NLP Meta Programmes to Motivate Others Part 3, Internal - External

This Meta Programme is Internal - External

Imagine each Meta Programmes as a scale, with the most extreme example at each end of the scale.

Some people will be extremely ‘internal’, others extremely ‘external’, but many will be somewhere along the scale and some may be totally neutral in the centre.

As a leader you identify peoples Meta Programmes by listening for the language they are using to motivate themselves to achieve their goals and objectives. By matching their language you will help them motivate themselves.

Highly internal people do not require anyone to validate what they are doing. They make decisions all by themselves and don’t need the input of others to do so.

Internal people it is vital you ask them what they would do as they don’t take guidance from others easily.

Examples of this are asking, “How will you achieve this?” “What do you think needs to happen? “I know you will do the right thing because you always know what to do to get things done”

These are the people that don’t need any feedback from others to let them know how they are getting on. The most de-motivating thing you can do is keep asking them how they are doing!!

They become motivated when encouraged to make the decisions that they know are right for them.

Highly internal people can find it difficult to take constructive feedback because often in their eyes no one can do things as well as they can.

Helping internal people understand that some people do require feedback to stay motivated is a valuable lesion for them to learn.

At the other end of the scale you have external people.

These are the people who require feedback from others to keep them motivated. They want to show you evidence of what they have achieved.

These are the people who become highly motivated when they have to check in with someone when they have achieved a task.

At the extreme end of the scale external people may require you a list of things they can check off.

They may come across as ‘needy’ but when you understand that this is the way they processes information to become motivated you will be less judgmental (not that you would ever judge, right!)

You will motivate them by getting them to keep you updated on their progress.

This may take the form of getting them to email or let you know when they have achieved a goal or objective they set.

You can also encourage your external people to find others that will give them feedback on their progress.

Helping them to develop the ability to know when they are on track without having to seek external validation is especially valuable when developing business leaders because leaders can lose credibility if they are always checking that they are doing ok with others.

So to sum up the skill of a true business leader, is to recognise the different ways that people motivate themselves, and speak to them in the different language styles that works for them.

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