NLP (Neurolinguistic Programming) and Work Stress. Intervention Techniques in the Prevention of Occupational Risks

The purpose of this work is to try to make a contribution on my part to the great debate in the world of work about one of the causes or psychosocial factors that have the greatest influence on the production of Work Accidents, and considered one of the worst diseases of the XXI century, what is work stress.

Based on the conviction of the great contribution that NLP techniques (Neurolinguistic Programming) can contribute to reducing stress levels and minimizing such psychosocial risk in causing accidents in the work environment, I intend with this work to open a broad debate on NLP intervention techniques, both in Organizations or Companies, as well as in individuals, so that sooner or later within the work centers it is possible to establish adequate communication, detection and prevention strategies the states that generate Work Accidents and Occupational Diseases; this in the search for its reduction and minimization of its consequences.

In this article, we will talk about NLP (Neuro-Linguistic Programming) and work stress. Intervention techniques in the prevention of occupational hazards.

Introductory Summary

In Chapter 1 of this Work, about what is Stress? , I have omitted a greater depth on everything concerning Stress, since at present there are already numerous publications that define it, although nevertheless it was mandatory reference on my part to provide some definitions, make a reference to the facts that define it. They cause and the diseases that constitute their "somatization" and of course, the slight reference to the recommended techniques to minimize their effects.

In Chapter 2, I make an assessment regarding the situation in which Labor Stress is regulated by the Spanish labor law and the diverse jurisprudence created by the various Social Courts; to enter more directly in Chapters 3, 4 and 5 to assess the contribution that NLP (Neurolinguistic Programming) makes in the fight against the already considered disease of the XXI century, as previously indicated and the obligatory reference that I also make to both Concepts derived from Work Stress, which are: "Mobbing" and "Burnout Syndrome".

In Chapter 6, I allow myself to make some final evaluations that constitute the final Conclusion of this Work.

This Work is but a modest contribution to the debate existing in society and specifically in the world of work, on the idea of ​​achieving greater awareness in the prevention of risks derived from Work-related Stress and that probably constitute the basis of the majority of accidents that occur in the workplace.

What is stress?

Since that student of the 1930s, Hans Selye, established the name "Syndrome of being Sick" to what he later called "Stress", there have been numerous definitions that have been given to this term from the various disciplines in whose study are involved, such as Medicine, Biology and Psychology.

Hans Selye himself defined Stress as " the body's non-specific response to any external demand ".

Other authors define it in different ways:

"Stress is a substantial imbalance (perceived) between the demand and the response capacity (of the individual) under conditions in which failure in the face of this demand has important (perceived) consequences" (01).

"It is the anxiety response that a person experiences when he has to face demands from the environment that are excessive", to clarify that Stress "is an individual process, a subjective perception, that is, the person evaluates their situation and her capabilities, and it is her opinion and not reality that matters to her "(02)

"For me it is nothing more than a great disharmony, a battle that the person fights between what he is and what he does, between his Inner Being and his life in the world, it is in short what we call a forward flight that it pushes us to do more, more and more continuously, without stopping, without stopping "(03).

Apart from considering the result of many investigations, in the sense of accepting as valid the proven belief that there are certain personal characteristics that predispose certain human beings to suffer Stress; It is considered adequate to affirm that the demands of work that turn out to be the cause of Stress in people are the following:

  • Work overload
  • Pace of work imposed
  • Role ambiguity
  • Role conflict
  • Training gaps
  • Unsafe future in employment
  • Bad personal relationships
  • Lack of participation
  • Dangerous physical context
  • Great responsibilities
  • Performing dangerous tasks

As diseases that occur as a result of Stress, most authors agree that they are classified into two large groups (04):

Acute Stress Diseases (short and intense exposure):

  • Stress Ulcer
  • Shock states
  • Post Traumatic Neurosis
  • Obstetric neurosis
  • Post-surgical Status

Chronic Stress Pathologies (of exposure for months or years):

