Similarly, the limit to growth of an Organization
Is set by the strength of the depth dimensions of its members:

From the time we are born, we fill our brains
With what we see, hear and feel others around us do;
And modelling on their behavoiur, we construct
The foundations for own behaviour:

These internal factors work in our sub-conscious as emotions
And are so much part of us
That we are hardly aware
How they influence our experience and behaviour

And what is worse
Often linking values to ethics, and beliefs with religion.
We are reluctant to examine or evaluate them from time to time.

But not all values relate to ethics, or all beliefs to religion.
Much less can they be considered irrelevant to a Business Organization:

AND THEIR CHALLENGES:

If a team leader doesn't value work and workers
Team members, feeling not valued, might leave work,
Or avoid working while being in employment.

If members don't believe in meeting agreed deadlines,
Business could be in deep trouble.

An employee with a poor sense of identity, or low self image,
May not take the crucial and timely decision; but rather,
Waiting for instruction from above, each time,
Might squander valuable business opportunities.

Still another, might push through business with a spirit to win at all cost
And might get involved in malpractices;
Or behave counter to a team spirit.

Designing Training Programmes to meet needs identified by trainees,
Will miss the crucial training needs related to the inner dimension.

You don't expect trainees to come up and ask:
Teach me to be punctual...
I need to learn to respect workers...
I feel diffident...Help me take risk making decisions...

Usually, an exposure to a different culture - a different way of living,
Makes it easy to see how others behave differently - and where one could change.
Even then, it won't be easy for one to ask for help to achieve inner change.
It would be better, if leaders of organizations identify any such training needs
Related to the inner dimensions of life of members, and arrange training.

For instance, in an excellent cover page article in Reader's Digest*
Sri. Narayana Murthy, Chairman of Infosys, identifies some of these needs
And shows “how some Indian attitudes are hurting India.”
He argues the “need to reassess our values in order to get ahead”

NLP gives us very elegant ways to get in touch with inner feelings.
And, more importantly, it helps to understand how they are codified
And also teaches us how to modify them with ease.

Besides, NLP is not judgmental about anyone’s values and beliefs.
And modelling successful people, it helps one generate new behaviour
From roots up...building from deep within...from the very sources...

Leading trainees through a cultural analysis of their life,
It exposes the funny side of life: how we block our own development!
And drawing lessons from teachings of The Fifth Discipline on today's business requirements
Arulraja’s NLP is sharply focused on achieving specific and crucial changes needed today.



1. INFORMS TRAINEES HOW TO MAKE LIFE ENHANCING OPTIONS:

It offers trainees genuine NLP tools and skills
To realize the choices they desire, most easily, elegantly, and effectively.

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