Coaching for Emotional Intelligence
Emotional Intelligence is the ability to accurately and adaptively perceive, use, understand and manage emotions both in one’s personal space and in the workplace. In recent times emotional intelligence is measured based on ability and skill through performance-based tests. This skill-based model can be directly used for training and development and can itself be used as a coaching model. It provides a tool through which coaching for emotional intelligence can be measured objectively. Despite the overt claims and rise to fame that emotional intelligence had in the 2000s, it is proven that the ability model is indeed valid and provides reasonable evidence of its importance.
The Ability Model of Emotional Intelligence
The ability model of emotional intelligence is used in coaching. It includes four related emotional intelligence skills and it is hierarchical in a manner that each ability grows out of the previous one. The abilities are identifying emotions, using emotions to facilitate thought, understanding emotions and managing emotions. Identifying emotions accurately allows an individual to read others’ intent clearly and have successful interpersonal interactions.
Using Emotions to Facilitate Thought
Emotions affect thought process and positive emotions aid creative problem solving whereas negative emotions promote error-finding. Although it may be difficult to influence emotions, working on positive thought processes has long-term effects. Understanding emotions means tracking the intensity and change in the emotions one and those around them experience. Managing emotions is the last and most complex ability which involves preventative and responsive strategies.
Step 1: Identifying Emotions
The coach can utilize any such standardized model to guide the coaching process. During the process, the individual is encouraged to identify their emotions in the moment, be it negative or positive and tired or high energy.
Step 2: Using Emotions in Thought Processes
The second step involves the identification of how they use that emotion to think, whether they are open or closed to the process and whether they are focused on it as opposed to being distracted.
Step 3: Understanding Emotional Feedback
The third step consists of the individual understanding how they would feel about the negative and positive feedback they get from the emotional intelligence tool and the fourth step would be to devise strategies with the guidance of the coach in order to best handle both the negative and positive feedback.
Step 4: Managing Emotional Feedback
The fourth step also includes openness which is required in the first place in order to move on to devising strategies. Following these four steps continually empowers an individual to improve their emotional intelligence.
Conclusion
The continuous practice of being aware of one’s emotions and how it influences one’s own and others’ thoughts over time can give an individual the ability to manage their emotions and work cohesively with those around them. Emotional intelligence being a kind of intelligence cannot be learned to a large extent but the goal of coaching for emotional intelligence is to enable employees at the workplace to be able to become aware of their own emotional strengths and weaknesses and also lean objectively towards ‘reading’ or perceiving the emotions of their co-workers. This contributes in effective communication and prevents misunderstandings to maintain a good environment where there is a flow of quality output.
