Development and Use of Emotional Intelligence: Coaching Plan Report

This report provides a coaching plan designed for an Australian hardware organization facing employee performance issues. As the new general operations manager of the Wollongong store, the report addresses performance issues of a star employee using a coaching session based on the GROW model. The report includes an executive summary, introduction to emotional intelligence, and a detailed template of the coaching planner, outlining goal-based, reality-based, opportunity-based, and will-based questions to guide the coaching process. It aims to improve the employee's performance and team productivity. The report also suggests the Fuel model as a contingency measure. The coaching plan aims to improve performance and team productivity. References to relevant literature are also included.

Running head: DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
Coaching Planner
Name of the Student
Name of the University
Author Note

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DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
Executive summary
This report deals with the coaching plan for an Australian hardware organization which is a
wide and enlarging the hardware and home ware retailer with around 40 stores located all
over Australia. The organization knows that the only ladder to their success is through their
people so their priority always remains to give their employees need that will satisfy them.
However, being the new general operations manager of the Wollongong, NSW store, there is
a challenge that is waiting. Pat who uses to be a star employee is now having performance
issue and to deal with it a plan is needed and is followed via coaching session with Pat to get
the performance of both Pat and his team back to the position where they use to be. In
addition it is been concluded that another contingency measure is being recommended that is
the Fuel model which can be used if Pat fails to change the attitude after this coaching
involvement.

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Table of Contents
Introduction................................................................................................................................3
Template of Coaching Planner (GROW model)........................................................................3
Introducing the reasons summarizing why this coaching session is taking place:................3
Asking Pat for his inputs by describing his own outlook:.....................................................3
Goal based Questions asked to Pat to establish his understanding of personal goals,
expectations and aspirations:..............................................................................................3
Reality based questions asked to identify the gap among the performances of Pat and his
expectation and goal performance and his potential obstacles to his achievements:.........4
Opportunity based questions asked to Pat to close the performance gaps and help him
attain the goals:..................................................................................................................5
Will based questions to establish the willingness of Pat to improvise his performances:. 6
Conclusion..................................................................................................................................8
References..................................................................................................................................9

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Introduction
Emotional intelligence (EQ) is the capacity to recognize and control one’s own
emotion as well as the emotion of others (Farh, Seo & Tesluk, 2012). In a workplace
situation, EQ is important as success is in a powerful way determined by personal features
such as persistence, self-control and expertise in cope with others. Employees with high EQ
are more efficient in working with teams and balance to change and be pliable (Khalili,
2012). The chosen company is of Australian Hardware, which is huge and developing
hardware and home wares Retailer Company. It has 140 stores located all over Australia.
This report is for developing a coaching planner for PAT who is an employee in the sales
team currently having problem in his performance.
Template of Coaching Planner (GROW model)
Introducing the reasons summarizing why this coaching session is taking place:
This particular coaching session is taking place as Pat and his sales team is showing
issues with their performances. Pat’s aloofness and absent-mindedness is affecting the team
members as well as the work environment. Due to Pat’s distant behavior employees are
feeling abominate and contempt and started believing that they cannot depend on their senior
expert staffs which is highly being reflected in their performances.
Asking Pat for his inputs by describing his own outlook:
Goal based Questions asked to Pat to establish his understanding of personal goals,
expectations and aspirations:
What are your achievements from this particular session?
What objective you want to attain?

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What you want to occur with your current performance?
What are your actual desires?
What do you desire to attain?
What outcome are you seeking to achieve?
What result would be perfect for you?
What changes would you like?
Why are you expecting to attain this goal?
What will be the gain if you attain this goal?
Reality based questions asked to identify the gap among the performances of Pat and
his expectation and goal performance and his potential obstacles to his achievements:
What is currently happening with your performance? What is the influence or outcome of
this?
Have you hitherto taken any pace towards your goal?
How will you detail what you have done?
Where are you standing in association with your goal?
In a one to ten scale rate where you stand?
What has bestowed in your victory so far?
What advancement have you made hitherto?
What is working skillfully presently?

