Content: Emotional Intelligence and Executive Coaching, emotions and change, workplace emotion intelligence, negative emotions, positive emotions and executive coaching and emotion intelligence, executive coaching, behavior and coaching, change emotions, coach, emotional intelligence, change emotions and behavior, executive coaching and emotional intelligence,
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       Certified Master Coach Course - Some Introductory Notes on Emotional Intelligence and Executive Coaching: 
      Emotion Intelligence, Executive Coaching and How to Change Emotions
      in the Workplace
and why most executive coaching initiatives do not work! ©

           (includes extracts from the text book 'Behavioral Coaching' by Zeus and Skiffington -published and copyrighted by McGraw-Hill, New York)

Emotions are central to human behavior and experience. Yet scientific theory and research ignored emotions during most of the 20th century. This situation has changed dramatically in the last 20 years. Today, there is a widespread upsurge of interest and research in emotions in a number of disciplines -such as in executive coaching. Some of the latest research has confirmed that:

- Emotion moves us to action in a certain way (a direction) and it also informs us! ie: our behavior is a direct result of our emotions
- Change your Emotion / Feeling > Change your Perception > Change your Mind
- Emotion is a synthesis of everything we know!
- Emotion is Energy-in-Motion!
-The language of our body itself is our emotions


Emotional Regulation is all about how to best manage our emotions. No matter how logical and intellectual one is, the part of our brain controlling our emotions easily overrides logic and thus, all obvious rational thinking is destroyed. We all have certain triggers – things that cause us to have an emotional reaction and trigger our innate "fight of flight" response. This limits our capacity to think clearly and causes us to move to default behaviors that may not be skillful or effective.

Executive Coaching and the need for Emotional Regulation!
-Here are some default behaviors you might recognize in an executive (or even experience yourself!):

An executive gets defensive when they feel criticized
• An executive avoids difficult conversations
An executive gives in to a strongly worded demand when they really don’t want to
• An executive becomes controlling and directive when they are feeling overwhelmed
• An executive "shuts down" and becomes quiet when there is conflict in a meeting.

Traditional Executive Coach Training frequently fails to deliver!

-Executive Coaching Case Example:

John’s (a junior executive) default behavior was to avoid discussions about deadlines because they 'trigger' him emotionally. John’s 360 assessment confirmed this from others working around him. The solution was a behavior-based coaching program that provided him the requisite self-awareness. During the coaching program, John realized that the reason why he wasn’t holding people accountable (a behavior he knew he was supposed to do), was because he was afraid that his team members would get upset and
wouldn’t like him. Avoiding conflict and needing acceptance from others are fundamental emotional needs we all have.

If you have been trained to work with emotions (like John's behavior-based coach was) you can establish what emotions are driving people's behaviors and take the first step in getting them to a higher level of performance. That said, most executive coaches are not trained to assess and work with emotions and therefore do not look for them –-the biggest piece of the behavioral change-puzzle! It follows that they are unable to help their clients manage their behavior and fulfill their potential.

Every time a decision is made, we subconsciously call upon an emotional memory, a feeling that will help guide us. An executive coach therefore needs to learn how to get the coachee into contact with their emotions -their SELF GUIDANCE SYSTEM.

A person's emotional well-being is closely linked to their ability to effectively act and think The executive coach therefore also needs to distinguish between emotions that undermine change and those that promote it.

Emotions are classified as positive or negative:
Positive emotions produce high energy and have a high frequency and short wavelength. Negative emotions produce low energy have a low frequency and long wavelength. Being able to direct the positive energy of any one of these emotional feelings can be a powerful asset in any personal change effort.

The task of the Master (Executive) Coach is to ensure that higher positive emotional levels energise their client’s habitual emotional level. One way to achieve this is helping the coachee reframe any negative emotions into positive emotions.

The Certified Master Coach Course -elite training in the use of evidence-based psychological methodologies:
The Behavioral Coaching Institute's fast-tracked Certified Master Coach Course (Self-Study, Campus or Distance Learning Format) meets the critical needs for business and executive coaches to be trained and mentored in the use of cutting-edge, validated behavioral based change coaching best-practices in how to assess and change emotions. 
 Read More >.... 

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Content: Emotional Intelligence and Executive Coaching, ecoach, emotional intelligence, behavior and coaching, change emotions, executive coaching and emotional intelligence research change emotions and behavior, executive coaching and emotional intelligence, coaching and emotions,emotional well-being, emotional intelligence, motions and change, workplace emotion intelligence, negative emotions, positive emotions and executive coaching and emotion intelligence, executive coaching, , executive coaching and emotions in the workplace,  coaching, executive coaching and emotional change program, coaching, change, executive coaching and changing emotional intelligence change executive behavior, manage emotional intelligence and executive coaching behavior,