Can NLP techniques be used for malign purposes?
NLP, or Neuro-Linguistic Programming, is a technique which combines aspects of linguistics, hypnosis, and behavioural psychology in order to explore the traits and attitudes of individuals. It then uses this technique to direct the individuals to apply these same patterns and ideas to their own lives, as a means of achieving particular targets and goals.
When applied correctly, there is little doubt that NLP can be an extremely powerful catalyst, not just for personal change and personal improvement but also as a means of improving business performance. However, those who are opposed to NLP claim that it uses incorrect and misleading terms and concepts, and also that its effectiveness is unsupported by current scientific evidence.
Be that as it may, what is perhaps rather more worrying about NLP is the possibility that because it uses techniques which work on the subconscious mind (such as, for example, hypnosis), it leaves itself wide open to abuse and misuse. There are already indications that NLP can be used for purposes of entertainment or illusion – artists such as Derren Brown and Paul McKenna being cases in point. Whilst reputable performers such as Mr Brown and Mr McKenna would never use their skills for evil purposes, the fact remains that in theory NLP could also be used by unscrupulous people to exploit those who are particularly vulnerable, or who are particularly susceptible to mind-controlling processes.
One such example of this kind of abuse is the practice known as “speed seduction”. This is a means by which people (usually men) attempt to use NLP skills to seduce women in the shortest possible time. The practice is highly controversial and many people find it distasteful and disturbing. In extreme cases it could even be tantamount to assault.
There is also evidence to suggest that NLP can be used (or misused) by unscrupulous individuals in a business environment, as a means of engineering the removal of other members of staff whilst circumventing the employment rights of the personnel concerned. By subtly increasing the stress levels of the personnel targeted for removal, these individuals will either find it difficult to maintain performance standards (and thereby increase their risk of dismissal on the basis of diminished performance), or will eventually find the stress level intolerable and will eventually leave of their own accord.
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