Emotional Agility Coaching
“In hard times, the soft stuff often goes away. But emotional intelligence, it turns out, isn’t so soft. If emotional obliviousness jeopardizes your ability to perform, fend off aggressors, or be compassionate in a crisis, no amount of attention to the bottom line will protect your career. Emotional intelligence isn’t a luxury you can dispense with in tough times. It’s a basic tool that, deployed with finesse, is the key to professional success”
- Harvard Business Review.
- Harvard Business Review.
In our change facilitation work, we often see leaders struggling with difficult thoughts and feelings and most of them stumble not because they have undesirable thoughts and feelings — that’s inevitable. They stumble because they attempt to manage these thoughts and feelings by ignoring them, or suppressing them, and when that doesn’t work they end up venting - often inappropriately.
We know from research that minimising or ignoring thoughts and emotions serves only to amplify them. Over time attempting to manage your thoughts and feelings in this way can be debilitating, using up important cognitive resources, and depleting you energy levels. In turn this cycle of depletion makes it more and more difficult to achieve the results you want.
Effective leaders don’t buy into or try to suppress their inner experiences. Instead they approach them in a mindful, values-driven, and productive way - they develop what we call emotional agility. In our complex, fast-changing knowledge economy, the ability to manage one’s thoughts and feelings is essential to success.
Most managers are promoted for their technical and business skills — but often find the “soft side” hard.
One of the biggest challenges facing organisations is how to get more employee engagement in challenging times with diminishing resources. These challenges include engaging people in change, proactively resolving issues, setting a context for performance, and building collaboration. All of these challenges require emotional agility. To change the outcomes and meet these challenges productively leaders need to change the inputs — and to do so they need new awareness, attitude, and skills.
We know from research that minimising or ignoring thoughts and emotions serves only to amplify them. Over time attempting to manage your thoughts and feelings in this way can be debilitating, using up important cognitive resources, and depleting you energy levels. In turn this cycle of depletion makes it more and more difficult to achieve the results you want.
Effective leaders don’t buy into or try to suppress their inner experiences. Instead they approach them in a mindful, values-driven, and productive way - they develop what we call emotional agility. In our complex, fast-changing knowledge economy, the ability to manage one’s thoughts and feelings is essential to success.
Most managers are promoted for their technical and business skills — but often find the “soft side” hard.
One of the biggest challenges facing organisations is how to get more employee engagement in challenging times with diminishing resources. These challenges include engaging people in change, proactively resolving issues, setting a context for performance, and building collaboration. All of these challenges require emotional agility. To change the outcomes and meet these challenges productively leaders need to change the inputs — and to do so they need new awareness, attitude, and skills.
"All great changes are preceded by chaos.”
- Deepak Chopra
- Deepak Chopra
Our approach
We work with leaders to develop their emotional agility. Our coaching focuses building and developing new awareness, attitude, and the skills needed to build emotional competence and agility.
We use the Six Seconds Emotional Intelligence Assessment (SEI™) to help leaders measurably improve the awareness and skills in the people-side of performance. The tool assesses competence and delivers a practical roadmap for development. SEI scores predict over 54% of important success factors: decision-making, influence, effectiveness, relationships, quality of life, and health — essential outcomes for a thriving team.
Why we use the SEI - Robust. Global. Transformational.
The SEI is a scientifically validated, practical measure of emotional intelligence with an action-oriented model supporting people to use and improve their EQ skills. Built on the Six Seconds Model of Emotional Intelligence, the SEI is unusual: where other tools provide a diagnosis, SEI provides a framework for action. The model is simple enough to jump into, but sophisticated enough to drive long-term transformation.
Typically we have found our coaching clients:
Want to increase their own effectiveness, and improve their relationships, health, or quality of life.
Are looking to create change in their organisation or team. By developing and using their EQ, they are able to tap into powerful insight and the motivational force of emotion to fuel transformation. It’ a lack of understanding of these human and emotional drivers that most often leads to failure of change and so growing emotional agility leads to increased job performance and the likelihood of successful change.
Need to improve results — and this means improving their methods and actions, and how they go about these actions. As they develop and increase their EQ, they see very clearly that the impact they create is based not just on what they do, but on how they do it.
Need practical tools - the SEI assessment provides powerful insights, an effective model of emotional intelligence and a framework for using EQ with competencies that drive performance.
So if you’re looking to develop your self-awareness, interpersonal skills (empathy, listening), influence, motivation and engagement skills then emotional agility coaching can make a tremendous difference and support you to develop new skills and qualities that will move you and the organisations you lead, towards your goals.
We use the Six Seconds Emotional Intelligence Assessment (SEI™) to help leaders measurably improve the awareness and skills in the people-side of performance. The tool assesses competence and delivers a practical roadmap for development. SEI scores predict over 54% of important success factors: decision-making, influence, effectiveness, relationships, quality of life, and health — essential outcomes for a thriving team.
Why we use the SEI - Robust. Global. Transformational.
The SEI is a scientifically validated, practical measure of emotional intelligence with an action-oriented model supporting people to use and improve their EQ skills. Built on the Six Seconds Model of Emotional Intelligence, the SEI is unusual: where other tools provide a diagnosis, SEI provides a framework for action. The model is simple enough to jump into, but sophisticated enough to drive long-term transformation.
Typically we have found our coaching clients:
Want to increase their own effectiveness, and improve their relationships, health, or quality of life.
Are looking to create change in their organisation or team. By developing and using their EQ, they are able to tap into powerful insight and the motivational force of emotion to fuel transformation. It’ a lack of understanding of these human and emotional drivers that most often leads to failure of change and so growing emotional agility leads to increased job performance and the likelihood of successful change.
Need to improve results — and this means improving their methods and actions, and how they go about these actions. As they develop and increase their EQ, they see very clearly that the impact they create is based not just on what they do, but on how they do it.
Need practical tools - the SEI assessment provides powerful insights, an effective model of emotional intelligence and a framework for using EQ with competencies that drive performance.
So if you’re looking to develop your self-awareness, interpersonal skills (empathy, listening), influence, motivation and engagement skills then emotional agility coaching can make a tremendous difference and support you to develop new skills and qualities that will move you and the organisations you lead, towards your goals.
“Getting over a painful experience is much like crossing monkey bars.
You have to let go at some point in order to move forward.”
- C.S. Lewis
You have to let go at some point in order to move forward.”
- C.S. Lewis
Examples of past coaching assignments
- Emotional Agility Coaching - Local Government Agency Queensland (workforce of approximately 8,000).
- Emotional Agility Coaching - Commonwealth Government Agency Queensland (workforce of approximately 4,000).
- Emotional Agility Coaching - Private coaching clients.
