Criteria (lat. criterium, gr. kriterion = standard, basis for decision-making)

Definition

Criteria / criterium, Greek kriterion = standard, basis for decision-making in NLP

In NLP, the term criteria refers to the individual standards by which a person evaluates their experiences, makes decisions, and sets priorities. They serve as internal standards that indicate what someone perceives as important, right, or desirable in a specific context.

Criteria are closely related to values, but in NLP, they are usually used in a more context-specific manner. While values denote abstract, overarching meanings such as 'freedom' or 'justice', criteria are often operationalizable, meaning they manifest in concrete behavior or decisions – e.g., when choosing a job, a partner, or a service.

Origin and Theoretical Background

Working with criteria in NLP is strongly influenced by meta-programs, logical levels (Dilts), and the model of subjective decision-making. It is also based on insights from motivational psychology and value-oriented communication.

The NLP term 'criterion' has been particularly refined by Robert Dilts, Richard Bandler, and Leslie Cameron-Bandler, among others, in the context of strategy work and negotiation models.

Application Examples

A client feels dissatisfied in her relationship. In coaching, it becomes clear: Her most important criterion for partnership is 'reliability', while her partner values 'spontaneity' more highly.
A candidate has several job offers. Through clarifying criteria, it becomes clear that 'creative expression' and 'appreciation' are weighted more heavily than 'salary' or 'security'.
In therapy, it becomes evident that a teenager does not respond to academic demands – until it becomes clear that their main criterion is 'respect', which is not fulfilled at school.

Areas of Application

Therapy: Clarification of inner conflicts, e.g., between a sense of duty and a desire for freedom
Coaching: Goal finding, decision-making processes, career planning
Leadership training: Value-oriented leadership, employee motivation
Personal development: Self-understanding, life balance, identity work
Conflict resolution: Recognizing the criteria underlying positions for mediation

Methods and Exercises

Create criteria hierarchy: Determine which criteria apply in a specific context and rank them by importance.
Recognize criteria violation: Observe where a criterion is violated, which often explains emotional reactions.
Chunking up & down: Examine overarching 'why?' (values) or subordinate 'how?' (behaviors).
Strategy work: Make criteria within decision strategies conscious (cf. TOTE model).
Integrate criteria into goal work: Formulate goals more effectively by enriching them with the most important criteria.

Example exercise: 'Criteria clarification in the profession'

Question: What is important to you in your work?
Follow-up question: How do you recognize that this criterion is met?
Repeat with additional criteria.
Prioritize them.
Check: Are these criteria met in the current job?

Synonyms

Evaluation scale
Decision basis
Priority
Motivational factor

Related terms

Values – overarching principles that often bundle several criteria
Meta-programs – mental filters that influence how criteria are perceived
Goals – expression of criteria in intention to act
Motivators – often coincide with criteria

Distinction

A value like 'health' is an abstract life orientation. A criterion like '30 minutes of exercise every day' is a concrete assessment of whether this value is being lived.

Scientific or Practical Benefit

Benefits in the NLP process

Increases self-reflection and clarity
Makes motivation visible and negotiable
Enables goal-oriented action
Serves as a basis for inner ecology checks
Promotes communication and understanding in relationships

Scientific reference

Criteria work resembles goal structuring in cognitive psychology and elements of logical argumentation as well as value research (e.g., according to Rokeach, Schwartz). However, it is more practice- and solution-oriented in NLP.

Criticism or Limitations

Subjectivity: Criteria are individual – without context, they can be misunderstood or misinterpreted.
Non-static: Criteria can change situationally, which is often overlooked in systematic work.
Manipulation potential: In sales or negotiation contexts, criteria can also be used to influence decisions.

Literature and References

Bandler, R., & Grinder, J. (1975). The Structure of Magic II. Science and Behavior Books, Palo Alto.
Cameron-Bandler, L. (1992). Feelings – What They Are and How They Work. Junfermann.
Dilts, R. B., DeLozier, J., & Bacon Dilts, D. (2013). NLP II – the new generation: Structures of subjective experience – the research continues (I. Seidel, M. H. Koulen & S. Koulen, Trans.). Junfermann Verlag.
Hall, L. M., & Bodenhamer, B. G. (2006). Figuring Out People: Reading People Using Meta-Programs. Crown House Publishing.
Andreas, C. & Andreas, S. (1987). Heart of the Mind: Engaging Your Inner Power to Change with NLP. William Morrow and Company, New York.

Metaphor or Analogy

Criteria are like filters in a camera. They determine what you see clearly and what remains blurry. What appears important through this filter shapes your thinking, feeling, and acting.