Most Managers Don`t Know How To Coach Emotional Intelligence. But They Can Learn.

How successful are you at coaching emotional intelligence to your employees? According to world business, coaching in performance domains has not been successful. The real constitution of people development has not been embedded well. In addition, history tells us that there is no such thing as a perfect leader. Despite this, modern research shows that humans can effectively coach emotional intelligence at work.

As humble thought leaders, we must be careful. If it comes to coaching emotional intelligence, it is not a one-size-fits-all golden rule. This is a complex system that should only be led by experts in emotional intelligence leadership. That's a force start, if you believe that statement. The learning process of coaching skills can begin for all, followed by aligning emotional management practices at work. Emotional intelligence (EI)

It is helping to see that they have the clear thoughts processes and behaviors to engage with their own emotional intelligence, according to Fahey (2022). Coaching is the process of getting a person to the stage of self-realisation for lifetime learning. The most common mistake leaders make today is to think coaching is about telling and teaching employees what to do. It is far from that assumption - the process should begin with autonomy.

There is a positive correlation between leadership performance and autonomy (stepping back and letting teams make executive decisions). In the workplace, coaching is not always well defined - even when pockets of autonomy are exercised, results are much weaker than expected. When reflection and continuous improvement (kaizen) are not used, this results in a lack of emotional intelligence. Although they are separate topics in their own right, they are also part of the wider domain of emotional intelligence leadership performance, as Stephen Fahey found in his recent research.

Coaching and Teachers Emotional Intelligence

Traditional teachers are often described as not only teachers, but also coaches and counselors for their students. It is very true considering the variety of home problems students bring to school today and the need for help is evident. Furthermore, teachers themselves are expert coaches even though most of the time they are unaware that they are part of the system that is successful in school settings in terms of emotional intelligence leadership performance.

A teacher may struggle with their workload at times, but if they remain above their professional level, they embark on a wonderful journey of hope in the lives of their students. They become experts at conveying several different points of self-realization to different students at different times of the day as a result. Two things happen in coaching and leadership performance through this new coaching framework only seen in the most self-aware teachers. Teacher performance improves as a teaching practitioner, and emotional intelligence leadership performance increases as well.

Business Leadership and Emotional Intelligence Teachers Profession

With a real case study, we can translate all those wonderful workings of a teacher into a Business Leadership model. A leader must, however, reflect upon their performance as often as possible.

Since teachers have to first be self-aware of their own emotions before engaging into successful coaching models long into their future of work, they excel at emotional intelligence leadership performance.

If one wants to be a great coach and to install higher levels of emotional intelligence in staff, then one must remove the need to tell them what to do. A teacher can tell off a student - that's discipline. Students who are older and more mature, however, will receive different courses that will offer less guidance and require them to be more aware of their emotions. It is here that a mirror can be flipped into a new parallel of Business Leadership which incorporates a new leadership style called Emotional Intelligence Coaching - where emotions meet best practice counselling.

New Leadership Coaching Skills as defined by Harvard Business Review :

1) Listening (Teachers skill) ?

2) Questioning (Teachers skill) ?

3) Giving feedback (Teachers skill) ?

4) Assisting with gaol setting (Teachers skill) ?

5) Showing Empathy (Teachers skill) ?

6) Letting the coachee arrive at their own solution (self-realisation) (Teachers skill) ?

7) Providing Structure (Teachers skill) ?

8) Encouraging a solution-focused approach (Business development skill) ??

On point 8, be cautious, as a growing body of research is now available online that is moving business leadership away from solution-based systems.

Subjective Analysis on New Leadership Coaching Skills (summary)

This article was written in reverse to the original HBR article: Most Managers Don’t Know How to Coach People. But They Can Learn . And although, indeed it is a bright insight into how to both define coaching and some encouragement into soft training for wider gains in emotional intelligence leadership performance - I feel that I went more deeper into a more advanced domain of EQ.

At the end of the day, I think we are all still learning how to integrate emotional intelligence into a suitable framework for workplace learning. We sometimes make the mistake in leadership development of focusing on one leader at the top and then working down to build a more effective command and control system. To create better workplaces in the future, I don't think that's a good approach. We need to look at the wider movement of coaching, EQ and many different professions like teachers and use them as research models into creating a better business world filled with love and empathy derived from the fantastic science of emotional intelligence - how humans learn to manage their thoughts, feelings and behaviors.

Thanks for Reading - Subscribe for more insights on emotional intelligence.