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Neurolinguistic programming (NLP) is a set of techniques designed to make you better at what you do. NLP helps you to understand yourself and others and teaches you how to communicate effectively with others in order to build better relationships with them. Reports on a longitudinal study of the effect of a two to three day NLP course on managers and staff in the hospitality industry. The evaluation is unique as it is the only known longitudinal research into the effects of NLP. Measurements were taken on four psychometric measures at four time periods. The four constructs measured are all positively linked to performance. Three show increases over the start of course measure. Self‐efficacy does not. The verdict on the efficacy of NLP is unclear. Draws some conclusions on the extension of the research.

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.

To obtain desirable results through people, executives need to be aware of new approaches to employee selection and staffing. The establishment of a new discipline called neurolinguistic programming (NLP) in the USA can offer such new approaches. Research in NLP has identified about two dozen mental subprogrammes people unconsciously use which affect work preferences. NLP calls them meta programmes, from the Greek prefix meta which means “beyond” or “after”. They were so called because they appear to be operating beyond or on another level from that of the main programmes which drive mental processes. Proposes that executives could utilize meta programmes to determine more accurately if job applicants are qualified for the positions they are seeking. These techniques could also be useful in taking transfer and promotion decisions and in working out succession tables.

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.

The purpose of this paper is to determine if neurolinguistic programming (NLP) tools and techniques were effective in alleviating the symptoms of posttraumatic stress disorder (PTSD) in clients from the Military and Emergency Services.

This project ran at the “Healing the Wounds” charity in Bridgend. All clients were opportunistic, having self-referred to a charity specifically set up to support Veterans from the Armed Forces. In total, 29 clients from an initial cohort of 106 clients provided pre and post data using Depression Anxiety Stress Scale (DASS) and the NLP Wheel of Life scale. Interventions included a range of NLP techniques, addressing self-reported symptoms.

Differences between DASS scores before and after treatment are very highly significant. t-test analysis infers that these results are indicative of the overall response from the clients in this study.

Limitations of the study include: client group; significant levels of incomplete data for the total study group; therapist effect and therapist training; treatment methodology.

Data suggest that NLP has potential as a therapeutic tool in the treatment of symptoms of anxiety and depression associated with a self-report of PTSD. An observation is proposed that these candidates experience an improvement in their emotional state when NLP is used which is statistically significant (p<0.001) both for overall DASS score averages and also for each of the three DASS categories (Depression, Anxiety and Stress). Stress was the highest scoring category prior to treatment for these clients; the reduction in their stress symptoms contributed most substantially to the overall reduction in average DASS score, indicating an improvement in their emotional state.

This article provides an overview and consultant experience of using NLP in learning and organizational development situations.

The paper includes a theoretical discussion of NLP as a potential learning and OD tool and practical examples of how it has been utilized within the context of HR and LD practices.

The paper demonstrates that NLP can be effectively used in a learning and OD context and has both benefits and limitations.

NLP is a “soft skills” toolkit that develops and builds on performance excellence and as such is ideally placed to be used as an adjunct or support to standard learning and OD practices. It also provides an excellent diagnostic and change management tool to enable effective OD.

The human potential is a core asset of many businesses. NLP works with the subjective experience of individuals and provides an opportunity to harness the strengths within the workforce and use these to maximum benefit.

The paper proposes that NLP is an effective support methodology to standard learning and OD practices and provides simple examples of how this has been done.

Combines the concepts of neurolinguistic programming (NLP) and transactional analysis (TA) in a process for changing beliefs. Describes this process and the benefits to be gained.

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.

The purpose of this paper is to identify what neurolinguistic programming (NLP) is, how it might be useful for individuals and organizations, and to explore the question whether NLP can help or harm a business. The paper also aims to give a balanced view of NLP, outlining how it can benefit organizations but also how it is most useful when it becomes part of everyday life and work and not just a set of tools to use when deemed necessary.

The author draws on his own opinions and experiences from working as a Master Practitioner of NLP for many years and his involvement with setting up and running “The Business Group”, which promotes uses of NLP in organizations. Four key aspects are covered: why knowing more about NLP and its uses might be useful for you and others in your organization; what NLP is and some of the key principles; how it has been used in some organizations; and what you might be able to do with it in the future. Focuses on the main areas where NLP can help an organization: Management and leadership, sales and negotiation, and customer service.

NLP can both help and harm a business. This article only scratches the surface of where NLP can help in the business world. However, there are also ways NLP can harm businesses too, as just being familiar with one or two concepts can do more harm than good.

The article aims to help business people become better informed about NLP, its applications both individually and in the workplace and also to dispel some myths about NLP and connotations people may already have with the term.

Describes the librarian’s approach to information gathering by personal example. Illustrates the role of information gathering in neurolinguistic programming (NLP) using the development of a new NLP process which deals with the integration of aspects of identity: the circle of life. Provides evidence for the difference in the nature of the process in the proactive and generative NLP approach to change in human systems. Suggests that this quality can also be present in the best of librarians’ client work.