Archive for the ‘Executive Coaching’ Category

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April Coach Certification Course

Join us in our upcoming 12-hour online April Coach Certification Course and become a certified Social + Emotional Intelligence Coach®!

Class Dates: April 10 – May 29, 2018, 12-1:30 pm Eastern Time, USA. We record the sessions in case you need to miss.

By adding this unique niche to your expertise, you’ll learn to coach social and emotional intelligence and become certified to administer the Social + Emotional Intelligence Profile (SEIP)®. You’ll also receive a free 200+ page coaching toolkit to help your clients takes steps toward behavior change.

You will also earn 12 recertification credits from the ICF, HRCI, or SHRM. This course is conveniently delivered online by webinar, so there’s no need for expensive travel or time out of the office. Each class is an action-packed 90 minutes, highly interactive, with a variety of case studies discussed. Class participants report they learn a great deal from their colleagues in the classes, as well as from their expert instructor.

Our full 8-week class is priced at $1,799 and includes:

  • Course workbook (”toolkit”) with 200+ pages of worksheets, exercises and other tools you can use to bring social and emotional intelligence training and coaching into your practice
  • Customizable PowerPoint presentation
  • Certification to administer both the self and 360-versions of The Social + Emotional Intelligence Profile-Self (SEIP)®, the most comprehensive, statistically-reliable, scientifically-validated instrument on the market today. This includes the Work, Adult and Youth Editions.
  • 12 recertification credits (ICF, HRCI or SHRM)
  • 10 free Self-SEIP® credits (a $750 value!)

Classes are kept small and availability is limited, so register today!

Questions? Email us at info@the-isei.com.

“The richness of [the Coach Certification Course] materials provided is exceptional. The depth of knowledge, promptness to reply and nurturing attitude shown by presenters makes for a very positive and thoroughly enjoyable experience.”– Igor Couto, MacServery Web Development, Certified S+EI Coach®

Why show empathy, anyway?

Article contributed by Amy Sargent

We hear a lot about the need for empathy. Empathy is that ability to sense others’ feelings and to take an active interest in their perspective and concerns. People who are good at this listen for the unspoken emotions in a conversation. They are attentive to a wide range of emotional signals which clue them in to being sensitive to understanding what the other person really wants and needs.

“If there is any great secret of success in life, it lies in the ability to put yourself in the other person’s place and to see things from his point of view — as well as your own.” — Henry Ford

Those who struggle with empathy — and this may be you — have a hard time reading people and picking up on what they are thinking and feeling. They tend to be literal in hearing only the words which someone says and don’t know how to decipher the other communication that is going on through facial expressions, body language, tone of voice, etc. People with low empathy tend to stereotype others based upon outward appearances and show little deference to others’ opinions and ways of thinking. An unempathetic person can come across indifferent and uncaring.

Why does this matter in the workplace? A Gallup study done in 2015 reported that about 50% of the 7,200 adults surveyed left a job “to get away from their manager.” The study also found that employees whose bosses communicated with them directly and regularly (up to 3 times per week) — not just about work issues but who took an interest in their personal lives — felt more enthusiastic and dedicated to their work. But a lack of empathy — a boss that doesn’t show that he/she cares — can result in company money down the drain. In an article by Suzanne Lucas in CBS News’ Moneywatch (November 21, 2012), she wrote, “For all jobs earning less than $50,000 per year, or more than 40 percent of U.S. jobs, the average cost of replacing an employee amounts to fully 20 percent of the person’s annual salary.” She also shared that in lower-paying jobs (under $30k), the cost to lose an employee is only 16% of their salary — but still. Those dollars add up.

And what about outside of the workplace? “Empathy is truly the heart of the relationship,” said Carin Goldstein, a licensed marriage and family therapist. “Without it, the relationship will struggle to survive.” In his book Social Intelligence, author Daniel Goleman writes: “Our experience of oneness – a sense of merging or sharing identities – increases whenever we take someone else’s perspective and strengths the more we see things from their point of view. The moment when empathy becomes mutual has an especially rich resonance.” (Social Intelligence, Goleman, p. 110)

“Relationships often suffer because people get so caught up in their own experience that they simply can’t relate to what someone else is going through. They assert their opinions and hand out advice – all the while not truly appreciating the other person’s struggles.” – Leslie Becker -Phelps, Ph.D.