  • Dyspepsia
  • Gastritis
  • Anxiety
  • Accident
  • Frustration
  • Insomnia
  • Nervous colitis
  • Migraine
  • Depression
  • Aggressiveness
  • Family Dysfunction
  • Anguish Neurosis
  • Sexual disorders
  • Labor Dysfunction
  • Arterial hypertension
  • Myocardial infarction
  • Addictions
  • Cerebral thrombosis
  • Antisocial Behaviors
  • Severe Psychosis
As Techniques to control the physiological effects of Stress , in order to reduce the symptoms and the creation of anxiety that it carries, there are:
  1. Relaxation Techniques
  2. Breathing Techniques
  3. Meditation and Mental Relaxation Techniques

Language as a Communication Technique for Prevention

In accordance with the provisions of the European Union Framework Directive on Health and Safety, every business organization is obliged to evaluate all the factors that affect the risk of occupational accidents (and among which Stress is finds) (05). Spain, as a member country of the EEC, approved in 1995 the so-called Occupational Risk Prevention Law in which Article 18.1 established such an obligation on the part of companies and whose subsequent development established imperatively the obligation on the part of any business organization to establish the appropriate measures to eliminate or reduce all occupational hazards, through appropriate preventive, organizational, protective and training measures for their own workers (06).

However, and despite the fact that Work Stress constitutes precisely an important cause in the production of risk and provocation of Work Accident , this pathology is not expressly referred to in labor legislation.

In Spanish labor legislation, the concept of "Work Accident" is defined as "any bodily injury that the worker suffers on the occasion or as a result of the work performed as an employee" (07), although more broadly the consideration of Work-related accident also extends to damages derived from the work carried out; that is: occupational diseases, pathologies or injuries suffered (wounds or blows).

Having said the foregoing, it must also be said that the so-called " Occupational Diseases " are considered in the Spanish labor law as " Work Accident " properly speaking, although they enjoy a particularized protection regime. In this case, they constitute " Occupational Diseases ", those that have the same cause as the Occupational Accident, that is to say, that they are contracted on the occasion of work carried out for others. To enjoy such consideration, such diseases must be among those previously established in a "table of diseases" "listed" by activities and result of certain substances also included in the "table of substances or elements"

Curiously, it is necessary to highlight that Stress is not within the "Table of Diseases" mentioned above, so that such a pathology "normally" when suffered by the worker, is usually attributed to consequences and occasions other than the workplace.

Despite the aforementioned, and although at present it is not expressly regulated that Stress constitutes an occupational disease, many Courts in recent years have been establishing the "presumed employment" of injuries that occurred in the workplace and at work time, such as brain hemorrhage, certain heart injuries, nervous excitement, and even certain stressful situations at work. This is so, inasmuch as such Social Courts, in the cases indicated, have been considering that the proof of the absence of a triggering labor circumstance has to be demonstrated by whoever alleges it, which constitutes an "inversion of the burden of the evidence "in favor of considering such pathologies as occupational (09).

In recent years, theses that consider the existence of certain harmful stressors as directly derived from work have been gaining ground and that the worker may find himself subject to certain psychosocial factors in the work environment itself that can lead to a stressful situation that it can and does suffer in certain cases. In fact, in recent months, representatives of the Ministry of Labor and Social Affairs have expressed a commitment to proceed to review the situation and update the aforementioned "table of Diseases", adapting it more appropriately to current times.

It would not be difficult to assume that such an "update" of labor legislation will soon be a fact, especially if one takes into account that a study recently carried out by the European Agency for Safety and Health at Work (created by the European Union European Union), it is stated that within the European Union one in three workers experiences stress and other disorders associated with it (10).

Language as a Communication Technique for Prevention

The Puff Pastry Tray (Anonymous Story)

"A wise outsider came to Aksehir. He wanted to challenge the most learned man in the city and they introduced him to Nasrudin.

The sage drew a circle on the ground with a stick. Nasruddin took the same stick and divided the circle into two equal parts.

The sage drew another vertical line to divide it into four equal parts. Nasrudin made a gesture as if taking the three parts for himself and leaving the fourth for the other. The sage shook his hand to the ground. Nasruddin did the opposite.

The competition is over and the wise man explained:

- This man is incredible! I told him that the world is round, he answered that the Earth's equator passes through the middle. I divided it into four parts, he told me "the three parts are water, the fourth is land." I asked him "why is it raining?", He replied "the water evaporates, rises to the sky and turns into clouds".

