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How to Hypnotize Your Supervisor
Has a new employee ever passed you up for a promotion? How can it be, you ask yourself,
that the new upstart was promoted when everyone else in the company tells you that you deserved
the promotion? The new employee did not have your track record for success, did not have the
necessary credentials, and wasn't even close to matching your company loyalty?
Frustrated with the lack of answers, you attempt to obtain answers from management, which only causes
additional frustration because they cannot explain it logically. Perturbed and discouraged
you resort back to your old patterns of long work hours and hard work, in the hopes that one
day all your hard work will be noticed, while you watch the new employee move up the company
ladder with ease.
What do these "fast-tracking" employees have that gets them promotions, allows them to negotiate
obstacles with ease, and charms the boss into giving them whatever they want? Do these
employees hypnotize their supervisors by waving a watch in front of his or her eyes? Well,
in a way...yes! A few employees have learned the subtle communication methods that cause their
supervisors to be suggestible and receptive to direction-without waving a watch in front of
their eyes.
The subtle communication skills that fast-tracking employees create do not affect their
supervisors on the conscious level as much as they affect their supervisors on the unconscious
level. Need proof that fast-tracking employees can influence their supervisors on the
unconscious level? If the opportunity arises, simply ask a supervisor who has just given an
employee a promotion, a raise, or special role within the company their rationale for their
decision. If the supervisor can give you three good reasons for his decision, he probably
has not been influenced at the unconscious level. However, if he cannot give you bona fide
reasons for his decision or gets mad at you for questioning his judgment-it is likely that
the employee unconsciously influenced him.
Want to learn what these fast-tracking employees know about unconscious communication? Then
check into Neuro Linguistic Programming (NLP), developed by John Grinder and Richard Bandler.
They combined different theories of language and neurology to form methods that have the
potential to influence people at the unconscious level. I have summarized a few of the many
techniques that NLP has developed.
1.) Rapport: Building rapport with your supervisor is more than talking about the same movie
you saw over the weekend. Rapport building includes matching all your supervisor's body posture,
energy levels, humor, styles, and gestures. It can also include matching breathing, voice tone,
and language patterns. At the advanced levels it also includes matching values, beliefs, and
objectives. Matching is not mimicking your supervisor's behavior, matching involves adopting
similar patterns into your own style so that they appear natural versus mimicked.
One of NLP's theories is that the mind and body are all part of the same system; therefore, if
you match your supervisor's verbal and non-verbal communication patterns, you are matching his
or her thinking patterns-the highest form of rapport that you can establish.
Rapport is extremely important in business because business decisions are rarely reached on the
value of technical merit, instead business decisions are developed in terms of relationships
that have rapport.
2.) Pace: After you have matched enough of your supervisor's verbal and nonverbal communication,
it's time to engage in pacing. Pacing is the process in which the nature of the communication
changes from listening, to agreeing, to leading. Make sure that you have established your
rapport before you attempt to lead a conversation.
3.) Outcome: After you have established your rapport and paced your supervisor to the point that
you are leading the conversation, it is time to sell your manager on your compelling outcome.
I am using the word "outcome" and purposely avoiding words such as "idea," "request," or
"suggestion." It is important that you sell the outcome of what you want before you request
what you want.
If you want to sell someone a $40,000 luxury car, you don't sell him the car you sell him on
the benefits he will gain by owning the car. This sales technique will also work for you with
your supervisor. Talk about the compelling outcomes before you talk with the supervisor about
what you are requesting. A compelling outcome must be presented with energy, enthusiasm, and
passion. Also, a compelling outcome is a win/win outcome for you, the supervisor, and the
company.
4.) Anchor: Anchoring involves placing a positive feeling into your supervisor's memory about
you. We all have people in our workplaces that cause us to cringe each time we see them or
come into contact with them in meetings. People who cause us to wince have created a negative
emotion anchored in our unconscious memory. As a fast-tracking employee, you cannot afford to
create a negative emotion in your supervisor's memory. Therefore, if you do not obtain what
you want from your supervisor-make sure you leave the meeting with a positive emotion anchored
into your supervisor's unconscious memory.
The above four methods should help you to hypnotize your supervisor without using a watch on a
string.
Happy Working,
Gary Vikesland, MA LP CEAP
Employer-Employee.com
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