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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,
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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)
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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 and customers to buy. Various events in
organizations create emotions and affect an employee's sense of
satisfaction or outrage. Our sense of organizational identity is
connected to how we feel. Rules about the display of emotions act as
organizing forces within organizations and are used to create
organizational structure and shape behavior. 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.
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 new research at the University of Missouri-Columbia,
management and many
employees do not want their co-workers to express any type of strong
emotion -- positive or negative. The new research found that the
only "appropriate" way to manage negative emotions at work was
for employees to hide or "mask" their emotions. Positive
emotions also needed to be expressed in moderation, according to those
surveyed.
Employees expect others to hide negative or positive emotions in order
to maintain what they call "professionalism." This type of
"masking" behavior was typically found in customer
relation occupations but not as much in the employee-to-employee
jobs.
The researchers also found that 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 coaches are now seeking a better understanding of how
to work with emotions in the workplace.
Some aspects of Emotion that Coaches
need to understand:
- How to help individuals better balance the physical, mental and
emotional aspects of their working and home life
- Characteristics of emotional health
- 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 work environments where emotional honesty and
emotional energy are accepted
- How to help people control emotions and achieve positive
interaction in teams and work groups
- The connection between emotions and workplace stress
- Understanding Stress:
- How to identify Causes of Stress from Personal Experiences
- How to interpret the Psychological and Physiological Effects
of Stress
- Categorize Stressors and Common Symptoms, and Distinguish
Acute Stress from Episodic Stress
- Recognize the Ways a person may be Unintentionally
Contributing to their Own Stress Levels through Perceptions
of Excessive Demands
- How to identify Aspects of Personal and Professional
Lifestyles in Relation to a person's Management of
Emotional Well-Being
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- 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 Associated with Stressful Situations
- How to analyze Behavior Patterns
associated with Stressful Events
- How to identify Rituals that presently
exist in a person's Life
- How to Classify Rituals according to
the Purpose they serve and create Meaningful Workplace Rituals
- How to locate Real Emotional
Pain that exists in every work environment -which
left unchallenged, can even cripple the organization:
-emotional pain
negatively affects an employee's ability to focus confidently on
producing creative and productive work/results.
- Understand that emotional pain (pain that strips
people of their self esteem and that disconnects them from their
work) is
an inevitable part of organized life. It can come from outside
(family or personal crisis, traumas and tragedies) but it often stems from
painful incidents at work such as the behavior of
immediate bosses, including uncooperative employees or even abrasive clients,
poorly handled
mergers or change, bad workplace policies and practices, or simply the
stress and grind of everyday working interactions. "There
is always grief somewhere in the workroom!"
- Know how to train managers to
know 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 pain in constructive ways or by changing the view
of painful experiences, helping staff create workable solutions that
allow them to get through the pain, and then turn their attention to
more positive pursuits. Managers also need to learn how to lead
by the example
they set -how to deal with their own pain in positive ways that can inspire
others to deal differently with their own difficult situations.
- Many managers with strong technical
skills and low "people skills" get promoted regardless of
this deficit. They make poor managers unless they are held
accountable for their behavior and unless they are coached to
prevent or deal with any emotional toxins they produce.
The Certified Master Coach
Course -elite
training in the use of evidence-based psychological methodologies:
Many
vital behavioral-based change models, tools and techniques and
assessment instruments a professional coach requires to work with
emotions are only available
to coaches trained and mentored by an educator who is also a licensed
clinical psychologist.
The Behavioral Coaching Institute's
(Dr Skiffington -Founding Director of Education) invitational,
fast-tracked, 4 Day, Very
Small Group Certified
Master Coach Course (conducted in N.Y., London, Singapore, Sydney etc) meets the critical needs for business and
executive coaches to be trained and mentored in the use of validated,
reliable psychology-based tools and techniques. Read
More >....
©
2008 Behavioral Coaching Institute
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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,
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