The citizens wanted to know the version of Nasrudín:

- What a gluttonous guy! He told me: "if we had a tray of puff pastry", I told him "half is for me."

He asked me "if we divided it into four parts?", I replied "I will eat all three parts". He proposed to me "if we add ground pistachios?", I said "good idea, but a high heat is needed.

After reading the previous Oriental tale, it will not be difficult for us to agree that each person is a victim of their own interpretations. Communication is of vital importance for all human beings, since "we are always communicating" something, and it is truly important to do so in such a way that our message is properly "interpreted" by our interlocutors. That is, we need our message to be adequately transmitted, understood and perceived.

Language is so important that even with the proper use of it, programs are carried out for the relief of chronic stress and associated ailments such as headaches, insomnia, high blood pressure, stomach problems, anxiety, depression, etc ... and such and as Dr. Matthew Budd states, "Linguistic acts have the power to alter the state of the body. From our daily experience, if someone shouts 'fire', our pulse quickens and the rate of our breathing increases rapidly." The aforementioned Dr. goes on to relate that "just as we have somatic or emotional habits, we also have language habits. These habits have a life of their own. Do not expect miracles while making observations about your" internal conversation "and your conversations with others.

The Communication is very important in the development of occupational risk prevention activities, as an aspect of enormous interest constitutes the true awareness of the agents interested in the convenience of putting the necessary means and interest in the due protection for the accident avoidance. If the problem that affects the prevention of occupational hazards is not treated and transmitted in the appropriate "language", the policies or activities developed in this regard will be doomed to failure.

To transmit and raise awareness in "prevention", the people responsible for carrying out this objective must have sufficient "sensory acuity" to become true communicators. With the techniques of NLP, this will allow them to "connect" with the "System of Representation" (sight, hearing, smell, taste, touch or common sense) of both employers and workers, in order to internalize such sensitivity in this matter.

NLP and Occupational Risk Prevention. Contributions

"Our assumption is that any human being who comes in saying 'help, I need help' has already tried all his conscious resources and failed miserably. However, we also assume that somewhere in his personal history he has some set of experiences that may serve as resources to help them get exactly what they want in this particular situation We believe that people have the resources they need, but they have them unconsciously and they are not organized in the proper context ..... All we have to do is take resources from there, where they are, and put them where you need them.

John Grinder and Richard Bandler

What is NLP?

NLP is a Discipline whose field of action is the structure of the subjective experience of the human being , that is: how we organize in our mind what we see, hear and feel, and how we review and filter the outside world through our senses, also exploring how we describe it with language and how we react (whether intentionally or not) to produce certain results in ourselves.

It was created in the early 70s by Richard Bandler and John Grinder, who took as a starting point the scientific study of the treatments used by certain model therapists such as Fritz Perls, Virginia Satir and Milton Erickson (among others) who distinguished themselves by their extraordinary results, as well as for having managed to improve or cure people who suffered from incurable diseases. These two creators started from the Observation, immediately afterwards they put their observations to the test and later they built a Model that gave rise to a set of Techniques and Work Procedures that can be used immediately with enormously satisfactory results.

The initials of NLP (Neurolinguistic Programming) "baptism" of its authors, respond to three terms:

- P: Programming: Term that refers to the process that our system of sensory representations follows to organize our mental strategies or, in other words, the mental "programs" that each person has established. All behavior of the person derives from a "mental program" that he has.

- N: Neuro: Term that starts from the idea that every action and every behavior of each person is the result of a neurological activity (mental activity) since each one "works" by executing its "programs" by means of impulses. Neurons, nerve pathways are the basis of all brain programming of the person.

- L: Linguistics: Term that refers to the fact that the mental activity of the person and the organization of their operational "strategies" are externalized through communication in general and language in particular. Language, as indicated previously, constitutes a distinctive characteristic of the human being since we continually communicate with the outside and with ourselves.

