Authority vs. Rapport in an Organisational Context

Rintu BasuCase StudyLeave a Comment

teamwork

I have a video for you today. In it we discuss the nature of rapport (lots of people get this disastrously wrong), interrupting patterns of thought, using social status and group values in an organisational setting.

This video is part of a strategy session I had with Frank and I am using it with his permission. I have edited out a considerable portion of the session primarily to keep the length of the video down.

A complete version of the video is included as part of my Hypnotic Modelling and Learning to Learn Course. You can find sign up to find out more about that course right here:

Enter the Matrix
Learn Anything 4 Times Faster
Plug in to your unconscious learning ability using
NLP, Hypnotic Modelling and Accelerated Learning 

First Name :
E-Mail :

 

Meanwhile back at the video:

The Situation

Frank has a team that need the help of a group of planners. The planners have some organisational power; they are resistant to change, and they are blocking the things that Frank’s team want to do.

The video picks up from where I have uncovered most of the information I need and am summarising the information before making suggestions to Frank.

Through the video we discuss:

  • The difference and implications of long and short term gains
  • The nature of rapport particularly in an organisational context
  • How to interrupt habitual patterns of thought covertly
  • Using social status as a persuasion tool
  • Utilising positive and negative group values


If you want to know how to use hypnotic persuasion skills in presentation and group setting a perfect place to start would be Hypnotic Presentation Skills Deconstructed. At the time of writing, I am running a unique special offer that includes some of my best persuasion skills courses and individual one to one coaching to make sure you get the most from the skills. Click through and find out more here:

rsz_hypnopres

Leave a Reply

Your email address will not be published. Required fields are marked *