Learn How To Become An Emotion Coach [Emotional Intelligence]

Nicole Le Maire, I Create & Support Modern People Ops.

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3 Lessons (12m)
    • 1. What Is Emotional Intelligence

      1:52
    • 2. Learning To Become An Emotion Coach

      4:41
    • 3. EI Coaching Framework For Learners

      5:39

Project Description

This exercise designed by Nicole shows how 'sensory information' can be used to influence your assessment(s). 

Being aware of how this happens enables you to rely more on your senses and therefore establish more accurate assessments.  

When you are next in a meeting at work, assess the mood of the group by simply relying on sensory information *** what you see and hear ***.

Pay attention to how people look at one another whilst they are speaking or listening. 

Do they look each other straight in the eye (which may indicate confidence)?

  • Does the speaker look at everyone or just focus on one individual?

(reflects comfort with the group as a whole and a sense of the group being a team)

  • Do listeners stay focused or do their eyes wander?

(suggests interest in what is being said, the latter indicates lack of interest)

  • Do you see people smile, smirk, frown or glare?

Now tune into the sounds in the room, people’s voices..

  • When a person speaks, is there quiet except for the person’s voice or do you hear people moving in their chairs?

(suggests interest, the latter perhaps boredom)

  • Do people speak stridently or hesitantly?

(this might reflect anger or frustration) or (this might reflect a lack of knowledge of the subject)

  • Do you hear a lot of mumbled conversations while someone is talking?

(could indicate enthusiasm with what the person has to stay and eagerness among individuals to comment further) or (could it denote disapproval, with individuals expressing their disagreement to colleagues)

Assess all the information you have collected.

At the end of the meeting, look at all the information you have collected and see what you can deduce about the mood of the group, based solely on this information.

  • Was the team enthusiastic?
  • Did they seem pleased that management was willing to try some new ideas?
  • Did they appear to want to work together as a group to implement the changes?
  • Did they all appear to grasp the importance of making the changes?

Remember: EI is inside-out development and needs personal commitment.

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