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What Coaching Is (EI) ((LINK))

Dr. Reynolds has been successfully teaching people internationally in corporations and government agencies how to powerfully use Emotional Intelligence (EI) for over thirteen years. She would be happy to provide you with a list of clients you can talk to about their experiences with coaching with or taking classes facilitated by Dr. Reynolds. Contact us for more information on EI training and coaching for your leaders and top talent.

What coaching is (EI)

Emotional Intelligence is the ability to understand why you think and act the way you do so you can best choose how you want to think and act in the moment. You can also then better understand other people: what motivates them, how to work cooperatively with them, and how to inspire them to reach their potential. This infographic demonstrates the importance of EI at work:

Emotional Intelligence Coaching examines the vital role emotions and habits play in performance. Emotional intelligence can help leaders and coaches recognize how attitudes - both their own and those of the people they coach - prevent individuals from reaching their potential. Replacing these with more useful feelings and thoughts can provide a powerful means of improving performance. This book explains the principles of emotional intelligence and how these relate to coaching for performance. It includes practical activities for those seeking to identify and adapt their behaviour in order to achieve more. Never before have emotional intelligence and coaching been brought together in this way to help you develop your own and other people's performance.

Steve Neale is MD of BCS International, a leading emotional intelligence training, consultancy and coaching organization. Steve is a qualified psychologist, coach, EI practitioner, counsellor and hypnotherapist. Lisa Spencer-Arnell is MD of CCS Coaching International and a Director of Real Difference. She is passionate about inspiring people to be at their best through leadership coaching, EI development and facilitation. Liz Wilson is Director of TWP behavioural change specialists and a qualified coach, mentor, coach-supervisor and EI practitioner.

In this program, you will experience both the coaching process for yourself as well as develop and refine the skills for coaching others using this approach. Participants will receive instruction on coaching EI, individual coaching from Mentor Coaches, and multiple practice sessions within a supportive learning environment. Participants will also complete the Emotional and Social Competency Inventory (ESCI) and Kolb-Boyatzis Learning Style Inventory (LSI) as part of their experience.

Participants must commit to attending all four days of the program, plus coaching practices, assignments and sessions with their Mentor Coach (see detail under the certificate requirements section below).

One-on-one coaching is a popular approach to improving various aspects of EI and leadership skills. Working with a trained and experienced coach can help you gain meaningful insights to develop your potential. Many progressive organizations recognize the importance of investing in the EI of their leaders and support the use of external or internal coaching to improve performance.

The primary research question driving phase 1 is how do EI clinicians trained in Project ImPACT implement the parent coaching aspects of the intervention? We hypothesize that (1) there will be substantial variability among clinicians in their use of parent coaching, and (2) clinicians will use certain coaching techniques (e.g., modeling of strategies) more often than others (e.g., in vivo feedback).

We will interview three agency leaders from each of the three agencies to learn about the extent to which parent coaching is expected, supported, and rewarded by agency leaders in EI. Inclusion criteria for agency leaders will be that they hold a leadership or supervisory role in an agency that employs EI clinicians trained in Project ImPACT. At least ten EI clinicians and ten parents (or the number needed to obtain saturation in the interviews), with the same inclusion criteria as described in phase 1, will be interviewed. The clinicians and parents interviewed for phase 2 may be the same sample observed in phase 1, if they are willing to participate in both observations and interviews.

We will use a single-case multiple baseline across participants deign to pilot test whether or not improvements in clinician coaching fidelity, parent use of ImPACT intervention strategies, and child outcomes are observed following introduction of the implementation toolkit.

MP is the principal investigator for this project. RB and AS are co-mentors to MP for this career development award and helped conceptualize the research study. DM helped conceptualize the research study. CC helped design the qualitative research aspects of the study. CD provides consultation regarding measurement of the parent coaching techniques. All authors read and approved the final manuscript.

Our coaching uses a wide range of methodologies, noted above, as well as tools dependent on the coaching situation and client. Emotional intelligence coaches not only facilitate change and success for clients directly through these techniques, but we also can teach the same coaching skills to clients for them to use to better lead, succeed and engage at work. Here are just a few examples of more detailed tools we use;

Emotional Intelligence coaching works to bring out your best by fitting the coaching style to your needs. Coaching relationships are personal and can differ depending on things like needs, context and favoured way of working. For instance, you may prefer a more directive approach depending on how much and in what way you wish to be supported and encouraged. Directive coaching can feel more dynamic and push you. If learning is the key focus, however, you may prefer a less directive approach where you are encouraged more to find your own way. This may help you take maximum responsibility for your choices and success, in the long run.

Remember also that the optimal approach will be affected by many things including your role, needs, availability, work-load, (project) time-scales, work-life balance, context of well-being, and your psychological make-up. Read more about the difference between coaching vs therapy here. 041b061a72


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