People with empathy are able to show a sensitivity to what the other person is going through and take action to help make the situation more tolerable for that person. Empathy truly is one of the ways we can begin to connect deeply with others.

I know it all sounds good. We should be more empathetic. But showing empathy is easier for some than others. If you come up on the short stick of empathy, do you just shrug and say, “Oh well. I’m no good at that.”? Empathy is a competency of emotional intelligence, specifically, social intelligence, the ability to discern others’ emotions in the moment and respond accordingly. Empathy is a behavior, and the good news for those of us who struggle with it, behavior can be changed. If you are self-aware enough to realize you may not be the most empathetic person, here are some developmental tips you can try to begin to make a shift in a new direction:

  • Listen. Becoming a good listener is the foundation. Stop thinking about what you’re going to say next and really tune in to what the other person is saying — and not saying.
  • Ask questions to clarify meaning. Sure, you heard what you think you heard, but asking a few questions not only shows the other person you are interested in learning more but provides clarity to truly understanding what they are trying to express.
  • Put down that phone. When someone’s talking, it’s easy to be distracted by other things going on around you. Let’s be honest, people don’t always pick the most opportune times to walk into your office to talk. Show them respect by putting away distractions while they’re speaking — put down your cell phone (and turn it over so you’re not tempted by the screen or even better, turn it off), close your laptop, and make eye contact as they speak.
  • Tune into the emotions behind the words. Sometimes what the person across from you is really looking for in a conversation is masked behind their words. Listen deeply to find the real meaning behind what is coming out of their mouths.
  • Suspend judgement. You may possess the gift of keen discernment and have that ability to pick up on the subtle nuances of what someone is trying to communicate, but with that can come the ability to pass judgement too quickly. Catch yourself if you are quick to criticize or dismiss the opinions of others. Often the other perspective can offer you fresh insights which you may not have been able to come up with yourself.

Though growing in empathy can take some work, your efforts can lead you down the path of healthier, happier relationships, both at home and at the office. If you feel you need some help, consider employing a social + emotional intelligence coach to walk alongside you on the journey.

“Maturity begins to grow when you can sense your concern for others outweighing your concern for yourself.” — John MacNaughton

Upcoming Online Course – The Resilient Leader: Instilling Grit

Businessman Weathering The Storm

Class dates: Thursdays, April 12 – May 17, 2018

Class time: 12-1pm ET, 10-11am MT

Cost: $795

Class meets once a week for 6 weeks

Grit, or resiliency, is a competency of emotional intelligence based upon one’s passion for a long-term goal that’s coupled with a powerful motivation to achieve that objective, despite setbacks, barriers or limited resources. It’s that ability to bounce back well when things don’t go the way we hope. It’s the courage and resolve to tackle what we set out to accomplish. And the truth is, some people have it — and some people don’t.

Grit proves to be a valuable skill in the professional world as we navigate the challenges that come with running a business, meeting deadlines, and reaching quotas. And no one can disagrees that grit is required to keep our personal relationships in good health. The good news is that grit can be learned and taught.

Participants receive an online workbook and 6 recertification credits from the ICF or HRCI.

The Institute for Social + Emotional Intelligence® | www.the-isei.com | info@isei.org

Become a certified Social + Emotional Intelligence Coach

Our next online course starts Wednesday, March 7th! And this month only, register and bring a colleague for free!

Our 12-hour online Coach Certification Course will help grow your coaching business by adding to your expertise the unique niche of social + emotional intelligence (S+EI) coaching. The course certifies participants to coach S+EI, administer the Social + Emotional Intelligence Profile (SEIP)®, (both the self and 360 versions) and includes a 200+ page coaching toolkit, 10 free SEIPs®, and 12 recertification credits from the ICF, HRCI, or SHRM. Learning to help others increase their S+EI so they can be freed up to live happier, healthier lives is a gift you’ll use the rest of your life! Your investment: $1799.

Click here to register or learn more:

Institute for Social + Emotional Intelligence®

www.the-isei.com | 303-325-5176 | info @the-isei.com

Free 1-hour webinar on emotional intelligence

Join us for an interactive hour of insight into social + emotional intelligence–its relevance to well-being, impact on company bottom line, and how you can grow your coaching practice by adding the unique of S+EI coaching to your toolkit.