Until today, NLP has been developed both by its creators and by a series of scholars of the subject and enriched with an almost unlimited series of techniques that make it come to be considered as a modern and effective Therapy (Personal Therapy , Organization Therapy, etc ...). Such is their degree of importance that these techniques are extremely useful in all areas of knowledge (and for all professions), confirming their effectiveness in the following fields:

  • THERAPY: Anxiety, Stress, Phobias, Relationships, Lack of confidence / self-esteem, parent-child relationship problems, addictions, abnormal, complex behaviors, sexuality, future approaches, etc ...
  • PERSONAL DEVELOPMENT: Achievement of personal goals, improvement of self-esteem, establishment of success strategies, etc ...
  • EDUCATION : Teaching and communication techniques to increase capacities and performance in learning, techniques to "learn to learn", etc ...
  • WORK / COMPANY: Motivation, stress control, use of resources, creativity, development and achievement of objectives, leadership, competition, negotiation, etc ...
  • ORGANIZATIONAL APPLICATIONS : Programs, unblocking negotiations, convincing communication systems, persuasion, conflicts, interview preparation, etc ...

What can NLP contribute to Occupational Risk Prevention?

The statement that the human factor is responsible for 100% of Occupational Accidents constitutes a unanimous sentiment among all those who have been dedicating themselves to the development of work-related accident prevention tasks. This is also stated by Professor José María Cortés Díaz in his book "Techniques for the Prevention of Occupational Risks", who even clarifies that "behind a technical failure, ultimately, we find the human factor" (12).

In numerous studies carried out on the importance of the human factor in the production of accidents, it is considered proven that out of every 100 accidents, 85 are normally due to unsafe practices, compared to one that normally occurs due to unsafe conditions (about which it is also affirms that such a condition is caused precisely by someone). In reference to the remaining 14, it is stated that they were produced by a combination of both causes; which would undoubtedly lead us to the conclusion of the responsibility of the human being in 100% of the accidents produced.

Such data show us the importance of "communication" in the prevention of such situations , because through the establishment of the appropriate "communication channel", many of the accidents that occur could have been avoided.

Having arrived at this place in this work, it is worth noting that the Labor Administration itself is convinced of the enormous utility that NLP can contribute in the establishment of a series of factors that are decisive in the improvement of working conditions . This is so, if we proceed to read the account of certain Prevention Technical Notes (NTP) that implicitly or explicitly refer to such techniques as "favoring" the preventive "message" and among which the NTP should be specifically highlighted. Numbers 423 and 424 dealing with "Neuro-Linguistic Programming (NLP): applications to the improvement of working conditions" (13).

In the aforementioned notes, it is expressly indicated that "it would seem strange to talk about Neurolinguistic Programming when dealing with occupational risk prevention issues, especially since this" school "or this theory has always been associated with the world of therapists and teachers who teach "improvement" courses (personal control over problems that impede or hinder development). However, lately NLP has had a great relevance in the world of communication. NLP has contributed to the complex world of personal relationships, which involve always a communicative situation, ideas and instruments to be able to better analyze the process of "transfer" of data and, above all, to be able to more actively influence the efficiency of the transmission ".

In the studies that have been carried out in matters of Work Safety and in the reduction or elimination of accidents, the National Institute of Safety and Hygiene at Work (Agency dependent on the Ministry of Labor and Social Affairs) is considered as an Operational Technique of Adequate security , action on the Human Factor in the following areas: Personnel Selection, Training, Training, Advertising and Group Action.

In this regard, NLP can make the following contributions with respect to each of the indicated areas:

  1. Staff pick. - Accommodation of the human being to the job that is more in line with their personal characteristics. Carrying out all this through the "Metaprograms".
  2. Training .- Improvement of knowledge about the work that is carried out by developing the system of "Adequate and dynamic learning" for workers in order to act on their "behavior", avoiding risks and making work safer, as that to "think" in the right way is to see something important that makes us see what we had not seen, which also allows us to see what is not even visible.
  3. Training. - Teaching and development of their own resources, abilities, skills, knowledge and behaviors to adequately carry out their work; or, failing that, "modeling" of those that are necessary for this purpose, since to acquire communication, organization and leadership skills that define success it is only necessary (in addition to having one's own will), to have the method suitable.
  4. Propaganda. - Change of attitude in individuals through the information provided, through a process of "internalization" in the various "systems of representation" that are predominant in the recipient of the same. This through the proper use of language.
  5. Group action. - Psychological techniques of group dynamics through the use of "perceptual positions" and the development of "Rappord" techniques, which in turn favors continuous improvement within the organization or company.
  6. Incentives and Discipline .- Techniques to increase motivation so that all workers can behave appropriately in avoiding accidents and favoring the appropriate state of mind and body at their disposal to act. This with techniques such as the "Metamodel" or the "Metalanguage".

