Develop and Use Emotional Intelligence

This article discusses how to develop and use emotional intelligence, with a focus on assessing emotional strengths and weaknesses, implementing the GROW model, and measuring willingness to perform. It includes tables and a bibliography.

Running head: DEVELOP AND USE EMOTIONAL INTELLIGENCE
Develop and use emotional intelligence
Name of Student
Name of University
Author Note

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Table of Contents
1. Introduction of the session.....................................................................................................2
2. Assessing emotional strengths and weakness........................................................................3
3. Implementation of the GROW model....................................................................................3
4. Reasonable options using the GROW model.........................................................................5
5. Willingness to perform...........................................................................................................6
Bibliography...............................................................................................................................8

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1. Introduction of the session
The reason for conducting the meeting is to ensure that Pat and his team members are
provided with the required emotional stability to continue to work in the environment. It has
been seen that the ability of Pat is exceedingly high. However, recent experiences have
showed that Pat has not been able to inspire the team to continue working effectively.
Therefore, the session is developed to identify the abilities of Pat and the reason behind his
failure in achieving the target that was provided to him and his team mates. Hence, various
factors are considered in the session.
It is essential to understand the performance of Pat so that his competency can be
determined. In this regard, Pat can provide self awareness training about the efforts taken by
him to become a star employee at the organisation. Despite being successful, Pat had to
overcome obstacles that deal with him being the leader of the sales team. The fact that the
team members failed to recognise Pat as a genuine leader can be considered as a negative
consequence for the company as the expertise of Pat can be used to continue developing
empathy for the people.
At the same time, it can be said that emotional intelligence can be modelled by
applying listening skills and empathy. For example, Pat can convince the team members to
approach him with the problems that exist in the organisation and within the team. In this
manner, empathy can be provided upon the team members by listening to the problems
clearly. Pat can help in generating a sense of support from the employees mainly because he
can provide own experience in the field of sales as he had been a star employer in the
department. Therefore, it can be said that the session needs to focus on Pat and the effective
manner by which he can continue with the success of self as well as the company.

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2. Assessing emotional strengths and weakness
The strength that Pat possesses is that he is a star employee at the organisation.
Therefore, the experience and the knowledge of job that he possesses cannot be matched by
the employees at the organisation. Pat has the ability to achieve sales target due to the
efficiency with which he performs his job. The company had benefitted due to the sales rate
of Pat and has an excellent relationship with the customers. Therefore, Pat has the ability to
generate a huge profit rate that can help in the growth of the company by engaging customers
about the offers that are offered by the organisation.
At the same time Pat has been weak in trying to motivate the employees. The team
members have not been able to rely on Pat mainly because of the fact that Pat is an informal
leader. Pat has been a model employee and due to this, the expectations of Pat are high from
the employees. Hence, new employees have failed to understand the manner in which Pat can
bring about success in the business and help in conducting an effective customer base. The
situation that has been created presently can have a negative impact on the sales performance
of the organisation at the present as well as at the future.
Therefore, it can be said that Pat can use his strengths in trying to continue with the
effective service that needs to be provided for dealing with the clients. The emotional state of
Pat needs to be adaptable so that he can implement his talents as an effective team leader. In
this regard, it can be said that the strength of Pat can be used for gaining depth in the
customer satisfaction department with the aim of providing an idea about the basic
requirements at the business sector.
3. Implementation of the GROW model
Pat’s Goal need to be based on the application of its talents as well as asking
questions about the understanding he possess in terms of performance expectations, personal

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
goals and aspirations. Therefore, consideration needs to be made about the type of questions
that need to be asked to Pat so that effective solution can be implemented at the work place.
Goal
Question 1 What are the performance expectations that you have from your team members?
Question 2 What are your personal goals and aspirations in terms of enhancing the sales of
the company?
Table 1: Goal
(Source: Created by author)
Apart from this, it is also necessary to consider the gap that exists between the
performance and the expected goals of Pat. In this case the focus needs to be made about the
manner in which Pat can implement his abilities as a team leader in the business. The
obstacles that exist in trying to achieve the goals also require to be analysed so that Pat can
develop mitigation techniques to address the obstacles and ensure that expected performance
goals as well as reality can be aligned with one another.
Reality
Gap between performances
Question 1 What gaps lie in between the current performance and the expected performance
that exists in the organisation?
Question 2 What are the ways by which these gaps can be addressed so that performance
goal can be achieved?
Obstacles
Question 1 What are the obstacles that exist while trying to align the work situation such as
skills and the work environment?
Question 2 What are the ways by which such obstacles can be mitigated so that Pat can

