count, it is a real challenge to judge how long to stay; staying long enough for the asana to be challenging, yet not so long that I lose my sense of ease and balance.  It’s a new skill to notice the beginnings of discomfort, acknowledge them and then decide to continue a little longer before choosing the right moment to complete the asana.

I often get into an internal narrative about how long I have been there, and whether it is long enough, and of course that is even more distracting than counting.  Some days I am impatient and can’t wait to move on, while other days I get so comfy in a pose I could stay there all day, so my practice is less even.  I don’t know whether that matters or not. Maybe I just need to acknowledge that every day is different.

Of course, there is always the kitchen timer option!  A timer can be useful for longer, restorative holds, as it does get rid of that internal narrative about how long I have been there.  With a timer, it is easier to let go of impatience and allow whatever is there to be.  But it also removes the challenge of listening to my body and making the right judgement.

And like so many things in yoga, there is a metaphor for life here too.  How many times do I set myself a target of work to do, and complete it no matter what (even when I am tired, thirsty or need the loo); I ignore the inconvenient messages from my body.  Whether it is completing my blog post before I go bed, tidying one room of the house every day, sorting out my email box before I go home or analysing that spreadsheet before I move onto another task, I set myself goals and focus on completing them, rather than truly listening to my mind and body, and using that to judge how much to do.  I would probably be healthier and more productive if I took that break when my body is sending me thirsty/tired signals, rather than soldiering on to reach the target I have set myself.

So, later today I need to tidy and sort out my younger son’s bedroom (with his help, I hasten to add).  Should I:

  • A) Work for half an hour and then stop, no matter where I have got to
  • B) Do half a bedroom and then stop, no matter how long it takes
  • C) Stop when the time feels right – when I have made some decent progress, but before I feel tired and irritable (even if that is not very long at all!)

Answers on a postcard please….

 

 

Present Moment Wonderful Moment

“Breathing in, I calm my body.

Breathing out I smile.

Dwelling in this present moment,

I know this is a wonderful moment.”

This is a really simple but brilliant mindfulness exercise given by Thich Naht Hanh in his book Peace Is Every Step.

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Whenever you feel regretful or sad about things in the past, and mistakes made, or when you find yourself worrying about things that haven’t happened yet, you can use this exercise to let go of your anxiety and rumination and ground yourself in the present moment. You can repeat the exercise a few times, connecting each line with your breath, in and out.

You can do this at your desk, sitting in a traffic jam, in a meeting or standing in a queue. It’s a great way to connect to your breath at any time of day.

Of course, you might be wondering what is so wonderful about the present moment! Good question! It’s worth taking a minute to think about it. What can we say?

Well, for starters, you are alive, and that already makes this present moment better than most of the present moments there have ever been. Sometimes, that is enough.

Chances are, unless you are in a war zone or trying to cross a busy road, you are physically safe and that is a bonus. You are may even be experiencing comfort, a lack of pain, lack of hunger and thirst if you are lucky.

Most of the time, if you look about, there is something you can take pleasure in – a pretty flower, a handsome tree, a friendly work colleague, your home comforts, children playing or people helping each other.

But best of all, in this present moment, none of the mistakes and losses of the past are real any more. None of the possible things that could go wrong in the future are real. The only thing that is real is what you can see, hear and feel right now, and most of the time, what you have right now in the present moment is pretty good.

 

Fourteen Books That Might Change Your Life

image.jpegLike Hermione Granger, if in doubt I go to the library. Many times in my life, I have been full of doubt or negativity, and the right book has come along at the right time to help me turn things around.

So, these are the books which have changed my life at different times.  I’m not saying they are the best spiritual guides out there, just that they are the books that came and spoke to me at the right time in my life.  Maybe it is a right time in your life for one of these books!

Benjamin Hoff – The Tao of Pooh

I was given this book as a teenager, by my Mum, and it was my first introduction to Eastern philosophy.  It’s a simple book, but was very comforting at the time. It makes Taoism very accessible.

