"People want to grow" | Robin Goldsbro on Neuro-Linguistic Programming in the workplace

Robin Picture 2
James Kenealey

by James Kenealey on


  • Robin Goldsbro is a Neuro-Linguistic Programming expert and founder of Level Seven Coaching

  • He speaks to Morson about now NLP can be effectivly utilised in the workplace - and why it should be

Robin Goldsbro is the founder of Level Seven, a bespoke coaching practice offering personal development for IT professionals.

A Neuro-Linguistic Programming (NLP) Master Practitioner, Robin performs business coaching, life coaching and personal development. We spoke to Robin about now NLP techniques can be bought into organisations to improve employee advocacy and brand strength. 

What is NLP?

NLP is artfully vague language where you can read into it but then you fill in the blanks. If I distort what I’m saying then I invite you to fill in the gaps with your knowledge and experience. That’s fine if you want people to create many different outcomes but if you actually want to control or insight something specific in people you can also use language the other way round as well. To be clear – we are doing this and we’re not doing that, to create that sense of purpose, belonging or whatever you might want to conjure in someone.

How can organisations effectively use NLP?

Using NLP techniques you can actually look at what’s truly important for people and organisations can work to create those sorts of environments so that people are attracted and do want to stay. There’s three key points to highlight:

The first one is that sense of control that an individual has, that sense and feeling of autonomy. People know, believe, thank and act in ways where they’re in control of their lives and they don’t feel like they’re being subservient or someone is making them do things that they really don’t want to do. That’s important, and you can use NLP techniques to help that within people.

They don’t feel like they’re being subservient or someone is making them do things that they really don’t want to do."

The other one is purpose, that sense of meaning that’s beyond themselves. Once individuals hit that level of meeting their basic needs, what they’re looking for is the answer to ‘why am I doing the work that I do? Why is it important?’ An organisation can use NLP techniques to help individuals explain what is important to them and see how they can demonstrate the behaviours which really communicate to everybody that the organisation believes what it believes.

The last one is creating a sense of expertise within individuals. People want to grow and that’s why NLP was founded. It was grown out of the human potential movement in the late 1970’s and it’s about helping people reconsider what they’re doing and why they’re doing it, what they want and then building in the resource and the capabilities to be able to grow and create the life they actually want.

Watch part one of our interview with Robin, discussing his vision of 'Organisation Z' here

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