UC Bonus Learning How To Learn by The Coaching Institute

LEARNING HOW TO LEARN 1

THREE STAGE LEARNING STRATEGY

This model of learning is about challenging what ‘learning’ is. Learning is NOT hearing something, writing something down, or agreeing with something you hear. Most people seem satisfied with getting good notes, which then go onto their shelf or into a cupboard. But what if learning was NOT that? Given everything is a strategy, the idea then becomes to ask ourselves, what is a GREAT learning strategy, beyond simply hearing information and recording it?

Learning is:

•Awareness •Understanding •Questioning •Accepting

LEARN

APPLY •Integrating •Utilising •Mastering •Enjoying

•Sharing •Teaching •Improving •Innovating

INNOVATE

WHAT MATTERS WHEN LEARNING It’s not enough to be in the room, taking notes. Too many people say, ‘I’m trained in NLP,’ or ‘I’m trained in Meta Dynamics™’, when what they really did was sit in the same room as it was discussed. META DYNAMICS™ IS TO BE EXPERIENCED TO KNOW IT. IT IS NOT ‘KNOWN’ THROUGH READING A BOOK, OR ATTENDING A COURSE OR AGREEING THAT’S ‘IT’S COOL’.

The attitude to have when learning Meta Dynamics™ is one of curiosity, questioning, trying it on, showing others, and improving the model. It is not a static model. Each situation should and can provide new insights into how it can be utilised. Another important aspect of Meta Dynamics™, and of NLP is humour. I am criticised way too often by NLP Trainers who have not trained with us for my irreverance, and playfulness and humour (I am really funny, way funnier than Joe.). Here’s where I learned it: ‘If we can genuinely laugh at the same time that we try to hold the problem in place, we alter and weaken the neurological structure of what was worrying or scaring us.’ (Richard Bandler’s Guide to Trance-formation). And this from a Tony Robbins Seminar, when a woman is crying: ‘Have you ever farted in a elevator?’ Or this, an audience member upset, and Tony asking: ‘Can you remember the best, most mind-blowing orgasm you ever had?’ I don’t share these stories to shock, but to cause you to question how it is that these geniuses are choosing such ways for change work – compared to say, sitting quietly, with a notepad and a pen, and asking safe questions that ‘make’ everyone feel comfortable and liked. :) Tony Robbins talks about the importance of strong language to evoke challenging the staus quo in the client’s mind. It’s a ‘break state’ that helps derail the client from running on the same mental tracks they have for years. Bandler has punched a participant in the nose and said, ‘Rapport that!’. Again, I’m not sharing this for shock-value. It’s shared so you can question your own boundaries around how change work takes place. ‘Niceness’ and ‘to be liked’ is not a great strategy for change work. I’m not saying, don’t be liked. I’m saying the strategy to appear ‘likeable’ is not the same strategy you would need to help a client get out of a long-term stuck state.

One of the reasons we developed Meta Dynamics™, and no longer call what we do ‘NLP’ is to disconnect from the overly critical attitude of, ‘That’s not NLP’ or ‘You can’t do that, that’s not NLP’, or ‘Change can’t happen in an instant, that’s misleading’. It’s like a bunch of bureaucrats have invaded the Punk Movement. I have been in a room with 4,000 participants and seen Tony Robbins (who trained directly with the creators of true NLP), have a woman reach into the air with her hand, swing the arm, and then grab her breast… as she was crying. She couldn’t laugh and cry at the same time. Her ‘state’ was completely broken – as you can imagine! And then Robbins had us ALL grab our breasts or our crotch, or the person’s next to us. We were so busy having our ‘records scratched’ none of us could remember a single problem! I think Tony modelled Bandler well, that day. The point of the story is NOT to teach a technique that we do or you would do. It’s to share the idea that the thinking behind successful NLP and Meta Dynamics™ is way more important than we imagine. The question to ask is not, ‘How can they do that!?’… It’s to ask, ‘How did they do that?’

Tony Robbins says one of the best ways to create a change on a deeper level is to shock. Brandler suggests it’s through humour. The best change work in this field is through doing something other than sitting quietly and asking questions that keep everyone feeling comfortable. Nothing is invented unless the creator sees outside the box, at potential. Bandler and Robbins do just that. We model their creativity, their irreverence, their willingness to challenge the status quo and their complete lack of willingness to compromise their passion for change work – they go further than anyone I’ve ever seen, and I model that. We don’t model ‘right ways’, or judgement, or staying within strict rules to avoid getting it ‘wrong’. The creators of this got it ‘wrong’ way more times than they succeeded in the beginning. That’s how anything new comes to life. Another aspect of NLP that seems to have been sacrificed by many is Bandler’s method of ‘overloading the client’, which he talks about in his early books. Many practitioners think it’s about getting a script right, or following a process, instead of

calibrating the client and then loading them up with ideas!

‘THE PURPOSE IS TO OVERLOAD THE UNCONSCIOUS, AND ONCE THAT HAPPENS, THE DOORS OPEN UP AND YOU CAN FLOOD IN THE SUGGESTIONS.’ RICHARD BANDLER

He believes that consciously, people ‘are able to handle only a few suggestions at a time, so when you stack suggestions like that, it’s too much to process, so it passes into slipstream of unconscious communication for processing.’ Awesome! When someone’s goal in NLP is to show who can do it ‘right’, many have forgotten that true NLP is a little like playing music – you’re not meant to know how to do it until you’re with the client, calibrating them, and figuring out what would serve THEM the best – it’s not one way, only, with no deviation.

IN THIS TRAINING WE ARE MODELING BANDLER IN HIS TRUEST INTENT – TO DISCOVER WHAT WORKS, AND TO DO THAT.

GLOBAL SUCCESS INSTITUTE Suite 40, 37-39 Albert Road, Melbourne, VIC 3004, Australia. Phone: (+61) 3 9645 9945 Fax: (+61) 3 9645 7002 Email: w ow @ gl obal s u cce ssi nst it ut e .c o m Website: www.globalsuccesinstitute.com

SHARON PEARSON LEARNING STRATEGIES WORKBOOK Ultimate Coach Edition 1 | Version 1 | April 2017 Published by Global Success Institute Copyright 2017 © Global Success Institute All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, mechanical or electronic, including photocopying and recording, or by information storage and retrieval system without permission in writing from the publisher. In some instances, people or companies portrayed in this book are illustrative examples based on the author’s experiences, but they are not intended to represent a particular person or organisation. NOTE TO READERS All products and services by our company are for educational and informational purposes only. Use caution and seek the advice of qualified professionals. Check with your accountant, lawyer, professional advisor, before acting on this or any information. Connect with WOW Team today at wo w @ gl oba ls uc ces s ins t itu te . co m to get mentoring on how to take your coaching to the next level

ACCESS YOUR EXCLUSIVE ULTIMATE COACH MEMBERS AREA www.globalsuccessinstitute.com/members DISCOVER MORE COACHING COURSES & RESOURCES www.globalsuccessinstitute.com JOIN THE GLOBAL COMMUNITY ON FACEBOOK www.globalsuccessinstitute.com/community

READY TO TAKE THE NEXT STEP ON YOUR COACHING JOURNEY? Connect with WOW Team today on (+61) 3 9645 9945 for support.