Emotional Intelligence Coaching -Business Coaching

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Contents: emotional intelligence coaching, coaching practice, emotional intelligence coaching practice, emotional intelligence coaching skills, coaching technology, emotional intelligence coaching and emotions, behavioral model, change, emotional intelligence coaching, psychology, coaching, business coaching, coaching, emotional intelligence coaching research, coaching technology, behavioral model, change, emotional intelligence coaching

Emotional Intelligence Coaching -in the workplace

Emotional Intelligence Coaching:

1. Will the Real Emotional Intelligence Please Stand Up?

On Deconstructing the Emotional Intelligence "Debate"
-Presented at the Society for Industrial and Organizational Psychology, Annual Conference in Orlando, 2003
by Catherine S. Daus, Southern Illinois University Edwardsville and Neal M. Ashkanasy, The University of Queensland

Basically the authors say that the field of studying and measuring emotional intelligence is still very young and it is understandable that there would be some concerns about even the original Emotional Intelligence model first developed by Mayer, Salovey and Caruso in 1990, which they believe is the most well conceived Emotional Intelligence model at this point.

The primary arguments proffered can be captured in three broad points:

1. Emotional intelligence is little more than a loose conglomeration of extant personality traits.
2. Emotional intelligence does not meet psychometric standards.
3. Emotional intelligence has no clear measurement rubric-it changes all the time.

The authors state, "These models.. are much too broad in scope, and do not appear to markedly differ from traditional personality models or competency models...we also feel that to an extent, they have done much more harm than good regarding establishing emotional intelligence as a legitimate, empirical construct with incremental validity potential. It is unusual, and sometimes disturbing, to see scientists and researchers uncritically cite a popular trade book alongside peer-reviewed articles. Rather, we suggest that the only approach that makes sense is one that meets these criteria:
(a) uses a skill-based or behavioral, preferably nonself-report method of measurement;
(b) focuses narrowly and specifically on emotional skills and abilities only;
(c) has demonstrated construct distinctiveness; and
(d) has demonstrably good psychometric properties."

2. Emotional Intelligence Coaching
What constitutes emotions and emotional effectiveness:
Many of the mass-marketed 'emotional intelligence' training courses discuss 'self-awareness', 'resilence' and 'authenticity' under the term emotional skills. Yet clearly these concepts are not emotions. Rather, they are personality characteristics that may or may not have an impact on how the individual deals with his or her emotions. Because coaching works in the domain of emotions, it is imperative that coaches have clear boundaries and definitions about emotions, what constitutes negative and positive emotional states and which aspects of emotions a coach can work effectively with.

Emotional Intelligence Coaching is not the same as professional coaches engaged in working with 'emotions':
Naturally, coaches who do not have a background in the behavioral sciences are hesitant and sometimes apprehensive about working with a coachee's emotions. As a follow on to this the fast-tracked, 4 Day, Very Small Group Certified Master Coach Course meets the critical needs for coaches to be trained and mentored in the use of validated, reliable psychology-based tools and techniques by Dr Skiffington (a long-term practising Business Coach/ClinicalPsychologist/ Educator and best-selling author). In 1997 Dr Skiffington pioneered and published research on 'Towards a Validation of Multiple Features in the Assessment of Emotions' that has stimulated new research and instrument development in this important domain by personality, social and developmental psychologists.

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