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How do metaprograms work?

Some people look at human interaction primarily in terms of what it means to them personally. Some, in terms of what they can do not only for themselves, but also for others. If you have to hire people, you probably want to know where a person can fit in and where not?
Not so long ago, one of the major airlines found out that 95% of customer complaints about its work are due to 5% of the airline's employees. These 5% are focused on themselves, not other people. Were they bad employees? Yes and no. They were clearly in the wrong jobs and obviously that made their job bad for them, although they may have been smart, hardworking and diligent. Perhaps they were the right people who found themselves in the wrong job.
So, what should the airlines do? She replaced them with people who are selected for other qualities. The company identified these qualities through a group interview in which prospective employees were asked why they wanted to work for the airline. Most people thought they were being judged by the answers they gave in the group, but in fact, they were evaluating their behavior in the audience.
That is, the people who paid the most attention to others, smiled, supported the person who was speaking in another part of the room — they were given the highest rating.
Those who paid little or no attention to others were in their own world, while others were talking – they did not pass the test and were not hired.
Complaints against the company dropped by more than 80% as a result of this move. This is why metaprograms are so important in the business world. How can you evaluate a person if you don't know what motivates them? How can a person match the job they are doing in terms of the necessary skills, learning ability, and internal predisposition?
Many very smart people who have made a good career are completely disappointed as a result, because they are doing work that does not allow them to make the best use of their inherent opportunities. The inconsistency of their qualities in one context can be a valuable asset in another.
In business services such as airlines, it is obvious that people who are focused on others are needed. Finding the right person for the right job remains one of the biggest challenges in business. But this is a problem that can be solved if you know how to evaluate the ways in which applicants' information is processed.
At the moment, it is worth noting that not all human metaprograms are equal. Are there people who are better at moving towards things rather than away from them? Would the world be a better place if people were more focused on others and less on themselves? Maybe. But we are dealing with life as it is, not as we would like it to be.
The key is to observe a person as closely as possible, listen to what he says, what metaphors he uses, what his physiology shows when he is attentive and when he is bored.
People reveal their metaprograms to us on a constant, regular basis.
This does not require years of research to understand what trends people have, or what they are focused on at the moment.
It is enough to see how much attention they pay to other people, how they react when interacting. Do they lean towards people and express interest in what others say, or do they withdraw themselves from others, remain indifferent to questions and needs and do not respond? It is very useful to make such a selection from time to time. This is the key that allows you to get the results you want. O Aviator é baseado em um gerador de números aleatórios, que criará multiplicadores antes de cada rodada. Ao atingir esse multiplicador, um avião animado na tela sairá voando e os jogadores que sacaram antes ganharão o valor calculado multiplicando suas apostas pelo multiplicador que estava na tela quando sacaram, enquanto outros que chegaram tarde demais perderão suas apostas
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