NLP, prevention of work stress and intervention techniques

"It is totally ineffective to want to help someone by telling them what to do, since the only effective help they can receive and, above all, accept, is to allow them to find the solution that suits them by starting a constructive dialogue" .

Catherine Cudicio

There are a series of diseases produced by psychic and social agents, the result or consequence of automation, division of labor and specialization in simple and repetitive tasks that lead to the dehumanization of work, monotony and lack of interest of the workers, in addition to other series of social factors such as: wages, work organization methods, promotion policy, etc ... that can produce a certain type of psychosis, depressions, neurastemias, etc ... and among which It stands out especially for its importance, work stress.

However, and despite the enormous advances that have been made in the field of risk prevention at work, since the Labor Risk Prevention Law was approved in 1995, both by the Administration, Social Agents, or by the Accredited Entities for the Evaluation of Occupational Risks, even today there is a great lack for the development of instruments for evaluating the psychosocial factors that can cause such accidents. There are practically nonexistent organizations or companies that have specific programs to face such risks, apart from the current existence of a true lack of "sensitivity" by not considering as a priority the prevention and fight against this type of risk by all those direct protagonists,

Among the important occupational risks motivated by the conditions and circumstances in which the work takes place, as I have indicated previously, still today not sufficiently addressed in a completely effective way; are the "Stress" at work, certain types of pathologies inherent to certain "Addictions at work", the feelings of "Isolation" in workers who work shifts, "Mobbing" (psychological violence), "Burnout Syndrome "(" burnout "syndrome)," Sexual harassment "at work; and even extreme situations such as what is known as "Karhosl" ("Sudden death").

The repercussions of such "ailments" constitute a great relevance in the normal development of the activities of the Organizations or Companies and in the own personal and family life of the human beings who are affected by such situations.

Without a doubt, as most authors point out, the best way to overcome stress is to avoid it, but the big question is how?

The intervention techniques for the elimination of work stress are developed through two types of specific interventions:

  • Intervention on the Individual
  • Intervention on the Organization

Intervention on the Individual

The NTP No. 349 (13), establishes as intervention techniques for the prevention of Stress, the treatment of behavioral problems in the worker's person in order to promote the adaptation capacity of the individual, classifying these techniques as: General, Cognitive , Physiological and Behavioral.

The contribution of NLP in the effective achievement of these intervention techniques, would be patent and its performance in the different classifications developed by the indicated NTP, would be as follows:

  • General Intervention Technique : With the development of techniques and various NLP exercises, the individual would not find it possible to specifically define those resources that he himself would need to "mobilize" to face such a situation of Stress, or to ensure that it does not occur.
  • Cognitive Intervention Technique : With the development of NLP techniques, the individual would make the situation available, with observation of it from various points of view, or in other words, finding on the part of the protagonist of the Stress situation, of his self-observation both from his own position, from a different one, and even from that of an objective third party. This would have the consequence of changing their perception and their own "stressful" way of observing reality, their interpretation from other "perspectives" that had not been considered up to now and their own evaluation and self-evaluation of the problem.
  • Physiological Intervention Technique : Both the physical relaxation exercises, those of breath control and the "disconnection" that are part of and accompany all NLP techniques and exercises in their performance, and by themselves constitute an adequate intervention technique that being associated with the determination of certain "submodalities" in the subject, favor the achievement of the proposed objective in terms of the control of stressful situations.
  • Behavioral Intervention Technique : NLP techniques precisely favor the promotion of adaptive behaviors "chosen" by the subject himself as the most appropriate to face the situation, since they are pre-experienced by the interested party through exercises of "bridges to the future" in which it is the subject himself who "experiences" in a non-traumatic way the usefulness of his selected free behavior.

On this subject, it should be concluded that the development of NLP techniques in the business environment and taking the individual as the subject of the intervention, would not only be adequate for the purpose of prevention and elimination of work stress in the person of the worker , but it would even favor the resolution of problems of another type that would also have an impact on the action of their job.