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
continue with the efficiency in the business?
Table 2: Reality
(Source: Created by author)
4. Reasonable options using the GROW model
In order to ensure that Pat get to be an efficient and effective team leader, it is
necessary that he identifies options that can help him to continue to grow in the organisation.
The options need to be based on the manner in which Pat can attain personal growth,
professional growth as well as team goal. In this regard, it can be said that each of the goals
of Pat need to define the manner in which he can set about his objectives in terms of
identifying the manner in which he can replicate his individual success as a team leader.
The professional and team goal need to be kept in mind as the ethical considerations
regarding the application of the model can be considered. In this regard it can be said that
performance gaps that existed after the analysis of the reality part can be addressed. Pat can
address and close the gap that exists between the current and expected performance so that
opportunity can be developed based on the manner in which goals can be achieved and the
manner in which performance issues can be resolved in the organisation.
Hence, questions can be set up that can assist in addressing the issues that exists at the
work place and help Pat in achieving his objectives
Options
Question 1 What personal skills can help to address the gap that exists between the current
as well as the expected performance?
Question 2 What efforts need to be taken to provide support to the team members so that
sales opportunities can be developed?

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Table 3: Options
(Source: Created by author)
5. Willingness to perform
Continuation with the GROW model, it can be said that the willingness of Pat to
continue with the development of the team need to be measured. The observable manner in
which the company need to continue its growth can be analysed so that Pat can continue in
developing the qualities of the employees. Pat need to ensure that the ability to perform for
the organisation can be established by gaining an idea about the manner in which team
performance can be achieved. Measurable and observable ways can be managed in order to
understand the effectiveness of the quality of the organisations.
At the same time questions need to be formulated so that the willingness to perform
for the betterment of the organisation can be developed. Pat need to maintain a firm
commitment so that it can help in building up the reputation of the organisation and improve
the performance. The current work environment of the company needs to be taken into
consideration so that trust of the employees can be made in the sales department of the
company. Hence, it can be said that the willingness of Pat can help in the development of the
organisation and establish the reputation of Pat as a star employee not only in terms of
individual contribution but also as a team leader.
Therefore, it can be said that with the development and understanding of the
willingness to work Pat can contribute in trying to develop a model that can help him to
continue his development in the organisation. Hence, the questions need to address the time
bound measures required to be taken by Pat.
Will

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Question 1 How can concrete time bound measure improve performance for Pat and the
team?
Table 4: Will
(Source: Created by author)

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Bibliography
Baker, T., 2019. Using GROW for a Better Coaching Conversation. In Bringing the Human
Being Back to Work (pp. 71-78). Palgrave Macmillan, Cham.
David, S.A., Kauffman, C. and Whitmore, J., 2016. GROW Grows Up: From Winning the
Game to Pursuing Transpersonal Goals. In Beyond Goals (pp. 277-292). Routledge.
Ellis, N.K. and Ledbetter, A.M., 2015. Why Might Distance Make the Heart Grow Fonder?:
A Relational Turbulence Model Investigation of the Maintenance of Long Distance and
Geographically Close Romantic Relationships. Communication Quarterly, 63(5), pp.568-585.
Holmgren, A., Niklasson, A., Nierop, A.F., Gelander, L., Aronson, A.S., Sjöberg, A., Lissner,
L. and Albertsson-Wikland, K., 2018. Estimating secular changes in longitudinal growth
patterns underlying adult height with the QEPS model: the Grow Up Gothenburg
cohorts. Pediatric Research, p.1.
Venzin, M., 2016. Consider a ‘Shrink to Grow’Model. The Membership Management
Report, 12(1), pp.6-6.