 Thursday, March 1, 2018

3-4 pm Eastern Time (USA)

The first 20 to register will receive a free Social + Emotional Intelligence Profile (SEIP)®, one of the most statistically-reliable S+EI assessments on the market today!

Even if you can’t attend this live session, please go ahead and register and we’ll send you the link to the recording after the webinar.

 

Give the gift of Emotional Intelligence

Still looking for that perfect holiday gift for a loved one, colleague…or yourself? Consider giving the gift of emotional intelligence! Purchase a class registration today!

Our 12-hour online Coach Certification Course will help grow your coaching business by adding to your expertise the unique niche of social + emotional intelligence (S+EI) coaching. The course certifies participants to coach S+EI, administer the Social + Emotional Intelligence Profile (SEIP)®, (both the self and 360 versions) and includes a 200+ page coaching toolkit, 10 free SEIPs®, and 12 recertification credits from the ICF, HRCI, or SHRM. Learning to help others increase their S+EI so they can be freed up to live happier, healthier lives is a gift you’ll use the rest of your life! Your investment: $1799

Our Specialty Courses dive into a specific area of social + emotional intelligence and add to your knowledge and expertise in one of these three areas:

These 6-hour online courses come with PowerPoint slides and participant workbooks in addition to the expert instruction from one of our highly-qualified facilitators. You’ll earn 6 recertification credits upon completion from the ICF or HRCI! Your investment: $795

Institute for Social + Emotional Intelligence®

www.the-isei.com | 303-325-5176 | info @the-isei.com

What the world needs now

Article contributed by Amy Sargent

“What the World Needs Now Is Love” was a song recorded in 1965, made popular by Jackie DeShannon. The chorus lyrics are as follows:

What the world needs now is love, sweet love
It’s the only thing that there’s just too little of
What the world needs now is love, sweet love,
No not just for some but for everyone.

While there is no doubt in my mind that this world could use more love, I would like to propose one minor change to the words:

What the world needs now is emotional intelligence, sweet emotional intelligence,
It’s the only thing that there’s just too little of
What the world needs now is emotional intelligence, sweet emotional intelligence,
No not just for some but for everyone.

Of course, it doesn’t have the same ring and flow of the original, but with reports of yet another mass shooting, and violence of varying degrees from domestic fights to conflicts at the international level, can anyone disagree that this world could benefit from a little more emotional intelligence? Imagine a world where we all could be aware of our how we’re feeling, whether negative or positive, and respond accordingly, managing our own behavior to have a positive impact on others? And add to that the ability to read how others are feeling, in the moment, and manage those relationships appropriately, improving competencies like communication, empathy, conflict management, teamwork & collaboration, just to name a few.  Can you dream with us about what a different world this could be?

Those of you who have been trained in emotional intelligence coaching are out there helping others realize that behaviors, especially negative ones, CAN be changed, and that we can ‘grow up’ in our social + emotional intelligence (S+EI). I have no doubt that you are making a positive impact on the clients, teams, and organizations you are working with to make this world a better place. We thank you and applaud you for your dedicated efforts to this cause.

But it’s not enough. As the lyrics of the song confirm, it’s not enough for just a few to possess emotional intelligence. It’s not just for some…it’s for everyone.

Help us spread awareness of the importance of S+EI and the positive impact it can have on our lives so everyone can benefit from it. Tell your friends and colleagues about it, share the articles we post on social media, and encourage those you know to start doing the work needed to change poor behaviors and raise our levels of S+EI. Present a workshop about it to your local Chamber of Commerce or Rotary Club. Write a blog about it. Talk about it with friends over dinner. Teach your children about it. Offer to give a talk at a local school. Take an assessment with your spouse and work with a coach to improve your relationship. Share one of Daniel Goleman’s books written about it with a coworker. Recommend S+EI coach training to other coaches you know, or if you haven’t already, consider taking it yourself. Have a trained professional come in and speak on it at your next company luncheon. The more of us who are actively involved in raising the awareness levels around S+EI, the more people can be aware of their own and others’ emotions, the more people who can start doing the work to manage behavior to create healthier, happier lives.

