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A Coach's/Trainer's Guide to Helping Leaders Improve Emotional Intelligence

A Coach's/Trainer's Guide to Helping Leaders Improve Emotional Intelligence

The coach/trainer's role is critical in helping employees develop emotional intelligence. Emotional intelligence is truly a lifetime journey. However, with the help of a coach or trainer, a six-month to one-year time period will provide a good beginning for an individual. Therefore, any organization that commits to building emotional intelligence must also commit to a long-term effort. It is the coach or trainer who can provide the consistent effort over this initial six-month to one-year time period for such growth to begin to occur. A long-term coach or trainer will also get to know the strengths, weaknesses, and areas of emotional intelligence that need the most work. In addition, growth will be well seeded if the leader is given ample feedback, reinforcement, and reminders to practice new behaviors on the job. This is the coach's or trainer's most golden role.

step 1Model emotional intelligence in all of your interactions with your participants.
step 2Assist employees in honest assessment. Assessment sources and methods can vary greatly. The coach/trainer must be able to ferret out the wheat from the chaff. Also, the coach/trainer must be familiar with each individual's situation to provide truth and honesty. The coach/trainer must also realize when someone's self awareness skills are not high enough to provide reliable data.
step 3Help employees reflect on their current philosophies/belief systems, and behaviors. Help them identify which belief systems and behaviors are helping them and which may be interfering with their effectiveness.
step 4Help workers set realistic objectives about changing destructive belief systems and behaviors. Also, show them how to change.
step 5Expose people to other ways of thinking. This could be through peers, books, mentors, or other masters.
step 6Challenge employees to create new belief systems and philosophies that will serve them and their colleagues in a better way.
step 7Help employees convert their belief systems or philosophies to productive behaviors. Encourage repetitive use of these new behaviors on the job.
step 8Provide and find others to provide positive reinforcement for the employees who are attempting to improve.
step 9Measure the results through assessment or other methods. Be sure to share the results with the employees.
step 10Mirror the behavioral results of changed belief systems and behaviors that improve followers' reactions. Celebrate and applaud the employees' efforts.



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