Content: emotional intelligence coaching, executive coaching, business coaching, emotional intelligence coaching skills, coaching and emotions, behavioral model, emotional change, coaching emotions, psychology, coaching, emotional management, emotions is the workplace, coaching research, behavior change model, change emotions, manage emotions, emotional intelligence coaching, psychology, coaching, emotional management, emotions is the workplace, coaching research, behavior change model, change emotions, manage emotions, executive coaching, business coaching, emotional intelligence coaching skills, coaching and emotions, behavioral model, emotional change, coaching emotions, 

 

 


 

       Certified Master Coach Course - Some Introductory Notes: 
      Emotion Management and Coaching
           -The need for better coach training in the use of psychological methodologies to better deal with emotions
            in the workplace ©

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

Emotions do not just effect organizations but contribute to their structure. In fact a great deal of leadership is actually about emotion management. Organizations are emotional places, organizations and businesses use emotions to motivate employees to perform. Various events in organizations create emotions and affect an employee's sense of satisfaction or well-being. Our sense of organizational identity is connected to how we feel. Emotions are also essential to inspirational leadership. However, emotions can harm employees, affect how they react to pressures and be the cause of low productivity and poor results.

Today, through the use of cutting-edge behavioral change models and techniques, negative emotions can be reframed to become a positive force to produce lasting beneficial results.

Moods and emotions affect our selection and the quality of our actions.
Emotions are a part of our everyday existence as they move through the body, affecting our state-of-mind, performance, health and energy. Some recent research even suggests that all decisions are emotionally based, and that logic is used to provide a rational explanation for whatever decision is taken. 

It is important to distinguish between moods and emotions. Emotions are responses to specific events however moods are long term emotions people can find themselves in, such as pessimism, optimism, melancholy, resentment and anxiety. Moods have a major bearing on a person's emotional response to what is happening around them. They underpin a person's morale, their desire for improvement, their commitment to the process of change, their ability to problem-solve and their creative and innovative thinking.

Emotional management skills are necessary to reach an optimum productive state. 
Current research shows that by acquiring emotional management skills and techniques managers and leaders can more readily create positive and productive results in every aspect of their lives.

Emotional responsibility and Emotional leadership.
In a workplace dominated by the emphasis on rational and logical thinking, the role of emotions in decision-making and effective action has been often neglected. Many managers and leaders become victims of their emotions and regard their moods and emotions as things which just "happen". 

So how does management expect their employees to manage their emotions in the workplace?
According to the latest research management and many employees do not want their co-workers to express any type of strong emotion -- positive or negative. The research found that the only "appropriate" way to manage negative emotions at work was for employees to hide or "mask" their emotions. Positive emotions are also needed to be expressed in moderation, according to those surveyed.

Emotion management is not something that is typically taught at work. Most organizations have traditionally focused on teaching logical and rational thinking and have neglected emotional learning in their development programs. As such, to learn what is and is not appropriate, most employees learn to manage their emotions by observing others in the workplace. However, in the last few years many executive / organizational coaches (trained in the use of psychological-based methodologies) have been increasingly called upon to develop specialist programs in this arena. These coaches are typically working with leaders to: a) help them better understand the impact that their moods and emotions have on their behaviour, relationships and performance and, b) providing them with techniques to better manage them and create productive emotional spaces. It follows that other people developers are now seeking a better understanding of how to work with emotions in the workplace.

Some aspects of Emotion that People Developers need to understand:

  • How to help individuals better balance the physical, mental and emotional aspects of their working and home life
  • Characteristics of emotional well-being
  • How to help people maintain emotional composure on the job and maximize work relationships!
  • How to help people better express emotions through assertiveness and communication skills -communicating or controlling? Understanding assertive communication
  • How to better create emotional honesty and positive emotional energy
  • How to help people control their negative emotions and achieve positive interaction in teams and work groups 
  • The connection between emotions and workplace stress
  • -Understanding Stress:
    • How to interpret the Psychological and Physiological Effects of Stress
    • How to identify Aspects of Personal and Professional Lifestyles in Relation to a person's Management of Emotional Well-Being
  • Better understand feelings and emotional well-being: Perception and defence mechanisms at work:
  • Self-awareness and what triggers reactions
  • How to assess What a person is Feeling and Why they are Feeling That Way
  • How to identify Thoughts, Feelings, and Behaviors
  • How to analyze Behavior Patterns

How to locate and change Negative Emotions that exists in every work environment -which left unchanged, can even cripple an organization:

  • Negative emotions affects an individual's ability to focus confidently on producing creative and productive work/results.
  • Understand that negative emotions (that can even strip people of their self esteem and disconnect them from their work) is an inevitable part of organized life.
  • Know how to train managers to recognize their own emotional condition and manage it -and be able to read and deal with the emotional state of others.
  • Know how to train managers to help their people frame emotions in constructive ways or by changing the view of their experiences, helping staff create workable solutions and create positive pursuits. Managers also need to learn how to lead by the example they set eg; how to deal with their own emotional issues in positive ways that can inspire others.
  • Many managers with strong technical skills and low "people skills" get promoted regardless of this deficit. These professionals can make poor managers unless they are held accountable for their behavior and are provided behavior-based coaching on how to to prevent or deal with their emotional issues.

The Institute's 4 Day Master Coach training Program takes an Emotion-focused coaching approach.  

People live in a constant process of trying to make sense of, control and manage their emotions. In an Emotion-focused coaching approach emotion is seen as foundational in the construction of the self and is a key determinant of self-organization. Personal meaning and growth can be achieved through the exploration and re-organization of our emotional experiences. Within this framework approach people become aware of how they process emotion and how they can generate alternative emotional responses. 

Emotion-focused coaching is a collaborative effort (with a trained practitioner/coach) to help clients use their emotions intelligently to solve their problems and reach their goals. The approach uses a range of empirically proven behavioral change models and techniques that can produce sustainable change in a relatively short time frame.

The Certified Master Coach Course -elite training in the use of evidence-based psychological methodologies:
Many vital behavior-based change models, tools and techniques and assessment instruments a professional people developer requires to work with emotions are only available via the The Behavioral Coaching Institute's (Dr Skiffington -Founding Director of Education) fast-tracked, 4 Day, Very Small Group Certified Master Coach Course (conducted in N.Y., London, Singapore, Bangkok etc). This course (campus or distance learning format) meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable psychology-based model, tools and techniques to manage emotions in the workplace.  Read More >.... 

© 2010 Behavioral Coaching Institute

 

 

   ".. this unique 4 Day Course shows that rather than controlling or avoiding emotions, clients can learn from
  their emotions and bodily reactions and begin to act sensibly on them. Professional people developers are
  taught how to help their clients (in a short time frame)change their emotion in ways that are appropriate to
 context. This is rarely taught. Rich in clinical wisdom, practical guidance, and case illustration, this Master
Coach Course provides empirically supported models of training clients to attain emotional regulation,
transformation and wisdom." -Dr B. Fitzgibbons

  

  

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Content: emotional intelligence coaching, psychology, coaching, emotional management, emotions is the workplace, coaching research, behavior change model, change emotions, manage emotions, executive coaching, business coaching, emotional intelligence coaching skills, coaching and emotions, behavioral model, emotional change, coaching emotions, emotional intelligence coaching, executive coaching, business coaching, emotional intelligence coaching skills, coaching and emotions, behavioral model, emotional change, coaching emotions, psychology, coaching, emotional management, emotions is the workplace, coaching research, behavior change model, change emotions, manage emotions,