Emotional
Intelligence Coaching:
1.
Will the Real Emotional
Intelligence Please Stand Up?
On Deconstructing the Emotional
Intelligence "Debate"
-Presented at the Society for Industrial and Organizational
Psychology, Annual Conference in Orlando
by Catherine S. Daus, Southern Illinois University Edwardsville and
Neal M. Ashkanasy, The University of Queensland
Basically the authors say that the
field of studying and measuring emotional intelligence is still very
young and it is understandable that there would be some concerns about
even the original Emotional Intelligence model first
developed by Mayer, Salovey and Caruso in 1990, which they believe is
the most well conceived Emotional Intelligence model at this
point.
The primary arguments proffered can be
captured in three broad points:
1. Emotional intelligence
is little more than a loose conglomeration of extant personality
traits.
2. Emotional intelligence does not meet psychometric standards.
3. Emotional intelligence has no clear measurement rubric-it changes
all the time.
The authors state, "These models.. are
much too broad in scope, and do not appear to markedly differ from
traditional personality models or competency models...we also feel
that to an extent, they have done much more harm than good regarding
establishing emotional intelligence as a legitimate, empirical
construct with incremental validity potential. It is unusual, and
sometimes disturbing, to see scientists and researchers uncritically
cite a popular trade book alongside peer-reviewed articles. Rather, we
suggest that the only approach that makes sense is one that meets
these criteria:
(a) uses a behavioral approach, preferably
non-self-report method of measurement;
(b) focuses narrowly and specifically on
emotional skills and abilities only;
(c) has demonstrated construct distinctiveness; and
(d) has demonstrably good psychometric properties.
2.
Emotional
Intelligence Coaching -in Workplace
What
constitutes emotions and emotional effectiveness:
Many of the mass-marketed 'emotional intelligence'
training courses discuss 'self-awareness', 'resilence' and
'authenticity' under the term emotional skills. Yet clearly these
concepts are not emotions. Rather, they are personality
characteristics that may or may not have an impact on how the
individual deals with his or her emotions. Because coaching works in
the domain of emotions, it is imperative that coaches have clear
boundaries and definitions about emotions, what constitutes negative
and positive emotional states and which aspects of emotions a
coach can work effectively with.
Emotional Intelligence Coaching
is not the same as professional workplace coaches engaged in working with
'emotions':
Naturally, coaches who do not have a
background in the behavioral sciences are hesitant and sometimes
apprehensive about working with a client's emotions. As a follow on
to this the
Behavioral Coaching Institute's fast-tracked
Masters
level Coach Diploma Courses meets the critical needs for
professional people developers / coaches to
be trained in the use of validated, reliable
behavior based models and
tools that have an Emotion Approach. The Institute's Founding Director of Education (Dr Skiffington) pioneered and published research on 'Towards a
Validation of Multiple Features in the Assessment of Emotions'
that stimulated new research and instrument development in this
important domain by personality, social and developmental
psychologists.
Read More: Emotion Coaching
Tools and Techniques
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