Anne Dickenson – Assertiveness

I found this book as a teenager, just as I was getting into feminism and political activism.  I was a very unassertive teenager, and this book helped me claim my right to express my point of view.

Carl Rogers – Client Centred Therapy

His concept of unconditional positive regard is a beautiful one, and learning to extend acceptance and warmth to others, we inevitably learn to extend it to ourselves as well. This book changed my relationship with m,y clients, but also with myself.

Thich Nhat Hanh – Peace Is Every Step

This is a beautiful and easy introduction to mindfulness and meditation from a Vietnamese monk.  He is super practical and gives mindfulness activities that you can do while washing up, in a traffic jam or answering the phone. This book helped me appreciate the beauty in the present moment long before I did any kind of meditation course.  I have to thank my step-father for this gift.

Martin Seligman – Learned Optimism

I read this whilst the organisation I work for was going through a major restructure and redundancy exercise. This book helped me to recognise some pessimistic thought patterns that were making me feel mildly depressed, and I was able to re-write my internal script with the help of this book, and feel a lot more optimistic. Seligman is a leading expert on cognitive behavioural therapy and positive psychology, and this book is very practical.

Patanjali – Yoga Sutras

I first read the Sutras when I was doing a Yoga Mind course with my yoga teacher, Ade Belcham.  This book and the discussions we had transformed my whole understanding of yoga and changed they way I think about my practice quite profoundly.  It’s often said that the Sutras are like an onion and you need to peel away the layers with each read, and I think that is true. Definitely one to re-read.

Martha Beck – Finding Your Own North Star

This is a career development book that both annoyed and challenged me. Beck’s book is a guide to finding your true calling or dream job, and I often find these sorts of career books slightly annoying, for reasons I will explain in a future post. But this book did really challenge me to identify what I really wanted to achieve with my working life. It’s career planning with a spiritual heart, and that is much needed in the modern world.

Donna Farhi – Bringing Yoga to Life

This is a wise guide to taking the lessons of yoga off your mat and into real life. A lot of what she says about yoga at different stages of life really resonated with me and inspired me to deepen my practice.

Tara Brach – Radical Acceptance

This book takes mindfulness and meditation a bit further, and talks a lot about acceptance (as the title implies) – of difficult emotions, limitations, loss – and gives brilliant guidance on how to sit with those difficulties and just let them be.

Carol Dwek -Mindset

Dwell has researched the difference between the fixed and growth mindset and through many experiments, has shown the power of the growth mindset. This book made me very conscious of the language I use, with myself, my kids and at work. It gave me confidence that it is ok to make mistakes and more important to focus on learning and getting out of my comfort zone.

Sheryl Sandberg – Lean In

Sandberg’s book was quite controversial when it was published, but it gave me  the professional kick up the backside I needed, at a time of self-doubt.  It’s a call to professional women to stretch themselves at work rather than hideout in the shadows.

Mark Williams, John Teasdale, Zindel Seagal and Jon Kabat-Zinn – The Mindful Way Through Depression

This was my introduction to structured mindfulness and I first did the eight week mindfulness programme from this book.  There is a great CD of guided meditations that comes with it, which I still go back to if I need some focus. Karat-Zinn has a lovely voice that instantly makes me feel peaceful. It’s also a very clear explanation of the theory of mindfulness, and you definitely don’t need to be depressed to read it.

The Charisma Myth – Olivia Fox Cabane

This sounds like it is going to be an awful book for people who want to make it in sales or as the next CEO, but it is actually a rather lovely book that is very rooted in mindfulness and body awareness.   She talks a lot about the power of “presence” and developing real listening skills, about developing more positive mental dialogue and being more aware of body language and how that both influences your own mental state and how others respond to you.  It’s more a book about how to be your best authentic self than how to perform for others. Great if you are training, chairing meetings, networking, or influencing people.

