Develop and Use Emotional Intelligence

BSBLDR501

Coach Emotional Intelligence

Due: Week 8

Submitted by:
Dralha
(S71259)
Submitted to: Nicola Mahon

Cambridge International College

Perth, Western Australia
2017

Table of Contents

INTRODUCTION 3

GOAL 4

REALITY 4

OPTIONS/OPPORTUNITIES 5

WILL 6

REFERENCE 7

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Appendix 2: Coaching Planner (GROW Model)

Coaching Phase Activities/Questions

This session is conducted as you (Pat) has some performance
issues as outlined below along with your past performance
Introduction status and It has affected the overall team performance.
Pat’s Performance (Past):
- Consistent in achieving sales target
- Excellent customer service rating
- Committed and goal driven
- Potential to be a future leader
Pat’s Performance Issues (Present):
- Low rating on overall team performance
- Has become unreliable
- Seems to be preoccupied with something else
- Demotivated
- Personal feeling of dislike and disrespect from
team members
Following may be Pat’s perspective of why his performance is
down:
- Performing well individually
- Problem working in a team
- Demotivated and stressed
- No opportunities for professional development and
training
- Afraid of promotion stagnation
Questions:
What is happening now (what, who, when, and how
often)? What is the affect or result of this?

The recent change in the performance of Pat has affected the team as whole in
performing their task and has also hampered his own performance. This has led
him to ignore his work, lose directions and motivations at work. Team members
have stopped relying on him for any help.

His balanced scorecard shows that he performs well when working individually
and working in a team seem to have some issues with him. Even his peer rating
has shown average or low percentage of teamwork. This shows that Pat
particularly fails to do better in a team.

Assumptions can also be made that Pat is demotivated and have shown no
interest to perform beyond what is asked to do. Managers have taken him for
granted and have also been ignorant of his performance and potentials.

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 1. What do you want to achieve from this coaching
session?
Goal 2. What goal do you want to achieve?
3. What would you like to happen with your current
situation?
4. What do you really want?
5. What would you like to accomplish?
6. What result are you trying to achieve?
7. What do you want to change?
8. Why are you hoping to achieve this goal?
9. What would the benefits be if you achieved this goal?

Pat may set his own goals to perform well in his work and also in a team. This
coaching session would also help him set certain steps and procedures to follow
and go about it. His goals may include:
- Continuous improvement on what he is already better on.
- Get some trainings/workshops, which could help him develop his
skills and knowledge in working in a team.
- He may want to change his individualistic working habits
- Get some professional development opportunities and climb higher in
his position or get promoted
- Also he may want to work together with his team members and ask for
help in communicating with them in a proper manner, so that no gaps
are maintained.

1. Where are you now in relation to your performance

goal?
Reality 2. What progress have you made so far?
3. Why haven't you reached that goal already?
4. What do you think is stopping you?
5. Have you already taken any steps towards your goal?
6. What do you think is working well right now?
7. How could you turn this around this time?
8. What could you do better this time?
9. How could you not perform your task as assigned and
help the team achieve its goals?
10. If someone in your team has the same problem like
your, what would you do and what steps would you
take to resolve the issue?

This step helps employee gain awareness of the current situation – what’s going
on, the context and the magnitude of the situation. Here active listening comes
into play and it is important to listen carefully to what employee has to say about
their situation and their problems. This will help in analyzing what really needs
to be done to help employee perform well and achieve goals.

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Pat’s current progress in performing his job will be known and his current
performance status will help analyze his performance gap. This will also help him
focus on where he is going and what are his strengths and weaknesses in
performing his job.

This step will help manager and Pat to work together to:
- Improve his goal settings
- What are key issues/problems with him in doing his job
- His overall progress
- Identifying improvement requirements and area
- What’s stopping him from achieving his goal

1. What are your options?

Options/Opportunities
2. What do you think you need to do next?
3. What could be your first step?
4. What do you think you need to do to get a
better result (or closer to your goal)?
5. Who else might be able to help?
6. What would happen if you did nothing?
7. What is the most challenging part of your
work?
8. What's the best/worst thing about your
options?
9. Which option do you feel ready to act on?
10. What could you do differently?
11. If anything were possible, what would you
do?

This step helps employee lay some options, so that he/she can make
improvements and resolve the issues identified. It gives Pat to:
- Get help where required
- Consult with concerned person
- Working differently to achieve goals
- Possible steps to take to resolve issues and go forward
- Working out on better options and leaving out the worst options
- Doing things differently
- Getting feedbacks and working together within a team
- Get professional development training and workshop
- Working towards better opportunities
- Being initiative and helping each other

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 1. How are going to go about it and when are you going to
start?
Will 2. What do you think you need to do right now and are
anything missing?
3. How will you know when you have done it?
4. Is there anything else you can do?
5. How do you rate yourself?
6. What obstacles are getting in the way of success?
7. What roadblocks do you expect or require planning?
8. What resources can help you?
9. How will you know you have been successful?
10. What support do you need to get that done and what
help do you need from me?

This is the last step in the GROW model and checks for commitment and helps
employee establish a clear action plan for next steps. Here Pat may have to make
commitment and willingness to:
- Perform well and maintain the same consistency at all times
- Consult with managers and concerned persons where necessary
- Maintain team spirit and work towards a common goal
- Overcoming obstacles or problems on the way to achieving his goals
- Do things that are missing from his performance plan
- Plan things in advance
- Seeking help and resources for self development and skills
development
- Keeping record of all successful goals

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Reference
70 Awesome Coaching Questions for Managers Using the GROW Model, available
at: https://www.thebalance.com/coaching-questions-for-managers-2275913,
[Viewed: 5th April 2017]

GROW Coaching Model (56 great coaching questions), available at:

https://jeroen-de-flander.com/grow-coaching-model-questions/, [Viewed: 5th
April 2017]

Seven Steps to Coaching Your Employees to Success, available at:

https://www.entrepreneur.com/article/220133, [Viewed: 5th April 2017]

Example of Coaching Conversation, by Carter McNamara, December 2011,

available at: http://managementhelp.org/blogs/personal-and-professional-
coaching/2011/12/27/example-of-a-coaching-conversation/, [Viewed: 5th April
2017]

GROW Coaching Model, available at: http://www.yourcoach.be/en/coaching-

tools/grow-coaching-model.php, [Viewed: 6th April 2017]

Better coaching using the GROW model, by Duncan Haughey, available at:
https://www.projectsmart.co.uk/better-coaching-using-the-grow-model.php,
[Viewed: 6th April 2017]

How to use the GROW model of coaching, available at:

http://stellarleadership.com/docs/Coaching/how_to/How%20to%20Use
%20the%20GROW%20Model%20of%20Coaching.pdf, [Viewed: 6th April 2017]