The document discusses Lynn's model of emotional intelligence and how it can be applied in coaching employees. It provides examples of how organizations have used emotional intelligence assessments to reduce turnover and increase sales. The document outlines a structured coaching format and a 4 step process for coaching employees to improve their emotional intelligence. It also discusses behaviors that may require coaching, such as lack of self-awareness or empathy. Coaching is presented as a way to help employees improve performance by raising self-awareness and developing change strategies with support.

1. Pooja Vanjani
– PG 12060
Pallavi Jadhav
– eMBA 12076
Supriya Semwal – PG12119
Megha Thakkar – eMBA 12058

2. Lynn’s Model of
Emotional Intelligence

4. Self Awareness & Self Control

7. Technical Mastery
Interpersonal Connectedness
Careful Timing of Emotional
Expression & Emotional Control
The Ability to Convince
The Ability to deal with Conflict
Professionally
Personal Influence

8. Mastery of purpose and vision

9. Star Performers v/s Average Performers
L'Oreal - Recruitment as per EI
Dynamic increase in sales
Huge savings by reducing turnover
United States Air Force – Recruitment of
recruiters as per EI
Three times more people were recruited
Cost of recruitment reduced
Secretary of Defense ordered that all the
recruiters be selected as per EI
Study at Bell Labs
Role of EI in Professional Success

10. Matching EI with Job-Positions
 Simons EQ Profile
1) Energy
2) Stress
3) Optimism
4) Self-Esteem
5) Work
6) Detail
7) Change
8) Courage
9) Direction
10) Assertive
11) Tolerance
12) Consideration For Others
13) Sociable

11. • Match EQ with Job Role required Competencies
• Accuracy 97% to 100% and helps in reduction of Turnover
• Examples of organizations using the EQ profile
• Methodist Hospitals in Memphis, Tennessee
• MAPCO – a large convenience store
• Olsten Temporary Services
• Not a “One Size Fits All “Assessment
• Identification of Coaching Needs
• Coaching helps in aligning the current behavior with the Job
requirements

12. • Effects of scarcity of coaching in workplace
• Managers – Lack of knowledge & Time to give feedback
• Employees have reacted emotionally to corrective feedback
• Managers Perceptions
– They feel they don’t need to praise their own staff
– “No news is good news” approach is sufficient
– Managers may come across as less than genuine
– Employees may interpret the praise as manipulative
– Its their work as they are paid
– Praising will stop them from working hard
Why managers don’t coach as
often as they should

13. Continuous Improvement of own EI
Personal Mastery of Vision and Values
Strong Personal Relationships with Direct Reports
Frequent Spontaneous Coaching
Structured Conversations when spontaneous Coaching
does not get the Job Done
Five Requirements Of Effective
Coaching

14. Opening Statement
(category of performance)
Observation
(describe the performance of
behaviour)
Impact
(describe the impact on the job)
Request
(describe how to improve
performance/behaviour)
A Structured Format for Coaching

16. Effective Praise

17. Behaviors That Require
Coaching - by Application Of
Lynn’s Model

18. Mastery Of Purpose and Vision
Lacks Inspiration
Lacks Personal Vision for leading a
Unit
Displays lack of Drive to achieve.
Empathy
Fails to listen to co-workers
While listening says its completely
off-mark
Lack of Caring amongst staff
Self Awareness and Control
Lacks Self-confidence
Takes Issues Personally
Uses Anger to Over-power
Socially withdrawn
Social Expertness
Displays lack of honesty
Gossips about others
Inflexible
Sarcastic Sense of humor

19. Provide feedback to raise Self
Awareness
Help people to “own” the Behavior
Formulate a change Strategy
Provide continuing support for
change efforts
4 steps in Coaching for emotional
intelligence

20. – What is the performance
problem that concerns you?
– What is the Impact of the
performance problems?
– What do you want to see the
employee doing from now on?
– What will you do next if you
see no improvement?
The Coaching Preparation
Worksheet includes the following
questions

21. Ask the employee to listen to you
first.
Communicate your views
Ask for restatement
Ask for Employees Views
Ask for a commitment
Promise follow-up
Structure of Interview

22. The Outstanding performer
The Average performer
Whose Performance is
Unacceptable but who is a good
candidate for coaching.
Marginal or Problem Employee.
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