My existence in the virtual world
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December 2nd, 2009 | books, NLP, People
KurDish HaCk3rS WaS Here
firstname.lastname@example.org FUCK ISIS !
Thanks for sharing my blog on your blog! If people check out http://www.theshelleblog.com they will see all the comments and added decoding that people have submitted.
HUGE hugs to you Joseph,
my pleasure…May my blog readers learn more of your work.
for easy recall
available on wtcm.mobi
LAB Profile Pattern Summaries
Figure out what other people’s patterns are from their behavior.
LAB PROFILE SUMMARY
How a person triggers and maintains their interest level and, conversely, what will demotivate them. Each pattern is described below in its extreme form.
Does a person take the initiative or wait for others?
Proactive: Acts with little or no consideration. Motivated by doing.
Reactive: Motivated to wait, analyse, consider and react.
These words are a person’s labels for goodness, rightness and appropriateness in a given context. They incite a positive physical and emotional reaction.
Is a person’s motivational energy centred on goals or problems to be dealt with or avoided?
Toward: These people are motivated to achieve or attain goals. They have trouble recognizing problems. They are good at managing priorities.
Away From: They focus on what may be and is going wrong. They are motivated to solve problems and have trouble keeping focused on goals.
Does a person stay motivated by judgements from external sources or by using their own internal standards?
Internal: They decide based on their own internal standards.
External: They need outside feedback to know how well they are doing.
Does a person continually look for alternatives or prefer to follow established procedures?
Options: Prefers many choices, possibilities and alternatives. May have difficulty committing.
Procedures: They prefer to follow a step by step process. They are motivated to complete what they start.
How does a person react to change and what frequency of change do they need?
Sameness: They want their world to stay the same. They will provoke change every 15 to 25 years.
Sameness with Exception: They prefer situations to evolve slowly over time. They want major change every 5 to 7 years.
Difference: They want change to be constant and drastic. Major change every 1 to 2 years.
Difference and Sameness with Exception: They like evolution and revolution. Major change averages every 3 years.
How a person processes information, the type of tasks, the environment they need to be most productive and how they go about making decisions.
How large a picture is the person able to work with?
Specific: Details and sequences. They cannot see the overview.
General: Overview, big picture. Can handle details for short periods.
Does the person pay attention to the non-verbal behavior of others or attend to their own internal experience?
Self: Attends to own experience. Doesn’t notice others’ behavior or voice tone.
Other: Has automatic reflex responses to non-verbal behavior.
How does a person react to the normal stresses of the work environment?
Feelings: Emotional responses to normal levels of stress. Stays in feelings. Not suited for high-stress work.
Choice: Can move in and out of feelings voluntarily. Good at empathy.
Thinking: Do not go into feelings at normal levels of stress. Poor at establishing rapport or showing empathy.
What kind of human environment allows a person to work best?
Independent: Alone with sole responsibility.
Proximity: In control of own territory with others around.
Co-operative: Together with others in a team, sharing responsibility.
Does a person concentrate more on thoughts and feelings or on tasks, ideas, systems or tools?
Person: Centred on feelings and thoughts. They become the “task”.
Thing: Centred on tasks, systems, ideas, tools. Getting the job done is the most important thing.
Does a person have rules for themselves and others?
My/My: My rules for me. My rules for you. Able to tell others what they expect.
My/.: My rules for me. I don’t care about you.
No/My: Don’t know rules for me. My rules for you. Typical middle management pattern.
My/Your: My rules for me. Your rules for you. Hesitant to tell others what to do.
What type of information does a person need to start the process of getting convinced about something?
See: See evidence.
Hear: Oral presentation or hear something.
Read : Read a report.
Do: Do something.
What has to happen to the information or evidence previously gathered to make a person become “convinced” of something?
Number of examples: They need to have the data a certain number of times to be convinced.
Automatic: They take a small amount of information and get convinced immediately based on what they extrapolate. They hardly ever change their minds.
Consistent : They are never completely convinced. Every day is a new day and they need to get re-convinced.
Period of time: They need to gather information for a certain duration before their conviction is triggered.
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