Emotional intelligence and leader performance: coaching

Our webinar series is well underway and we want to thank everyone who joined us on August 11^th to take a look at emotional intelligence and leader performance. We appreciate the good questions and comments!

Rightfully, there is a lot of talk about coaching these days. We love that. After all, getting coached is deeply important for growth and development. We think getting a coach is probably the best way to improve one’s emotional intelligence skills and leadership effectiveness.

But there’s a flip side to the importance of coaching. And to really see it, consider some of the historical models of coaching that David Cory reviews in his webinar:

1. “Unlocking a person’s potential to maximize their own performance.”(Whitmore, 2003)
2. “A collaborative, solution focused, result-orientated and systematic process” (Grant, 1999, basic definition also referred to by the Association for Coaching, 2005).
3. “A professional partnership between a qualified coach and an individual or team that support the achievement of extra-ordinary results“ (ICF, 2005)
4. “The art of facilitating the performance, learning and development of another” (Downey, 2003)
5. “Coaching is about developing a person’s skills and knowledge leading to the achievement of organizational objectives.” (CIPD, 2009)
6. “Psychological skills and methods are employed in a one-on-one relationship to help someone become a more effective manager or leader.” (Peltier, 2010)
7. [Co-active] coaching is “a powerful alliance designed to forward and enhance a life-long process of human learning, effectiveness and fulfilment” (Whitworth et al, 2007)
8. “Coaching is about enabling individuals to make conscious decisions and empowering them to become leaders in their own lives” (Wise, 2010)

These models of coaching make evident what is often overlooked: the capacity to coach is a leadership skill and it’s an essential part of leadership effectiveness.

And this is also true in the leadership model we use. In our view, every leader on the planet should develop their coaching skills.

Coaching is one of four dimensions in the Emotional Intelligence Leadership Model that we use to help leaders develop their skills. Coaching is so important to leadership that it makes up one of four central pillars.

“A leader who coaches effectively is seen as a mentor who supports employee growth. Employees are nurtured towards achieving their highest levels of performance.”

But coaching is itself made up of six emotional intelligence competencies:

1. Self-Actualization
2. Empathy,
3. Reality Testing
4. Interpersonal Relationships
5. Assertiveness
6. Emotional Self-Awareness

These EI competencies can be measured using the emotional intelligence assessment tool, that we use: the EQ-i 2.0. And the Leadership Report is the best way to measure these competencies and understand how they relate to your EQ and your strengths and weaknesses.

David Cory elucidates the competencies and how they contribute to leadership effectiveness. Take a watch and, below, you can download Cory’s slides.

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Download our slides

EI and Leader Performance: Coaching slides 2017 08 11 (PDF) 

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