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Our expert Dr Anthony Grant suggests that Managers need to develop the
following attributes to become effective coaches at work: [The model below has
been developed by David Clutterbuck.]
The researcher (Richard E. Boyatzis, Ph.D) reported that both of these were
significant at the skill level. This implied that training or developing these
competencies might be more feasible than if they were at the trait or motive
level of personality.
The following chart highlights some of the key elements to successfully coaching
employees for sustainable behavior change:
While the following diagram describes the various stages of change that need to
“Relapse”
be
Permanent Slipping back
into old
understood
Exit behaviours
and managed:
New behaviours Pre-
become part of Contemplation
personality
STAGES of
Maintenance CHANGE Contemplation
Sustaining change Thinking about change
Feeling ambivalent
Action Preparation
Deciding and beginning Preparing to change
change
6 Top Leadership EQ Skills:
An analysis of more than 300 top-level executives from 15 global companies showed that six
emotional competencies distinguished stars from the average: Influence, Team Leadership,
Organizational Awareness, Self-Confidence, Achievement Drive and Leadership.
(Spencer, L. M., Jr., 1997).
EQ Examples at Work:
• At L’Oreal, sales agents selected on the basis of certain emotional competencies
significantly outsold salespeople selected using the company’s old selection procedure.
On an annual basis, salespeople selected on the basis of emotional competence sold
$91,370 more than other salespeople did, for a net revenue increase of $2,558,360.
Salespeople selected on the basis of emotional competence also had 63% less turn-over
during the first year than those selected in the typical way (Spencer & Spencer, 1993;
Spencer, McClelland, & Kelner, 1997).
• Research by the Centre for Creative Leadership has found that the primary causes of
derailment in executives involve deficits in emotional competence. The three primary
ones are difficulty in handling change, not being able to work well in a team, and poor
interpersonal relations.