The effectiveness of coaching can often be enhanced by the use of assessments and other tools. The purpose of these instruments is to open doors to additional insight and clarity into how we engage in our world on a day-to-day basis. Following are such tools that we employ at Leading Essentially.
- EQ in Action – Emotional Intelligence Profile
- 360-Degree Feedback – personalized and specific feedback from valued members of your team focused on your success.
Assessments in Detail
A unique and powerful emotional intelligence (EQ) instrument, it is designed to help us understand how we exist in relationship.
EQ does not exist apart from relationships. We are created, developed, and sustained in relationship throughout our lives. Our brain and our emotional competencies develop in relationship. As adults, our emotional intelligence is dynamic. Most of us run the gamut of being emotionally smart to dumb depending upon the situation and the stress we are under.
This tool provides individuals with a profile of their basic internalized relational map that has been developed through life experience from infancy to this moment. The report profiles an individual’s relationship strategies in different difficult contexts.
The goal is to offer a mirror of how individuals interpret their relational experiences and respond to different situations, to identify strengths and challenges on key dimensions of EQ, and then to select “daily practices” to build fitness in areas of their choice.
EQ in Action profiles are also the basis for a highly effective team-building exercise. To learn more about this offering, please download the following document regaring our Emotional Intelligence for High Performance Teams program.
Using our 360-degree feedback methodology, clients select people in their immediate work circle from whom they would value feedback. Typically this circle would include the leader to whom they report, other non-related leaders, peers and where applicable people they lead. Completely confidential, our approach is to use open ended questions so as to gather true experiences from those providing feedback and aggregate this feedback into key themes that can be reviewed with the client. We then bring this summary feedback into the coaching engagement, where the client then uses the feedback to plan and map specific paths in their development.
The visibility received from such feedback is often the catalyst for clients to target certain desired change. At times, feedback is gathered a second time to see if the desired changes are manifesting in their behaviors.