B) Intervention on the Organization

The NTP No. 438 (13), clearly highlights as the main intervention technique on the Organization, the action on two different levels: 1. Through scientific study and research, such as with the analysis of work redesigns, introduction flexible hours, and even participation in decision-making. 2.º Through the development of other types of methodologies not scientifically proven, such as improvement of environmental conditions, enrichment of the tasks carried out by the person, change of schedules, changes in management styles, increased training, adequate management of human resources, introduction of new technologies and redefinition of the organizational structure and climate.

As a fundamental contribution of NLP in its intervention on organizations or companies, it must be said that apart from that type of intervention indicated for individuals that must maintain its development and application, in organizations or companies it will also have to establish a system of "mobilization" of "resources". Such "resources" could well be those of "Choice", "Congruence" and "Challenge", as some authors and researchers point out (14). With the development of NLP techniques, the following objectives can be achieved:

  • The "Choice": This is understood as the ability and willingness to respond in different ways, achieving the balance or middle ground between the resources available in the company and the difficulties, establishing in this case adequate measures of control and influence over their areas of interest. .
  • The "Congruence": With the establishment of methodologies that allow to "sensitize" all the personnel in their integrity in favor of the common objectives, achieving an interconnection between the general and particular objectives of all its components, all in the same direction and ending situations of conflict and lack of communication.
  • The "Challenge": Through the achievement of proposed final objectives and through the "check" of certain partial objectives through the Test-Operation-Test-Output.

To say about NLP techniques for intervention in organizations, that they are very appropriate, since every company constitutes a "system" and as such, any modification of any of its "components" favors a "turn" in a different direction. The development of NLP in the business world favors creativity and the obtaining of new methodologies in all the areas that constitute it and this, without a doubt, would be very useful in the prevention of occupational risks.

Then, we will make special mention of two types of stressful situations that, due to their increasingly frequent manifestations in the workplace, require a differentiated mention: "Mobbing" and "Burnout Syndrome".


"Mobbing", also described in various ways such as "psychological violence", " psychological harassment at work ", "workplace harassment", "occupational psychoterror"; In short, it comes to mean the pressure exerted by bosses and co-workers , out of envy, competition and selfishness, on any new employee in any job position.

Heinz Leymann stated about "Mobbing" that "the concept of mobbing is defined by the chaining, over a fairly short period of time, of attempts or hostile actions carried out, expressed or manifested by one or more people towards a third: the objective " (fifteen). Such an appreciation, also coinciding with another of the authors who have developed studies on this subject, Professor Iñaki Piñuel y Zabala, who states that "in the workplace, mobbing indicates the continuous and deliberate verbal and modal abuse that a worker receives for part of another or others , who behave with him cruelly with a view to achieving his annihilation or psychological destruction and obtaining his exit from the organization through different procedures "(16).

In NTP No. 476 (13), several ideas are provided with the intention of contributing to the prevention of this problem, emphasizing the importance of its consequences and the need to identify it in time, giving it a solution in its earliest stages through the following actions:

  • Procure for the affected person the achievement of " social support "
  • Carry out a design of social relations in the company taking into account interpersonal relationships independent of one's own work
  • "Training" of workers in interpersonal relationships.
  • Articulate representation systems. Reception and integration of newly hired people , without forgetting the consideration of the company culture in the selection of personnel.
  • Activity developed by the internal psychology services, as a permanent service to assist workers.

But without a doubt, in my opinion, the great contribution to the reduction or elimination of "Mobbing" is carried out through an extensive study of this problem by Professor Iñaki Piñuel y Zabala, who proposes a whole methodology to face this situation by the affected persons (16). For the monitoring and implementation of this methodology, I am of the opinion that the NLP techniques are very effective as indicated below, in accordance with the sections established for said method:

1.º Identification of the problem as "Mobbing" or "workplace harassment": The identification of the problem by the affected person and his awareness that such an event is taking place, constitutes an action that is simple to carry out. through various techniques of "visual / kinesthetic dissociation" and through the "Metalanguage" developed by NLP, favoring the high self-esteem that such a person needs.

