Before we start the course, here is a practical activity that encourages you to think about why you are taking the course and what you want to get from it.

This video gives you an understanding the learning outcomes covered in this module on emotional intelligence.

An overview of emotional intelligence giving you a definition and the meaning of emotional intelligence.

You maybe confused about the terms EI and EQ and how the two seem to be readily interchanged. This lesson helps to give a distinction between the two.

Attitude cannot be easily measured so, strictly speaking, it is not a part of EQ - Emotional Quotient.  However, attitude can be considered within emotional intelligence as it is linked to how emotional intelligence is applied.

This document answers some of the most frequently asked questions about emotional intelligence.

You maybe confused about the difference between emotions and feelings and how the two seem to be readily interchanged. This lesson helps to give a distinction between the two.

A broad look at emotions and why they are important to consider in developing emotional intelligence.

People often talk about positive and negative emotions. This is not that helpful as emotions cannot really be labelled in that way. This lesson looks at why labelling emotions as positive or negative can be unhelpful.

Some examples of when you experience emotions at work and why emotional intelligence is more important than cognitive intelligence (IQ) in coaching.

This lecture will help you to understand how the emotional climate at work impacts upon teams and teamworking so that you are able to determine the best ways to work with it.

This lecture looks at how to work with the emotional climate by assessing the level of emotional engagement and the level of emotional management.

This lesson covers why it is important and necessary to understand your emotions and how you can use them to get better results.

How emotions are managed and handled depends upon a number of factors. People fall into three distinctive styles for attending to and dealing with their emotions. This lecture covers handling emotions by looking at the three distinctive styles.

This lesson looks at the various ways that emotional intelligence can be measured through commercially available psychometrics.

This lesson gives a review of some of the advantages and some of the disadvantages when working with emotional intelligence.

This lesson looks at coaching as a management tool covering how and why it differs from training.   It helps with the understanding of how coaching helps to develop people and their performance.

Sports coaching and professional coaching are often considered to be the same. They are similar in many ways but there are differences. This video investigates these differences.

This video explores how neuroscience and the working of the brain help us to understand why the principles of coaching, when applied appropriately, are so effective.

This video gives  you a simple, yet powerful coaching process that enables you to experience coaching for yourself and to see what coaching looks like.  You can use it as a structure for your own coaching.

Coaching is important in the workplace.  This lecture covers why coaching is necessary and when to coach.

This lesson covers the continuum of different types of coaches within an organisation.  Whatever type of coach and whatever their relationship to the organisation, the principles of coaching are the same.

This lesson considers why coaching skills are important for managers and covers the traps that most managers fall into that limit their effectiveness as coaches.

VUCA is an acronym often used to describe the volatility, uncertainty, complexity and ambiguity of general conditions and situations.  In this lecture we explore VUCA and how you may often be coaching people in situations that are volatile, uncertain, ambiguous and uncertain.

This lecture explores the capacity of individuals and organisations to deal with VUCA and how you can work with this as a coach.

Work-life balance is a wellbeing issue: it’s how professional and personal responsibilities are managed so that someone does a good job, and has enough rest and leisure time to recharge.  It is an overused phrase that may be a part of the underlying issue.  This lecture investigates some of the common misconceptions around the well-meaning phrase that you need to consider as a coach.

This lesson covers the tools that an effective coach has at their disposal.  It covers

• Rapport

• Listening

• Intuition

• Asking questions

• Supportive feedback

There are five levels of listening: ignoring, pretend listening, selective listening, attentive listening, and empathetic listening.  Each level represents the degree to which someone is listening to another person during a conversation.

Listening is one of the most important components (if not the MOST important) of good communication and emotional intelligence coaching.  This lesson covers effective listening and poor listening skills.  

This video investigates what hinders people's inability to listen and the detrimental impact of poor listening skills can have on effective communication.

Questioning is a basic technique that is used in coaching, so we take the opportunity in this lesson to look in depth at the type of questions that can be used and when and why they are helpful.

A key part of an effective coach is to ask constructive, relevant, powerful questions.  This lecture explores how you can use questions to have a dramatic effect and result in the learner - the coachee - helping them to move forward with a deeper exploration of their issue.