Sound too heavy? Maybe so. But we at the Institute happen to be big fans of social + emotional intelligence and place great importance on its relevance and impact upon our world. And the more people that can help with this the better. Contact us with questions or to learn more about how you can measure your own S+EI, or about becoming a certified S+EI coach, and join in a cause that can make a difference.

No, not just for some, oh, but just for everyone…

Free Webinar: How to Coach Social + Emotional Intelligence

Free Webinar:  How to Coach Social + Emotional Intelligence

Friday, June 2nd, 2017

1-2pm Eastern Time

This FREE online class (delivered via webinar) is designed to give you an overview of social and emotional intelligence, its history, and its impact on individual lives, relationships, and employee engagement.  We’ll show you how coaches are expanding their practice and helping their clients build stronger companies with social and emotional intelligence and how HR reps are bringing social and emotional intelligence into the workplace.  It’s a preview look at what you will learn in our online Coach Certification Courses.The first 20 people who register and attend this online class will receive a FREE Social + Emotional Intelligence Profile®, to begin your own journey down the path of social and emotional intelligence.

  • Grow your business; attract more clients
  • Stake out a new niche
  • Expand your coaching expertise skills and knowledge

“Leaders with higher social & emotional intelligence produce more powerful business results and greater profitability.”  –Steven Stein in Emotional Intelligence of Leaders: A Profile of Top Executives, Leadership & Organization Development Journal, 2009

As a coach, leader, or HR rep, you can positively change a person or an organization’s culture by improving their social and emotional intelligence. And the beautiful thing is that social and emotional intelligence can be learned! Through the Institute for Social + Emotional Intelligence (ISEI)®, you will learn how to use and effectively administer the Social + Emotional Intelligence Profile (SEIP)® to help clients.

  • Become more aware of their impact on the people around them
  • Learn to manage their emotions — anger and frustration — more productively
  • Manage conflict more effectively
  • Develop people skills (including communication and interpersonal skills)
  • Learn techniques to build trust in the organization and its leadership

REGISTER HERE: http://isei.iobisystems.com/BookingRetrieve.aspx?ID=67119&_ga=2.193457704.404865154.1494519730-1520746144.1493144041

 

July Coach Certification Course

Coach Certification Course

Thursdays, July 13 – August 31st

3-4:30pm Eastern Time

All classes are online!

Register now to secure a seat in our July Coach Certification Course! You’ll receive 12 hours of online certification in social and emotional intelligence coaching, and earn 12 recertification credits from the ICF, HRCI, or SHRM while you’re at it. Register or learn more at: https://lnkd.in/eqNbZ3p

Taking Leadership To Heart – Success Stories

Article contributed by guest author Dawn Cook.

From Dawn’s blog at DaybreakEQ.com…

This month’s featured leader in the Taking Leadership to Heart series is Eric Adams, Senior Manager -Business Operations for Verizon Wireless.  As we look at his leadership style, you will see there are some commonalities with the others leaders who employ emotional intelligence – the first of which is transparency.  When I asked Eric about emotional intelligence, this was his response.

I haven’t always had emotional intelligence.  For example, when I moved to the south, I discovered people talk more slowly here.  I was impatient and anxious for them to get to the point.  I would interrupt and look at my phone with impatience.  Then I took an emotional intelligence class and had an aha moment. I quickly realized that was not the way to do business here and that I needed to listen with an open mind.  You must also assume the other person is not going to change which means you must adapt.  I also cue into others’ nonverbals and tone.  Body language tells you a lot.  It helps you recognize others emotions.

Adaptability is a key emotional intelligence skill and without it we become irrelevant (think ‘Who Moved My Cheese’) or at the very least we appear obstinate.  Adapting your style to the environment means using your social awareness to recognize you aren’t connecting the dots, using your selfawareness to see how you are missing the target, and using your selfmanagement to make the necessary adjustments.  Instead of letting your ego or pride rule your actions, you make full use of your brain.

Listening without judgment is part of empathetic listening – also a critical emotional intelligence skill.  So often we are driven to jump to judgment so we can apply a quick solution.  Unfortunately, that solution may solve the wrong issue, or worse yet, create a new issue.  To really be present and listen without judging requires selfawareness and selfmanagement.  We must recognize that we are making a judgment before we can suspend it.  And we have to wrestle with the emotions that support our need to be right over our desire to listen with an open mind.

