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Coaching And Emotional Intelligence Are The Key To A Leadership In Today’s Business World

Written by: Denys Khromov, Executive Contributor

Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.

 

The culture of managing in big companies is changing over the years, and managers should always look into the future.

Nowadays the world is changing at an even faster pace. We are all under permanent stress. To cope with complexity in this rapidly changing environment, you need flexibility and the ability to learn quickly. Supportive, human-oriented culture in a company is also a must-have. And awareness is what can help to deal with all this more effectively. But more on that a bit later…


First, let's do a quick reality check of your company's work environment. How many managers and employees are really motivated and satisfied with their work? Can they solve problems effectively and work as a dedicated team? These questions are related to Emotional Intelligence which is a relatively new thing in the business but it has already proven to be a key factor in successful management.


Have you ever wondered how many people decided to leave their job positions just because they didn’t feel comfortable with their colleagues or because they had poor relationships with their managers? We have to admit that Emotional Intelligence is a crucial skill that every manager or leader should have in order to solve the issues that their employees may have.


For some leaders, Emotional Intelligence doesn’t seem like an important skill but let us tell you that lack of it may even threaten the company’s existence! Because it is a key factor in successful management in today’s business world.


So, what exactly is Emotional Intelligence? It is a person’s ability to recognize, understand and manage their emotions and to interact effectively with other people. This is an important part of effective team management, as it helps to better understand the needs and motivations of employees, develop more productive interaction, motivate them to gain common goals and establish more effective management strategies. In fact, Emotional Intelligence provides a new way to measure and monitor the performance of the team. This paradigm encourages innovation, creativity, and coaching methods in management.


We would say even more, just think about this! The psychological development of the individual can set the direction of the company’s development and vice versa. So companies can experience a crisis of meaning as well as the individual. And it is what is going on with many businesses right now. That is why the ordinary approach of directive management does not work anymore!


Based on the need for new methods and the necessity of individual-oriented approaches in management we understand that coaching is the most effective approach that suits and meets all requirements.


What is coaching and how is it connected to Emotional Intelligence? Isn’t it just a fashionable term? First of all, the coaching approach in management is based on Emotional Intelligence development, and it helps managers to do their job effectively and gain higher results. But how? Just by asking the right questions? Not only indeed. Coaching helps to raise awareness, constantly learn, develop and, accordingly, increase the level of flexibility. And this is a very important skill in the world of VUCA not just for leaders, but for everyone. So the culture based on learning, coaching and listening will help companies navigate the stormy world of change better.


The goal of coaching is to develop AWARENESS, RESPONSIBILITY and SELF-CONFIDENCE.


The focus is on identifying HUMAN NEEDS, POTENTIAL, STRENGTHS. On the basis of this, it is possible to identify the direction in which each staff member wishes to move and provide him with support and assistance. In response, you get satisfied and efficient employees, and as a result, decreased turnover.


So, here are the key competencies that every manager should have in order to use this model effectively: listen actively, ask questions, give feedback, and create conditions for staff growth and development. But the main point is that you need to think about an individual's potential, not just his performance and believe in them. Truly BELIEVE.


When employees see that their leader is truly able to listen and consider their point of view, and is open to sharing thoughts, this creates an atmosphere of psychological safety at work. This type of coaching not only helps improve communication skills, increase motivation, and improve team performance, but also develops emotional intelligence in team members.


The workflow becomes harmonious and therefore more productive. In addition, employees become motivated since finding an individual approach to every employee leads to work satisfaction. When employees feel that they can get support and mentorship from their managers, they feel more valued and satisfied with their work which also leads to better employee retention.


Which leadership qualities in managers help all those things? They stick to Emotional Intelligence plus Coaching and are more likely to develop sympathy, empathy, and the ability to motivate and inspire employees. Another important skill that develops thanks to Coaching is conflict solving. Managers become capable of identifying the emotional state of conflicting parties and solving it more effectively. And of course, it leads to better performance and results for the organization.


In contrast, some leaders and managers don’t take the importance of this model seriously. In consequence, the intimidation of staff, arrogance, and other negative manifestations lead to a decrease in staff productivity, conflicts, poor relationships, a bad atmosphere, repetition of mistakes, and difficulties with goal achievement.


Even when managers want to develop Emotional Intelligence and to implement Coaching to their work, there are a few things that can hinder this process.

  • Lack of concepts understanding. Some managers may not have enough knowledge and understanding of Emotional Intelligence and Coaching that can lead to incorrect use.

  • Resistance to changes. Some managers may not be willing to change their usual methods of work.

  • Lack of time and resources. Emotional Intelligence and Coaching implementation can require lots of time and financial resources and some organizations may not have them.

  • Not enough skills with these methods. Some managers may not have enough skills and experience that can lead to an ineffective and incorrect use of methods.

  • Cultural differences. They can lead to difficulties in use of methods in different countries and regions because they may not fit all the cultures.

  • Insufficient management involvement. Implementation of these methods requires higher management involvement and if they do not support it they can become ineffective. As John Whitmore said, without a collective vision, change is doomed to fail, but without a vision at the highest level of management they will not even begin.

From the words of Deborah Holmes from “Earnst & Young” top management can reflect on enlightened methods. Employees can dream about them. But in the end, managers act as they have always acted, not understanding, they are responsible not only for the good report about profit.


To avoid such difficulties you should stick to such a plan:

  1. Learning & Development. It is important to ensure the training for managers and employees, so that they could use the methods correctly.

  2. Needs assessment. You should evaluate the needs of the organization to define what methods and techniques would be the most effective in achieving goals.

  3. Plan development. The plan should include goals, tasks, methods and timelines for implementation.

  4. Pilot testing. Try it with a small testing group first and then make needed corrections.

  5. Public outreach. After successful pilot testing you can use it for full.

  6. Results evaluation. You should do it on a regular basis in order to make needed changes.


But besides this working implementation plan you should remember one more extremely important thing… VALUES.


Jim McNish’s quote from the article says that people would like to love their companies, they don’t want to work for a bunch of scoundrels. People look for the MEANING in their work and gradually spread out if they don’t find it.


That is why it is essential that the values of employees and the company coincide. Then it will be unavoidable success and satisfaction for each party.


Therefore, during the implementation of coaching in the company to make everything go smoothly and successfully, it is important to identify the values of the company and help employees to identify their own. And only in the fusion, they can bring a result.


In addition, it is important to do this in parallel and to remember that it is not worth rushing, so as not to face rejection. Values shouldn’t be imposed. Employees should be given the opportunity to try out different thinking models and be able to decide on change on their own, based on a positive experience.


Common values, beliefs plus appropriate attitudes and behavior - that is the secret to a successful business in our world of change.


Follow me on LinkedIn, and visit my website for more info!



 

Denys Khromov, Executive Contributor Brainz Magazine

Denys Khromov is an inspirational leader in the IT world, his passion of resolving complex problems and ability to scale operations for high-demanding companies is amazing. Worked with Forbes 500 clients with zero-failure and extreme satisfaction. During the free time loves to read books, play chess and tennis.

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