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Neurolinguistic Programming (NLP) represents a new approach to understanding the process of human communication. Developed by Richard Bandler and John Grinder in the early 1970s, it is derived from linguistics, psychology, neurophysiology, kinetics, and cybernetics. NLP is designed to help its users—whether they are therapists, salespersons, or teachers—more quickly gain rapport with their subjects.

Neuro‐linguistic programming (NLP) is a popular form of inter‐personal skill and communication training. Originating in the 1970s, the technique made specific claims about the ways in which individuals processed the world about them, and quickly established itself, not only as an aid to communication, but as a form of psychotherapy in its own right. Today, NLP is big business with large numbers of training courses, personal development programmes, therapeutic and educational interventions purporting to be based on the principles of NLP. This paper explores what NLP is, the evidence for it, and issues related to its use. It concludes that after three decades, there is still no credible theoretical basis for NLP, researchers having failed to establish any evidence for its efficacy that is not anecdotal.

This paper aims to address the gap in the extant literature examining the support offered to, and required by, students in light of the changing nature of the undergraduate dissertation and the changing nature of the student undertaking it. For many, it will be the first time that they will have undertaken a self‐directed, major research project. The focus of this paper is to present the neuro‐linguistic programming (NLP) framework for setting wellformed outcomes that was offered to students in the initial session of a pilot dissertation workshop support programme, initially targeting students completing dissertation projects on marketing topics within the Business School. Unlike modules on Research Methods the focus of this programme was not on methodology, but on soft skills such as goal setting, time management and motivation, along with practical skills such as those required to take advantage of developments in data processing technology. The paper also presents the findings of qualitative data gathered from responses of students in focus groups and in‐depth interviews designed to explore students’ on‐going motivation throughout the dissertation process. The paper concludes with a comparison of the results of those students who took part in the workshop sessions with those that did not.

Though several work-related mental health training initiatives have been implemented in Japan, the effectiveness of such approaches remains unclear. Consequently, some Japanese corporations prefer using interventions such as neuro-linguistic programming (NLP) to improve employee mental health and wellbeing. This language-based development methodology has been the subject of debate in terms of the quality of the underlying empirical evidence. However, a perspective missing from this debate is an evidence-based understanding of the first-hand experiences of employees that have undertaken NLP training. The purpose of this paper is to inform this debate by conducting a rigorous qualitative examination of the experiences of Japanese senior managers who had recently received training in NLP.

Semi-structured interviews attended by 11 Japanese NLP master practitioners were analysed using thematic analysis.

Four themes emerged from the data set: improving work-related mental health, NLP fosters a better understanding of the mind, NLP helps to reframe perspectives relating to work and mental health, and challenges of NLP training.

While managers found NLP training skills such as reframing and neuro-logical levels useful to their managerial practice and mental health more generally, they raised concerns about NLP’s reputation as well as the utility of some of the techniques employed in NLP.

Identifies aspects of neurolinguistic programming (NLP) that may be of use in management learning. Uses three approaches to explore NLP; an introductory programme, a profiling questionnaire and an analysis of a sample of management development articles. Then reviews research evidence on NLP. Concludes that NLP techniques using language patterns and questioning techniques appear to be of use; existing research evidence is limited and inconclusive; NLP is enthusiastically supported by those who practise it, and that is both its strength and potential weakness.

Neuro‐linguistic‐programming (NLP) is the art and science of personal excellence and genius. Neuro being a person’s neurology, the mind and body working as one, our minds affect our bodies and vice versa, and sometimes they do not work well together, i.e. when we get ill through overworking, executive burnout. Linguistic meaning all language, as only 8 per cent of our spoken words are conveying our message, 37 per cent is conveyed though tonality, and a massive 55 per cent of our message is through body language. Programming is the way we operate in the world, from a simple daily routine such as brushing our teeth, to the more complex programs we learn in adulthood like issues we are involved in at work and in relationships. Not all programs are useful, e.g. phobias, non‐productive/destructive behaviours, or behavioural reactions to limiting beliefs. NLP provides tools and techniques to help both discover and change non‐supportive beliefs and behaviours.

This paper aims to detail the practice and successes of John Cassidy-Rice, of NLP Excellence, a neuro-linguistic programming (NLP) trainer who delivers a wide range of NLP programs to help people to achieve both personal development and professional success.

Focuses on the science behind NLP and the various techniques used by the trainer to instill confidence, improve communication and help subjects to achieve both personal and commercial success. Includes the story of one individual who used NLP to influence his own power of thinking, and that of those around him, to bring about positive change.

Showcases how an in-depth understanding of people’s values, the communication tools they use and the language they use can help business owners and managers to achieve their goals.

Reveals that, through unlocking how the brain programs itself, and the study of the various patterns of the brain, people can learn how to engage more effectively with members of their own teams, their clients and prospective clients. This can help them to influence and inspire others and ultimately to improve productivity and profitability.

Demonstrates how, as a training tool, NLP enhances personal and professional development, with techniques increasingly being adopted in the commercial world to help companies to gain a significant advantage over their competitors as well as instill confidence and improve morale among the workforce.

Reveals, in a case study, how NLP helped to transform the life of a single individual.

Questions whether the search for excellence should begin in the corporation or in the world of the individual, on which neuro‐linguistic programming (NLP) is based. Examines the individual holistically – “we are what we think”, modelled on internal as well as external states, and explores how to incorporate the associated personal effectiveness techniques with orthodox training and development programmes. Looks at the aspects of self‐modelling and the whole brain, both left and right, and concludes that a new cognitive approach to management science is necessary for the 1990s.

The purpose of this paper is to explore a contemporary European development in research into first person accounts of experience, called psychophenomenology, that offers enhancements to phenomenological interviewing. It is a form of guided introspection that seeks to develop finely grained first‐person accounts by using distinctions in language, internal sensory representations and imagery that have been incorporated from neuro‐linguistic programming (NLP). It is also a participative, relational and developmental form of interviewing, in the sense that the interviewee can gain significant insight into their experience; the process is not concerned purely with data gathering.

The authors review the theoretical assumptions on which psychophenomenology is based, then describe the principal method used in psychophenomenology, the “explicitation interview”. The interview protocol is illustrated with transcript data, through which they identify specific aspects of NLP that have been incorporated into psychophenomenology.

Psychophenomenology offers refinements to the precision of phenomenological methods found in organizational research, such as interpretative phenomenological analysis.

The epistemological claims and implications of psychophenomenology are reviewed.

These developments may provide a basis for reconsidering the research value of introspection, which has often been dismissed as non‐rigorous.

The paper introduces psychophenomenology to the field of organizational research. It also describes how psychophenomenology has innovated by drawing from NLP, an approach to personal development that is found in organizational practices such as executive coaching, in order to enhance the precision and rigour of both interviews and transcript analysis.