Eastern Body Western Mind – Anodea Judith

This is my current read. It’s a fascinating guide to the chakras, explaining them using concepts from Western psychology. The chakras are linked to life stages and developmental tasks as well as energy flows, and this book explains how childhood experiences can impact on the energy balance we experience as adults, and the behaviour and thought patterns we enact.

I hope one of these books speaks to you as well, at a time you need it.

Which books have changed your life? You are welcome to add to this list in the comments.

Really Simple Meditation

image I talk a lot about meditation in my posts because it has transformed my life in numerous ways. I’m not particularly good at meditation – I often get bored or distracted – but that’s not the point. I do stick at it, and one thing I know for sure is that the more I meditate, the better my life gets. It’s not that bad things don’t happen, but I navigate them so much better.

When I meditate, I feel happier and find more joy in my daily activities. I walk around smiling for no particular reason. I connect better with other people and find myself starting conversations with strangers instead of being in my own world. I’m less irritable and more compassionate. And more good things happen!

Meditation can be really simple. Anyone can do it. You don’t any special equipment or a guru (although a teacher can really help). You just need a bit of quiet.

So, here is my simple guide to getting started:

1. Find somewhere quiet to sit and turn off your phone. Ask people not to disturb you. You can sit in a straight back chair or on a cushion, but be comfortable.

2. If you are in a chair sit up straight with your feet flat on the floor. If you are on a cushion, sit cross legged or kneel. Sit up nice and straight, so you feel alert rather than slouchy.

3. Start by focusing on your breath. Just notice it to begin with, and see if it is deep or shallow, fast or slow, even or irregular. Then start to lengthen your breath by counting slowly to 3,4 or 6 on the in breath and the same number on the out breath. Just keep going like this, staying focused on your breath.

4. Your mind will inevitably wonder because this is what minds do. They are very busy! When you mind does wonder, just notice what has happened, and take your focus back to the breath. Don’t criticise yourself, you are not doing anything wrong.

5. After a while you can let go of the counting and just notice your breath. Notice how it feels as it comes in and out, around your nostrils, chest, rib cage and stomach

6. Carry on for five, ten or fifteen minutes. It is helpful to set a timer, so you don’t have to keep looking at a clock. Or, if you don’t want to use a timer you could try this: the first time you a have a strong urge to stop, notice the impulse and come back to your breath, the second time you have an urge to stop, come back to the breath again, and the third time you have the urge to stop, then finish for the day.

7. Try to meditate every day to see the real benefits.

When you are are getting started, it can be really helpful to use a sound file to guide you through.  My favourites are the Danny Penman Frantic World files and they are freely available on his website.

Even better, try an eight week mindfulness course. You will need to commit to meditating every day, and you will get lots of support from the teacher and your group. It helps to keep you motivated and deal with any difficulties that arise. I did mine with Sue Weston but there are courses all over the place.

Above all, just keep practicing every day, even if it is boring and uncomfortable, and you feel too busy! It will start to make a difference.

Getting Comfortable with Discomfort

“One can choose to go back towards safety or forward towards growth. Growth must be chosen again and again, fear must be overcome again and again.” So said Abraham Maslow, and he did know a thing or two about personal growth, self-actualisation and the hierarchy of human needs.

Every day we are faced with the choice of whether to take the safe and comfortable option, the familiar path, or whether to do something new and challenging even though it makes us uncomfortable.  If we take the safe option, we know we will feel ok but it’s unlikely we will learn anything new about ourselves or the world. If we take the riskier option, we could fail, but even if we do we will be learning something new and growing our capabilities. To grow to our full potential we need to be challenged and exposed to new ideas and ways of thinking.

A good reflective activity is to think about what we have done in the last few weeks that has stretched us.  I’ve often sat down with clients and helped them map out their comfort zones, stretch zones and panic zones as a diagram.

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The comfort zone is those tasks that are easy, unchallenging and possibly relaxing. My comfort zone is the routine of dealing with my usual work tasks, working with my regular team, relaxing over a TV series with my family, curling up with a good book, catching up with my close friends, my drive to work, my regular yoga class. I enjoy most of these activities but they don’t challenge me.

