Coach Emotional Intelligence

This article discusses the importance of emotional intelligence in coaching and its impact on performance. It explores a case study of a coach working with an employee who is facing personal challenges. The article also provides a coaching plan using the GROW model to improve performance. References to relevant books and journals are included.

BSBLDR511:
Coach Emotional
Intelligence

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Emotional intelligence can be referred to as the practice of acknowledging or managing a
wide variety of emotions felt by oneself or others (Lee and Chelladurai, 2018). This is a skill
which helps in gaining an insight into the emotional state of other beings. It facilitates
management of one's emotions in an affirmative manner such that stress and worries can be
positively released. In this manner, workplace and other challenges of life can be dealt with. The
present project uncovers the emotional intelligence exhibited by a coach with the help of self
reflection. It covers the analysis of role play situation. At last, the coaching planner is included
with the application of GROW Model.
MAIN BODY
Employees are the most important resource of an organisation without which an entity
may fail to reach to the zenith of success. They are responsible for carrying out the business
activities and practices in an effective manner (Kim, Khon and Aidosova, 2016). In the modern
era, it is important for businesses to invest in human resources in order to give them
empowerment opportunities. For this purpose, they are provided with timely training sessions
and rendered the opportunity to grow and develop within the premises of the organisation.
Nowadays, companies do not just consider employees to be the source of task completion, but
give them the opportunity to apply their creative and unique mind to come up with breakthrough
solutions to challenges. Thus, the collaboration of human resources tend to ensure their
alignment with the predetermined milestone of the corporation. This ensures that their unified
efforts result in achievement of corporate goals as well as objectives within the stipulated course
of time.
Australian Hardware is a well renowned and established home-ware as well as hardware
retail corporation. It operates with the help of its 140 outlets across the territory of Australia and
looks forward to opportunities for expanding in new peripheries. The vision statement of this
company reflects the intention to become a leader within global hardware and home
improvement sector across Australia in a time span of just 5 years. Looking upon this, the
management seeks to ensure that the business performance is effective enough to assist in
accomplishment of vision within due course of time (Gonzales, 2017).
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It is identified that Pat has been one of the most efficient employees over the course of
time who had always duly achieved the sales target and other milestones laid down by the
company. However, it is noticed that since a long time, Pat has been distracted from the work
due to some reasons. This placed a negative influence upon the team performance as well as his
own individual performance. His balanced scorecard also depicted a decline in the output given
by him as compared to the milestone set by the top management of the company. All of this led
to the development of a negative environment within the confines of Australian Hardware.
To deal with this situation, I was appointed as the Coach. I had to take a coaching session
with Pat to gain knowledge of the issue that had been bothering him over the course of time and
to bring the performance of Pat as well as team back on the track. During this coaching session,
Pat described his usual performance to be highly effective and efficient. He said that he had
always been punctual at work and displayed sheer dedication towards the tasks. On being asked
about the reason behind his distraction from work, he told me that he had recently undergone the
trauma of loss of her wife in a car accident. This placed a negative influence upon his mental as
well as emotional state owing to which he had not been able to concentrate upon work
effectively as per the organisational requirements.
Drawing upon the findings from the coaching session of Pat, I understand that it is
important to improve the performance of Pat as well as the team. Through this, it would become
easier to ensure the accomplishment of organisational goal and objective within due course of
time. In this regard, I have applied GROW Model to devise a coaching plan for Pat. This would
enable enhancement in his overall performance.
Coaching Planner (GROW model)
Coaching
Phase
Activities / Questions
Introduction Training is being imparted with a view to enhance the learning and
existent knowledge base of Pat. This will create a sense of encouragement
within him. His balance scorecard displayed that he was not able to attain
the target set by the organisation. Also, the SWOT analysis depicted that
his personality holds certain shortcomings which need to be worked upon
in due course of time. Also, it was identified that due to issues in his
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personal life, Pat was not able to properly concentrate on his work
schedule and tasks. This led to creation of negative atmosphere within the
premises of company. During the coaching session, Pat discussed the
issues he had been facing lately and his will to overcome the issues as
soon as possible to deliver effective performance.
Goal The present objective of Pat is to get promoted to the designation of Team
Leader in a time span of upcoming 2 years. The objective set by Pat fulfils
SMART criterion. He already possesses past experience within the desired
field and also holds high aspirations in relation to his career.
Reality It is essential for Pat to look at the present state as he possesses the
effective skills to become a team leader if he gets over the issues that he
has been facing in his personal life over the course of time. It is important
for him to develop his skills in order to get promoted.
Options Pat has the option of leading the team in an effective manner by exhibiting
use of emotional intelligence skills.
Will Pat is required to work with small teams in order to test as well as enrich
his collaborative working and leadership skills. This will provide him with
a chance to gain knowledge of his current abilities in relation to team
leadership. Further, his designation can be upgraded looking upon his
effective performance as a leader of the small group.
CONCLUSION
On the basis of above discussion, it has been inferred that emotional intelligence plays a
crucial role in influencing the performance exhibited by individuals at the workstation. It is
determined to be a skill that provides assistance in development of healthy relations with the
colleagues and management. It promotes career enrichment together with facilitation of personal as
well as professional development. In addition to this, it is analysed that emotional intelligence is the
key skill that must be present within leaders or coaches to gain comprehensibility of the influence
that the emotional state of employees place upon their business performance.
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REFERENCES
Books and Journals
Lee, Y. H. and Chelladurai, P., 2018. Emotional intelligence, emotional labor, coach burnout, job
satisfaction, and turnover intention in sport leadership. European Sport Management
Quarterly, 18(4), pp.393-412.
Kim, A., Khon, N. and Aidosova, Z., 2016. Emotional intelligence of a coach as a factor of
coach-student interaction. Organizational behavior and human decision processes,
pp.265-270.
Gonzales, L. A., 2017. Utilizing a Contextualized, Coach-Supported, Emotional Intelligence-
Based, Seminar-Style Curriculum to Reduce Stress Leading to Burnout in Pastors of
Harlingen, TX (Doctoral dissertation, Regent University).
Stillman, P. and et. al., 2017. Coaching with Emotional Intelligence: an Experiential Approach to
Creating Insight, Connection, and Purpose. Journal of Experiential
Psychotherapy/Revista de PSIHOterapie Experientiala, 20(4).
Yazdi, B. R., Ashtiani, P. G. and Javanmard, H., 2017. Examine the relationship between
emotional intelligence and behavior Coach oriented. JOURNAL OF MANAGEMENT
AND ACCOUNTING STUDIES, 5(04), pp.50-56.
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