What are some ways to develop emotional intelligence in the middle stage of coaching?

Additionally, and maybe most powerfully, is understanding the current situations that your client is in. How do they describe situations? What stakeholders to they recognize? What have been the feedback and outcomes of their interactions? Have there been common complaints? Understanding the real-world scenarios that clients find themselves in can help you identify where they need support.

Many times, people have difficulty seeing where they struggle in this area, and pointing things out without extreme care can feel like a character attack. Using powerful questions can help people come to their own conclusions about what or how they could improve in these areas without risking the coach/coachee relationship.

We all think in stories. Coax the story they are telling themselves out into the open. Listen to understand. Stay curious. Ask open ended questions. Develop a genuine interest in the person you are talking to. Listen to what is not being said.

Sharing emotions at work is nuanced and tricky. Concerns about being weak, irrational or unprofessional aren't unfounded, and finding ways to share emotions while maintaining strong leadership is hard. Therefore, one must discern which situations warrant sharing, and which don't. Not every emotion should be communicated to your team. At the same time, (and one of the criteria used to determine if you should share) is evaluating whether your emotions will come out "sideways" in the form of words or behavior that cause harm or unintended consequences.

Language here is so important. Many people do not have the language to describe emotions in a way that allows for full expression and comprehension. Stay away from sanitized language. Speak to the real raw emotion and coach them through labeling and understanding what they are experiencing.

In addition to assessing your coachee's emotional intelligence, delve into the realm of emotional habits. Challenge ingrained patterns hindering growth, employing probing questions and feedback. Guide coachees to recognize, understand, and reshape emotional tendencies, unlocking newfound potential. Beyond this, champion the art of emotional expression. Create a secure space for coachees to share feelings, instilling a culture where emotions are acknowledged and communicated effectively. Lastly, lead by example in the coaching journey, showcasing your own emotional learning and growth to inspire a shared commitment to continuous improvement.

1) When anyone is traveling, we get to the point that 1/2 way of the trip, one needs to stop in the rest area. I chose this example to bring coaches to that 1/2 way process where Both parties Coach and Coaches need to pause to A) Rest our mind B) Take time to process, digest information shared. C) Assess how coaches received it; also assess if coach is equipped ready to continue. 2) Be mindful Emotional Intelligence is not one way street. Emotions are expressed but Intelligence is learned. 3) Once the pause is completed- an assessment conducted 4) To move to the next step of coaching I will use live scenarios and also ask coaches to role play.