The stretch zone is the activities which make us a little anxious, because they are challenging or unfamiliar.  My stretch zone currently includes delivering webinars, training managers on new areas of work, going to a new yoga teacher and travelling on my own.  I recently did a zip wire activity high up (with harnesses) with my kids and took my 94 year old grandmother shopping with her new buggy; the activities were challenging in quite different ways. Work activities that I haven’t done for a while often sit here (configuring the annual appraisal process, for example) as do new tasks for which I already have the skills (planning an assessment centre). Receiving critical feedback or complaints is also a stretch; it’s never entirely comfortable.  These activities made me nervous, but in the end I was really glad I had done them, and I felt more confident in my abilities as a result.

My yoga teacher has recently introduced Hanumanasana (monkey pose or the splits) to our yoga class. It is definitely not in our comfort zone but there is something exciting about it and it does create a buzz in the class.

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Every time we do these stretch activities we grow a little. We learn more about ourselves by seeing what works and what doesn’t. Sometimes we find we are capable of more than we thought. When we succeed it is a real achievement. If we get comfortable with these activities through repetition, they become part of our comfort zone and the comfort zone grows bigger.

The panic zone is the activities which are too much of a stretch and we aren’t ready for them so there is high chance of failure.  In the panic zone we can’t think straight so we may not learn so much. My panic zone includes sorting out certain technical problems with the computer, climbing without harnesses (I am a bit scared of heights), karaoke (based on a traumatic experience of auditioning for the school choir 30 years ago – I didn’t say it was rational!), picking up big spiders and dropping back into a back bend in yoga ( even with the teacher holding me, I just can’t do it).  The panic zone is generally not such a useful place for growth, and may even be downright dangerous. However, sometimes it’s possible to build up to these activities in small steps, (holding gradually bigger and bigger spiders, for example) so that what was previously in the panic zone becomes part of the stretch zone.

In yoga there is a similar concept to the stretch zone, sometimes referred to as the edge. Stretching to your full extent is definitely uncomfortable, but it shouldn’t be painful. We are always looking for this point of challenge in yoga, and then using the breath to find steadiness and ease at the edge of our current ability.  We bring mindful awareness to all the physical sensations, recognising when to keep stretching and when to back off. We also notice thoughts and feelings that arise (“when can we stop?”, “I think I’m doing quite well”, “why am I so stiff?”, “I used to be able to this better”) and learn to let them go, bringing focus back to the breath and body. The impulse might be to come out of the pose but we learn not to mindlessly follow the impulse but to notice it and then decide what to do for the best.

This can be a great bit of yoga learning to take off the mat and into real life. In our working lives and in making career changes we often need to put ourselves in the uncomfortable stretch zone area to achieve our goals. A young person might need to pluck up courage to travel on their own to an open day. A career changer might need to approach a potential employer to find out about opportunities. A competitive job interview is rarely in the comfort zone.  A new manager will be in the stretch zone as they work out how to relate to colleagues in different way. A manager might need to have a difficult conversation with a team member or introduce changes to their area of work. Organisational change always brings a level of discomfort to everyone involved.  Uncomfortable situations provoke anxiety, and our anxiety can impact on those around us if we are not aware enough to manage it.

This is where mindful awareness of reactions to stretching activities can be so helpful. When asked to do a challenging activity, one impulse might be to make an excuse for why it can’t be done. However, by noticing that impulse as it arises, we can chose whether to respond in that way, or choose another response. In approaching a difficult conversation, mindful awareness of bodily reactions and facial expressions can serve as a reminder to ground ourselves first with some deep breaths and compassionate thoughts before tackling the conversation. We can spot a self-critical inner voice that only serves to make us feel anxious about a high stakes event, and choose whether to believe it or not.

