Rapid Success Coaching

Trevor was the Head of Human Resources in the organisation that John worked for. They were good friends. Both were members of the Senior Leadership Team, John being Chief Operations Officer. He was always on the lookout for great talent. He needed people who had great relationship skills and were easy to work with.
Trevor helped him recruit.

​He hired people with potential who could be coached and mentored into more senior positions. So when John returned from the NLP Practitioner Program, the two colleagues decided to catch up for a drink. Friday night was a good bet. They usually went on through the wee hours of the morning..

Trevor was the Head of Human Resources in the organisation that John worked for. They were good friends. Both were members of the Senior Leadership Team, John being Chief Operations Officer. He was always on the lookout for great talent.

He needed people who had great relationship skills and were easy to work with.
Trevor helped him recruit. He hired people with potential who could be coached and mentored into more senior positions. So when John returned from the NLP Practitioner Program, the two colleagues decided to catch up for a drink. Friday night was a good bet. They usually went on through the wee hours of the morning.

As John related his NLP experience to Trevor, both knew they were on to something that would really propel their careers. Sylvia was the NLP Master Trainer who John trained with. He chose her because of her deep corporate experience in Banking and Professional Services.

Sylvia had also created Rapid Success Coaching which caught John’s attention. This model as Sylvia shared at the NLP Program, emerged as a by-product of more than 30 years-experience in aligning organisational cultures. As she worked with corporates, she observed that every single one of them yearned for change in a short timeframe.

John took notes as she related her experience of how she applied NLP to the corporate context. He would hire her for some big chunks of initial work with the leadership team and perhaps have some of their internal people trained too. Then progress the initiative down the line.

Trevor was buying in to this idea. John needed that. He was after all the one with the purse strings and authority to push this forward in the organisation. He asked “tell me more about the Rapid Success Coaching model” as John explained how Sylvia meshed NLP processes within the toolbox, to create more impactful results.

Organisations needed more effective managers and authentic leaders. A complete dearth at the moment was communication. He could only imagine what would happen if the organisation heightened communication throughout. It was like oiling the machinery for smooth operations.

Sylvia’s focus was to have employees self-manage so leaders could focus on what they were really meant to be doing. She observed how employees turned around fast, given a few self-management tools. Like catching a tiger by its tail, managers found their teams flew to accelerated results.

“What underpinned this rapid transformation?” Trevor asked. John spoke to some participants at the NLP Program who had experienced this. They had met with rapid success. They were animated and eloquent in explaining the internal emotional unblocking they had experienced and were quick to add that NLP processes were at the source of this change.

The distinct difference was that NLP worked with the unconscious mind, the five senses. Sylvia then further explained that Rapid Success Coaching combined NLP with other modalities that she was qualified in too. All up, she was essentially targeting self-management as her main objective.

People were too reliant on managers and leaders to make decisions for them. The onus of decision making had to fall in their hands so a deeper culture of accountability would form. This is how Sylvia applied her corporate experience in business units that she worked in.

Much to her surprise as she shared these tools, leaders realised they needed help. Most worried and shied away from coaching in the beginning as they were concerned with having to divulge private and personal information.

However, when informed that these self-management tools comprised a toolbox of facilitated processes like visualising and meditating, they were put at ease. In so many instances, leaders shared at the end of sessions how much they looked forward to the next one.

People like Sylvia who had achieved NLP mastery were able to use this as a fundamental transformation pillar, then add unique talents and expertise to the brew. This produced magic. The trick was to stay out of “content of an experience” which was noisy and only served to distract from the issue at hand.

Rather, NLP worked through the context of a person’s experience. People knew what needed to be changed and all they needed was a process and a facilitator to guide them. They then made the necessary changes. For instance, Sylvia had a client who was a senior leader.  His hands would involuntarily shake as he presented at the lectern.

In a few processes he eradicated this and couldn’t imagine he had lived with that behaviour all his life. In fact that also led to other wonderful side effects like restful sleep at night and a feeling of relaxation, something he had not experienced in a long time.

Hard to believe and feeling incredulous at the results he had achieved, this was the door that opened him to attending an NLP Program. As with many cases Sylvia had worked with, she observed as Rapid Success Coaching took clients beyond the boundaries of their mind and that is how change occurred. It had to be experienced to be believed.


In another example, a leader knew he had control issues that had been a family pattern for generations. He found it hard to make changes towards being a more democratic leader. He was right!

Change through the conscious mind was hard work. It took a long time and was not permanent. So why even try? Rapid Success Coaching was exactly what leaders and managers needed to get rid of their emotional and mental behaviour patterns fast.

Trevor was in. He needed to do a bit more research. He would propose a Culture Alignment project starting with the Senior Leadership team. He would need approval from the Board. It was important to cascade this down the line in small bite-sized pieces so employees could chew on it, assimilate then apply what they had learnt.
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The word simplicity came to mind!