2. Emotional deactivation: Awareness and identification by the person of the "negative" sensations that the aforementioned harassment produces in him, with NLP techniques that allow him to "regain" "control" over his reactions, "observing himself herself from various perceptual positions.

3.º Elaboration of the response to psychological harassment by means of extrojection: Development of the person's own internal resources and their own self-esteem and self-confidence, determining which of those resources developed throughout their life are those that will be "putting into play", "recovering" them in the "Timeline" in which they manifested successfully.

4.º Overcoming the problem and integration of the vital perspective of the victim: "Taking control" of their own life by the affected person and development of techniques that allow the establishment of a "bridge to the future", through Which person "stops affecting" the way it has been affecting him and seeing, feeling, hearing and even smelling his own control and that of his own personal and professional life.

To defeat "Mobbing", NLP has a set of techniques through which the subject assumes their own responsibilities in achieving their goals and in everything that depends on themselves and in an "ecological" their own benefit and without harming third parties.

Burnout syndrome

The Burnout Syndrome or " Syndrome of being burned " by work, constitutes an ailment that already has as a precedent in our country, the recognition in 1999 by a Court of Justice (the Superior Court of Justice of the Basque Country) of such a condition due to a worker and whose conclusion or sentence establishes the recognition as Work stress regarding the work accident suffered by the worker in question.

Although in the resolution the aforementioned Court ruled in favor of a worker in a production workshop, the legal reasoning of the aforementioned ruling could be equated to other types of professions. In the aforementioned judgment, the Court understands and thus considers it to be accredited, that the profile of the worker who carried out his work in said workshop, and I report verbatim, "is a very characteristic type of stress that occurs in those professions of those who perform their work in contact with other people who, due to their characteristics, are subjects of help, such as teachers, health personnel or social workers ". In this case, the worker was dedicated to organizing the production of a workshop directing disabled employees and had as functions "

In 1998, the worker's general practitioner extended his medical leave arguing sleep disorders and physical-mental exhaustion . Faced with such symptoms, it was his own GP who referred him to a mental health center, where he was diagnosed with "a syndrome of personal exhaustion or burnout", being described as "a chronic adaptive disorder with anxiety as a result of the interaction of the job or employment status ".

The contribution that NLP can carry out in such cases is not different from those techniques that are applicable for the recovery of those workers who are victims of occupational stress, despite the fact that workers affected by this type of stress from "Burnout Syndrome "It constitutes a type of chronic emotional stress with very marked features of physical and mental exhaustion, a cold and depersonalized attitude towards others in their environment, feelings of personal dissatisfaction with the tasks to be carried out.


"Many people believe that they are" slaves of the past "and that" " psychological wounds leave scars for life ." I have a few physical scars that never hurt a bit; when I look at them, they are just reminders of what happened to me in the past, letting me know what to avoid in the future. Fortunately, the mind can heal itself even more quickly and completely than the body; the unpleasant events of the past can be transformed into resources for a present and future well-being ".

Connriae and Steve Andreas

Throughout this work and in a very basic way, the issue of the contribution of NLP (Neurolinguistic Programming) to intervention techniques in the Prevention of Occupational Risks and more specifically regarding its application in the elimination of Stress has been addressed. labor.

The contributions of NLP are many and practically reach all areas of knowledge, since Communication constitutes the fundamental basis of all interrelation between human beings and their environment, being precisely in this area where these techniques reach their greatest achievements. Needless to say, NLP techniques are perfectly compatible with other types of techniques that can be used to achieve that we can propose for the elimination of work stress.

To date, as stated throughout the content of this work, the adequate sensitivity to address the issue of Stress in the workplace has not yet taken root in society and in the world of work. Even today, the enormous relationship between this growing disease of the 21st century and the production of accidents at work has not been adequately valued, despite the enormous efforts made by various professional societies to eradicate such situations (17).

Also on the other hand, we also began to be protagonists of the tasks that on the other hand the union organizations try to develop in this matter (18 and 19).

But all this might not seem enough in light of the results of the "chilling" data that specialized reports reveal: Rising costs of Stress at work and the increasing incidence of depression (20).

In such a case, NLP constitutes an instrument , from my point of view, very valid for its use in reducing work stress , against which, without a doubt, the use of means for its elimination should not be spared.