This lecture explores the Push and Pull Model which combines elements of both directive and non-directive coaching techniques providing support and guidance as needed, pushing coachees to reach their goals while pulling them to focus on their development.

There are times when the person being coached gets stuck as they don't have the knowledge or experience to answer further coaching questions that are being asked.  In this instance, the coach makes the decision to educate the coachee before returning to more traditional coaching questioning. 

This lesson looks at the advantages and disadvantages of both ask coaching and educate coaching.

The GROW Model is a well-known coaching process that has become widely recognised as very effective help someone achieve their goals through coaching.

This short video investigates some questions that you can consider asking through your coaching when you identify that your coachee is experiencing a basic emotion.

This lesson looks at another model.  This one considers the emotions involved in driving behaviour in situations.

Journalling is the practice of writing in a diary or journal about the thoughts, feelings and physical sensations that come up in connection with life events.  It is a useful tool to use as a coach or leader or if your are being coached.

This lesson looks at how a coaching culture can be developed and some barriers that may get in the way.

This video explores some of the points that you need to work with if you are being coached as a leader.

This comprehensive manual covers the basis of coaching as an effective skill in leadership and management. 

This practical activity is an exercise about coaching someone to help them to analyse how they go about making their decisions – what motivates them, the emotions that drive their decisions, the impact that their decisions have on them and on others, and ways to improve their decision making.

It focuses on understanding which decisions would benefit from a more considered and reflective approach and which decisions would benefit from a quicker decision.

This video looks at the learning outcomes covered in this module on coaching around motivation.

Motivation can be difficult to determine but this video explains what motivation is all about.

To start this part of the course, we look at some of the best known motivation theories that are associated with needs.

Vroom's Expectancy Theory assumes that behaviour results from conscious choices among alternatives. The motivation of the behaviour selection is determined by the desirability of the outcome.

You are probably already familiar with Goals Theory.  It is based on working with SMART objectives.

This lesson looks at how well set goals can support motivation.

Rewards have been used traditionally as ways to motivate.  However, there is a need to look at how rewards affect motivation and new ways of considering motivation.

Words That Change Minds is a well respected book by Shelle Rose Charvet that looks at how to determine motivation and motivational traits using conversational coaching techniques.

Meta-programs are like the software in our brains.  They run unconsciously.  In this lesson we explore the idea of meta-programs and start to look at the motivational meta-program.

This lesson covers the Level of Motivation.  Do you take the initiative or do you wait for others to act?

This lesson looks at the Criteria of Motivation.  What are your criteria or values?

This lesson looks at the Direction of Motivation.  Are you motivated towards a goal or away from something you don't want?

This lesson looks at the Source of Motivation. Are you internally or externally motivated?

This lesson looks at the Reason for Motivation.  Are you motivated by options or procedures?

This lesson looks at the Decision Factors of Motivation. What is your attitude to change? Are you motivated by evolution or revolution?

This lesson is a learning summary of this module on Motivation and introduces the Practical Activity that enables you to determine Motivational Traits.

The series of questions presented here will help you to determine the traits that make up your traits within your motivation meta-program. They will give you some insights into what triggers your interest and, also, what will demotivate you.

This quiz will test your knowledge of coaching covered in the course so far.

This section looks at why emotional intelligence coaching results in transformational change.

This lesson looks at how emotional intelligence can be developed underpinned by coaching.

This lesson covers the overall process of emotional intelligence coaching that is followed by many of the coaching models.  Applied well and confidently, it will lead to the transformational change that generates excellence in performance and long-term sustainable success.

This lesson cover the basis of coaching with emotional intelligence, covering the knowledge, skills, behaviours, qualities and experience needed to be truly effective. 

The lesson also covers the benefits for the coach and for the coachee.

A video that accompanies the Assessing Emotional Intelligence Workbook.

This is a practical activity to conclude the course.  It requires you to consider your goals and objectives for taking the course that you set for yourself at the beginning of the course.

You can easily build this activity into your coaching conversations to build and enhance your reputation as a emotional intelligence coach. 

A series of 20 Lightbulb Moments cards covering all aspects of the course.  These can be downloaded and printed off to act as aide memoires.

This video will help you if you are having issues accessing your Certificate of Completion.