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DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
What do you prerequisite?
Why are you unable to attain that goal previously?
What according to you is a hindrance?
What according to you is truly occurring?
Do you know any people who have attained the same goal?
What did you grasp from this coaching?
What did you previously attempted?
How can you spin this around this time?
What can you do superior this time?
If your teammates are to ask what would they say regarding you?
On a scale of one to ten how serious this current situation is.
If someone does the same with you, what would your feelings be?
Opportunity based questions asked to Pat to close the performance gaps and help him
attain the goals:
What are your alternatives?
What do you think your next step would be?
What can be your initial step?
What according to you can be done to achieve a better outcome?
What else can be done?

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DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
Who else might be able to assist you?
What will happen if you would have done nothing?
What has already worked for you? How can you do more to enhance that?
What will happen if you do that?
What is for you the most demanding part of that very step?
What guidance will you give to other employees about it?
What can you obtain or lose if you providing that guidance?
If the same have been said to you then what would have been the consequences be?
What is the supreme or defeated thing regarding that very advice?
Which option do you feel like opting for?
How have you approached this or a situation like this previously?
What can you do diversely?
Do you know anyone who has faced a similar situation?
If any other thing would have been possible then what would that be?
What can you add beside these you have already stated?
Will based questions to establish the willingness of Pat to improvise his performances:
How are you going to move regarding this?
What do you think you should do right at this moment?
How you are going to do it?

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DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
How will you know that you are done with it?
Is there any alternative?
On a scale of one to ten what is the chances of your plan to succeed?
What will you need to make it a ten?
What hindrances are coming in between you and your success?
What measures can help you?
Are you missing on anything?
What small step right now you will initiate?
When are you planning to begin?
How will you be aware then you have achieved it?
What assistance do you need?
What will be the consequences if you are not doing anything regarding this?
What guidance do you need from me or other staffs?
What are the prior three actions that you are taking by this week/
On a scale of one to ten, how determine you are to attain this?
What do you need to make it a ten?
Conclusion
To conclude this report, it can be said that the above coaching is provided to Pat who
is currently unable to do the expected performance for which even the productivity of the

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DEVELOPMENT AND USE OF EMOTIONAL INTELLIGENCE
sales team is getting affected. Based on the grow model the above coaching template planner
has been made. However, if this is unable to solve the problem then the contingency measure
that can be used is Fuel model. This model will help frame the discussion, understand the
present scenario, explore the necessary state and lay out a plan that will help achieving
victory. This model will help in a strong feedback on performance, teams gets assistance on
constant learning and development, developing particular skills, planning career
conversations and solving performance related issues.

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References
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factors. Journal of Small Business and Enterprise Development, 19(3), 515-531.
Bindl, U. K., Parker, S. K., Totterdell, P., & Hagger-Johnson, G. (2012). Fuel of the self-
starter: how mood relates to proactive goal regulation. Journal of Applied
Psychology, 97(1), 134.
Boyatzis, R. E., Smith, M. L., Van Oosten, E., & Woolford, L. (2013). Developing resonant
leaders through emotional intelligence, vision and coaching. Organizational
Dynamics, 42(1), 17-24.
Eldridge, F., & Dembkowski, S. (2013). Behavioral coaching. The Wiley-Blackwell
handbook of the psychology of coaching and mentoring, 298-318.
Farh, C. I., Seo, M. G., & Tesluk, P. E. (2012). Emotional intelligence, teamwork
effectiveness, and job performance: the moderating role of job context. Journal of
Applied Psychology, 97(4), 890.
Grant, A. M. (2012). An integrated model of goal-focused coaching: An evidence-based
framework for teaching and practice. International Coaching Psychology
Review, 7(2), 146-165.
Khalili, A. (2012). The role of emotional intelligence in the workplace: A literature
review. International Journal of Management, 29(3), 355.
Sadri, G. (2012). Emotional intelligence and leadership development. Public Personnel
Management, 41(3), 535-548.