Eric initiated a Behavior-Based Document which outlines how he expects his team to behave.  For example, think before you respond is a requirement for communication style, as is walking away instead of engaging in destructive conversation. This is classic impulse management and so valuable.  Taking even a moment to pause and think before reacting to a trigger enables you to get a grip on the emotion that is tempting you to react.  In that moment, you can coax your logical brain to re-engage and overrule your emotional brain which is trying to take over.  And walking away is a great strategy because it gives your emotional brain time to settle down and allows the logical brain to come back online.

Neuroscience has proven time and time again that emotions drive behavior which drives performance.  Plus, it’s well documented that an employee who feels valued is more engaged and productive than one who is not.  Eric capitalizes on these facts by making recognition a cornerstone of his leadership.  He implemented a program where he sends an email to all his customers with an organizational chart and asks them for input on his team.  He then uses that feedback as the basis for rewarding team members who are performing well.  The especially cool part of this program is that the team member who wins gets to see exactly what customers say about them – and all their colleagues see it as well.  Not only does it create a sense of pride for the winner, but a sense of appreciation from customers and colleagues as well.

Effectively managing relationship landmines is a skill most of us aspire to have, but few people do.  Eric is one of those few.  Last year Eric was promoted to a leadership position in IT over one of his peers who was up for the role.  More interesting is the fact that Eric did not have a background in IT and his peer did.  This was a delicate situation, one ripe with the possibility for animosity.  Eric’s approach was to address it head on and be transparent.  He acknowledged his peer may have some reticence or even resentment to working for Eric and assured him he understood that.  He also impressed upon his peer (now direct report) that he was there to support him, learn from him, and help him succeed.  Eric worked to help restore that team member’s confidence and he was eventually elevated back to a lead role at a similar level.

Turnover is typically an easy way to measure employee engagement, a standard success metric for many organizations.   Eric has had zero turnover on his team from people leaving because of his leadership.  However, Verizon did have a reduction in force and reorganization which resulted in losing 30% of his staff due to layoffs and promotions.  The motto was ‘do more with less’.  Eric knew it was critically important to keep a close eye on his team members to see how they were feeling.  His efforts to continually check in with them and show genuine concern about their well-being resulted in the team rallying and keeping production relatively the same.  That’s no small task!

Here is an example of how Eric builds loyalty and keeps turnover down.  A team member worked until 9 pm a few nights putting out fires.  When he learned this, he told her to go home, work from home the next day for a couple of hours and take the afternoon off so she could enjoy a long weekend.  With that gesture, Eric made it very clear to her that he cared about her as a person, not just as an employee.

Eric doesn’t just check in with his team when there are challenges; he believes that day to day conversations like ‘how was your weekend’ are the key to building a good team.  Maintaining high visibility and high accessibility are two more cornerstones of his leadership.  His door is always open and he is constantly texting, calling or IMing his people to see how they are. He serves as a sounding board.  It’s not about micromanaging either.  Eric trusts his team to do the job.  He believes in empowering them and is hands off until he needs to be hands on.  In return, they trust him completely.

His direct reports will tell you that Eric is big on personal development for his team.  He brings in guest speakers on topics like emotional intelligence and personality styles and he encourages continuing education for self-improvement.  They also feel like he supports them.  One person shared this example.

Not long after I started reporting to Eric, I was called out by the Region Vice President (Eric’s boss) for an issue in a store.  The RVP was so angry that he questioned whether it was the right move to put me in the role.  The conversation was completely demoralizing.  I went to Eric and asked him to reassure the RVP I was competent.  Eric was calm and collected as he listened to my story and said, “I did my research on this team before I took this job; no doubt you are competent.  I will call him and share responsibility for this.”  I knew in that moment that he had my back.

For fifteen years, Eric has been making a difference at Verizon Wireless.  Starting in a store and working his way up the ladder has given him great empathy for what it takes to be successful in the various roles.  Undoubtedly it has paid off for him as he continues to be promoted year after year.   His emotionally intelligent leadership is serving both him and the organization well.

Do you know a leader who uses emotional intelligence?  Drop me an email at Dawn@DayBreakEQ.com and we will get them featured in this series.

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