A fundamental function of managers and leaders is to bring out the best in their people. One of the fundamental skills to achieve this is through the art of coaching, the purpose of which is to provide the support and challenge that is needed to lift the employee to a higher level of confidence and performance.

So what is the difference between normal coaching and EQ coaching. The EQ coaching process incorporates the EQ KCG model of (Know Yourself, Choose for yourself, Give of Yourself). The uniqueness of this EQ coaching model is threefold, it provides the coach with the ability to: 1) support the employee (coachee) through their current performance challenge, 2) teach employee essential EQ skills necessary to more effectively self monitor and lead themselves through future performance issues, 3) move into a counseling mode should the employee's performance issue require it. The underlying intent of the EQ coaching process is to give the employee a sense of empowerment, that they have it within themselves to reach higher levels of performance.

In addition, with the EQ coaching process, the coach does not have to wait for a performance issue to arise before they engage in coaching. Every situation will become a potential learning situation for the employee where they can be helped by the coach in developing the relevant areas of EQ that are necessary for the employee's higher performance. Even normal conversations can be used by the coach to integrate the EQ skills needed by the employee.

This EQ Coaching workshop will give managers and leaders the skills that will enable them to develop within their staff, the EQ skills of:

Know Yourself

• Enhance Emotional Literacy - help the coachee become aware of their emotions and thinking when encountering the performance issue.
• Recognise Patterns - become aware of their patterns of behaviour that result from their emotions and thinking.

Choose For Yourself

• Apply Consequential Thinking - help the coachee see the results of their current behaviour and whether or not it is helping them get to a higher level of performance.
• Navigate Emotions - teach the coachee techniques that will help them navigate through emotions and thinking that are self sabotaging.
• Engage Intrinsic Motivation - help the coachee identify self motivating factors.
• Exercise Optimism - help the coachee develop more effective and positive thought patterns.

Give Of Yourself

• Increase Empathy - Help the coachee shift their perspective to understand the needs of the situation and others around them.
• Pursue Noble Goals - Empower the coachee to generate solutions that encompass the needs of others.

Workshop Objectives

• Differentiate between the characteristics of coaching and counseling
• Differentiate between and the types of issues requiring coaching and/or counseling
• Understand the EQ model and the EQ coaching process, its intent and purpose
• Develop within participants an understanding of their own EQ level
• Develop the skills to teach and elicit EQ from their coachees
• Apply the EQ Coaching process

Course Outline

• Characteristics of Coaching, Counselling and Mentoring.
• Types of issues and situations relevant to coaching, counselling and mentoring.
• The characteristics needed of the coach.
• Individual SEI profile and relevance to coaching.
• The EQ coaching model.
• The change process and its relevance to EQ coaching.
• The feedback process and its relevance to EQ coaching.
• Practice the fundamental coaching skills of:
  - Rapport building
  - Active Listening
  - Empathetic responding
  - Questioning techniques
  - Problem defining
  - Behaviour pattern recognition
  - Engaging Intrinsic motivation
  - Developing consequential thinking
  - Developing Positive thinking
  - Generating Solutions
• Behaviour modification techniques:
  - Thought pattern modification
  - Emotional intensity reduction
  - Reframing
• Practice application of EQ coaching to Case Studies and Current Issues.

• Having teams that are self monitoring and cohesive.
• Being able to develop more effective relationships within and outside of work.
• Becoming a valued leader/manager within the organisation.
• Gain the respect that comes with being an effective leader/manager.