Succession Planning with NLP

While we are in great need of talent to drive leadership and fill pipelines for
succession planning, we most often look outside the organization.

As an NLP trainer who has worked with corporate since 2002, I feel the huge
ongoing global war for talent can be addressed by growing internal employees
organically. My passion is in creating effective people to this end.
Baby boomers are leaving the workforce taking wisdom and experience with
them. Generation X are next in line, ready to take charge.

Imagine if you groomed this part of the workforce to become your next talent pool?
When I think of talent I think of a competent, passionate employee who is
churning out high performance and creating fast wins. With a Neuro-Linguistic
Programming (NLP) course conducted company-wide, this person could be
groomed to tap into his resilience and confidence.

I know from many years of working in organizations that an employee who
chooses to challenge himself to the next level and is interested in personal
growth, has the potential to be considered talent.

This helps the organisation with succession planning and in terms of culture
alignment, is a huge plus for sustainability and loyalty. The first step in creating
effective people, is to identify employees who want more for themselves.
To be fair I have seen many managers who lack skills to manage themselves
and their teams. However, once they learn processes at an NLP course, they
have a pathway to apply their newfound skills.

Simple processes like setting goals become powerful as the whole team directs
their focus to the outcome in a concerted effort, at the same time. As an NLP
trainer I share the process where you become the Steven Spielberg of your
mind.

This involves using the five senses to see, hear and feel the goal. This tricks the
unconscious mind to think that the goal has been achieved and creates a sense
of “realness”

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