By learning to pay attention to our reactions in uncomfortable situations we can learn to feel our way through them mindfully. We can learn the difference between uncomfortable stretch and the sort of pain or panic that means we should back off. We can learn to notice our thoughts and know that they are just temporary mental events rather than reality. By being more aware of impulses, we can take control of them rather than mindlessly responding to them. Self awareness helps us to find a level of comfort in discomfort.  It is ok to be uncomfortable!

 

 

 

Self Compassion as a Career Management Skill

Self-compassion is a skill that is often lacking in the workplace. We often drive ourselves very hard to achieve or simply to keep up, even when it damages our health. We don’t always cut ourselves a lot of slack when we struggle to balance our work life and family life or cope with challenging problems. Many people are dogged by a self-critical voice that pipes up every time a mistake is made with variations on the theme of “you just aren’t good enough” or “you should be ashamed to have made that mistake”. When faced with a new challenge, the inner critic reminds us that we probably won’t succeed and may just end up making a fool of ourselves.  Moreover, we often believe that we are the only people who suffer in this way.

Self-compassion is our ability to be kind, forgiving and accepting of ourselves.  It is our ability to care for ourselves in the same way we would care for a child or dear friend: with tolerance, warmth and nurturing. We can  be self-compassionate whilst recognising that we make mistakes and have many imperfections and limitations.

In that sense, it is different to self-worth, self-esteem and self-confidence, which all invoke more evaluation of how good or bad a person we are (often in relation to others) or how good or bad at doing something we will be. There is a judgement involved and the positive evaluation of ourselves is often dependent on us achieving certain things.

Self-compassion is a warmth towards our selves simply based on the fact that we are human. We don’t need to be good at anything or successful at anything to be self-compassionate; we care for ourselves just as we are. In this respect, it is rather like Carl Roger’s concept of unconditional positive regard except it is directed towards ourselves instead of others.

There are many meditation practices that help people to develop self-compassion. One example consists of visualising a wise being who sees our inner most thoughts and secret actions and offers us warmth and acceptance just as we are.  You could also try this guided Befriending Meditation by Danny Penman.

In yoga, we learn to cultivate steadiness and ease in our bodies rather than strain, and learn to accept our physical limitations with kindness. It is a good lesson that can be taken off the mat and into our lives.

Cognitive Behavioural Therapists help their clients to be more aware of how their inner critic may be sabotaging them and teach their client to replace this voice with a more positive and encouraging voice. The client can learn to recognise where their internal narrative is critical, unkind or even abusive, and learn to challenge it. So if the inner voice says, “you are going to mess up this presentation” they can become aware of this thought, and consîder what evidence there is that the thought is actually true. There may in fact be evidence, perhaps previous successful presentations, that can be use during to challenge the inner critic.

So, why is self-compassion an important career management skill?  Self compassion helps us to be more accepting of difficult emotions, including fear, shame and anxiety. Most career changes involve some level of fear and anxiety, as we may worry that we could be making the wrong decision, that we might not be up to the job, that we might not be able to make a living, or that we will find it hard to adjust to a new environment. Self-compassion helps us to accept these difficult emotions as a normal part of life, rather than something to be avoided or hidden. If we accept them we can explore what they feel like rather than try to repress them or mask them as something else (possibly resentment, apathy, irritation or stuckness).

Self-compassion can also help us to take responsibility for mistakes,  be willing to listen to feedback and be more accountable for our actions. Instead of beating ourselves up for getting something wrong, we accept that mistakes are part of being human and we learn from them rather than hide them. This willingness to learn and develop helps us to cultivate the growth mindset which has been shown to be an important element for success. Wouldn’t any employer want to employ or develop the person who asks for feedback, takes responsibility for the outcomes of their work, and owns up to their mistakes whilst trying to put them right?

Self-compassion is also closely linked to compassion for others. Warmth towards ourselves is likely to increase feelings of warmth for others too, as we realise we are all on the same journey, experiencing the same range of feelings. Being able to form warm relationships with others is an important skill for networking, management and customer relationships. Warm and genuine relationships can help to generate opportunities, as others are more likely to approach us if they feel there’s is a genuine connection.

Imagine approaching a job interview with a genuine sense of both self compassion and compassion for others. We would accept that we were nervous and understand that everyone else probably is too. Maybe we could even extend that sense of compassion so that instead of despearately hoping that we’ll get the job, we offer the wish to the interviewers that they have the wisdom to pick the  best candidate for their organisation, and we offer the wish to both ourselves and the other candidates that we can all give our best performances. Sounds hard to do but it would probably lower the stakes and reduce our sense of desperation. And even when we make mistakes and don’t achieve our potential, self compassion allows us to forgive ourselves, learn from our mistakes and wish the successful candidate well. With self compassion the experience is less bruising, so we will be less likely to give up.

Self compassion can help us to be more resilient, more able to bounce back from setbacks and more able to ride out difficult challenges.

Motivational Interviewing or NLP?

I have often been asked which approach a professional should take in order to build motivation with their clients.  The person asking may be wanting to help their clients or learners to be more proactive with career planning, get back into job search after a period of unemployment, maintain a new habit, make progress with a qualification or develop a daily practice.  The barrier they are encountering is a seeming lack of motivation.

Motivational Interviewing

Motivational Interviewing was first developed by Miller and Rollnick (who have written the definitive book on the subject) to work with drug addicts, smokers and alcoholics, but it is now used a whole range of settings, including health and career development.

Mindfulness teachers, for example, might use this approach to motivate a learner to do the daily mindfulness practice required for a learning programme , whilst Careers Advisers might use the approach with unemployed clients, to motivate them to look for work or proactively explore their options.

To get your head around this approach, you need to start by thinking about ambivalence.  If you find it hard to motivate yourself to do something, it is usually because you are in some way ambivalent – in some ways you want to do it, in other ways you don’t.  For example, in some ways you might want a promotion (more money, more challenge, more high-profile) but in other ways you might not (fear of failure, more stress, not sure you if have the skills).  The scales can tip from side to side, and MI works with the client to help them uncover what is on each side of the scales, and then tip the balance towards the desired action (if there is one).

There are two components to motivation – believing that something is important, and feeling confident that if you took action, you would succeed.  If either of these beliefs is weak, motivation will be weak as well, so the interviewer works to increase these two beliefs.

One of the common traps in trying to motivate someone is giving advice – telling them what you think they should do.  Often when people tell you what to do, they articulate what is on one side of the scales (all the reasons to act), and you respond by articulating the other side of the scales (all the reasons not to act), which has the effect of weakening your motivation to act.  For example, if my mindfulness teacher tells me all the reasons a daily practice is important to get the benefits from the programme, I will respond by explaining all the reasons I can’t do it (not enough time, children too young, being too bored, forgetting etc.).

So in MI, you start in the opposite place – you explore with the person why they don’t want to act, and by really listening and understanding their responses, you free them up to articulate the other side of the scales – why they should act.  Articulating the reasons why you should act strengthens motivation.

So a Careers Adviser, for example, might explore with a client all the reasons why she finds it difficult to identify vacancies she could apply for – not enough time, not knowing where to look, not seeing anything local, forgetting, lacking confidence, not seeing anything that matches her skills – and then only after this has been explored well, would the Careers Adviser use questions to elicit more positive statements from the client about the benefits of finding some vacancies.  The point is very much that the reasons for sticking to the exercises must come from the client, not the practitioner.

There are many specific questions and techniques that are used in MI, but the basics are fairly simple:

  • Open Questions
  • Affirmation
  • Reflective listening
  • Summaries

These are all basic counselling skills, used in many professions.  As with client-centred counselling, you need a lot of respect and empathy for the individual you are working with, and you need to believe that they have the potential to change.  The key thing that is different from client-centred couneslling is that the interviewer uses techniques to help the client build motivation to act in a certain direction – to manage their career, to give up smoking, to exercise regularly, to meditate, to engage with a  training programme.

There is a lot of academic research supporting the efficacy of this approach, and it seems to be most effective when the interviewer genuinely does have empathy and respect for the client/patient/learner.

My experience of MI is that it is really effective in working with reluctant or disengaged clients.  It is a great approach to working with clients who have been “sent” for an interview, and don’t want to be there.  It works really well with anyone who seems ambivalent; they say they want something but they don’t take much action to achieve it.  I’ve also used techniques from motivational interviewing on friends and family, with some success!

It’s also useful in a management situation, when you are perhaps hoping to motivate someone to make the best of their potential – perhaps do some extra training, take on a new project or role,  take control of changes in the workplace, or develop new skills.  It doesn’t fit so well, however, with managing performance in the workplace.  If you are in the position of having to set targets and ensure they are met, you are providing an external “stick” and you can’t then be neutral enough to do motivational interviewing in it’s true form.

So What About NLP?

NLP (Neuro-Linguistic Programming) is widely used in business and management, life coaching, sports coaching and communication skills training.  The jury is still out on how effective it is – some people swear by it and others think it is a bit of a con.  There are loads of books, trainers and websites on NLP, explaining how to use NLP techniques to get the most out of life, set and achieve goals, improve your relationships and anything else you care to mention!  NLP consultants often come into organisations to improve communication skills, increase sales or improve motivation.

NLP was developed by Bandler and Grinder, and is a set of practical techniques to improve your skills in managing your thought patterns, communications and behaviour.  Where Motivational Interviewing delves around in the negative, NLP relentlessly concentrates on the positive.

So the mindfulness teacher above might work with her learner and ask her to visualise how her life would be in five years if she had maintained a daily mindfulness practice.  The learner might imagine herself as calmer and more able to deal with difficult emotions, feeling more positive in work and enjoying her family.  She would be asked to make this vision as clear as possible – what can she see, what do others say about her, how is she dressed, what colours are in the picture?  She could perhaps add some music to this mental picture.  Then she would be asked to keep this picture in her mind every day, so that subconsciously she makes choices which lead her towards it.

A Careers Adviser might work with a client to identify negative thought patterns (e.g. There’s no point in looking for a job because I’ll never get one) and replace them with more positive “self-talk” – If I keep applying for suitable jobs, I will be getting more interview practice and in the end I will find something.  

NLP is often used in Career Guidance to improve confidence in managing new situations, job interviews, presentations.  It can also be used to help clients set ambitious goals and think into the long-term about how they want their life to be.  There are techniques than can be used to help clients control negative emotions – anger, anxiety, shyness – and to improve relationship and communication skills.  

NLP techniques are great to use with clients/patients/colleagues who want to take part in the activities.  They can be adapted well to group sessions as well.  They are also good for mentoring relationships – perhaps in the workplace or in education.  I’m not completely convinced about the whole NLP package, but there are definitely tools in there that are very useful, and I’ve made small changes in my life as a result of doing NLP activities, so some of it at least has worked for me!

So which to invest in?

If you want to spend a bit of time developing your skills in one of these areas, which should you explore?

If by nature, you are an empathic listener with a more facilitative approach, MI will probably come easily to you.  If you see yourself as more a magician with a tool box of tricks, NLP is likely to be more attractive. MI will suit you better if your preference is to explore what is here right now in the present, whilst NLP may suit you better if you are future-orientated and like to have goals. Choosing approaches on this basis will build on your natural strengths.  However, there might also be something to be said for working with the approach that comes less naturally to you!

If the people you are working with are reluctant to engage at all, then motivational interviewing will be a better starting point for engaging them.  If on the other hand, the people you work with are already committed to working with you and making changes, you may find that there are plenty of techniques in NLP that will work well for you (although MI will still be useful when you hit brick walls and no progress is being made).

If you like approaches that have been rigorously tested, the MI wins on that score. If, however, you are more persuaded by what seems to work well in practice for you, then there are plenty of people who swear by NLP and you may be one of them.

Of course, you may just find that both approaches are worth learning more about and using as appropriate.