Pre and Post EQ-i-2.0 Assessments Increase The Viability Of Emotional Intelligence Coaching

 Healthcare Organizations are less likely to seek executive or leadership coaching from coaches who do not use a demonstrated viable Pre and Post assessment along with client workbooks, videos and other ancillary coaching material.

“Evidence based coaching is based on social science evidence of how humans learn and develop over their life span, --intellectually, emotionally, socially, and in life as well as in organizational contexts”.

Recently, one physician leadership client enrolled 45 members of his physician leadership team in our Emotional Intelligence Coaching Program for Healthcare Professionals. His decision was based on his own personal experience as a client in our program.

Let’s share our successes as well as our challenges.

Corporate Coaching Clients VS Individual Clients

 It is far more time consuming and expensive to seek individual coaching clients who are employees of corporations. This is especially true of Healthcare Organizations, IT or Fortune Five Hundred Firms. On March 13,14, I will travel to San Francisco to provide on-site Emotional Intelligence Coaching to a surgeon whose Hospital Chain employs 10,000 physicians in Northern California and 6,500 in Southern California.

Executives and physicians who are mandated to seek Emotional Intelligence for “disruptive behavior” are rarely motivated to respond to marketing initiates by coaches. These physicians are more likely to follow the recommendations made by the organizations’ Human Resource Managers.

A relationship with one HR Department is worth more than a $100,000 investment in marketing or advertisements for executive coaching clients.

Emotional Intelligence Is Increasing Worldwide via Telepresence

Disruptive behavior is a problem worldwide and Emotional Intelligence Assessments and Coaching are the preferred intervention. Telemedicine is playing a major role in advocating for SKYPE, Zoom and phone coaching.

The power of the EQ-i-2.0 Assessment when demonstrated, sells the effectiveness of Emotional Intelligence Coaching that includes client workbooks, Pre and Post Assessments along with ancillary coaching material.

Google “emotional intelligence coaching for “disruptive physicians”.

Client And Organizational Flexibility Is Important In EI Coaching

 Neither a rigid commitment to the use of “powerful questions” in coaching nor any simplicity formula is realistic in physician or leadership coaching. Emotional Intelligence Coaching works best when Pre and Post Emotional Intelligence Assessments (EQ-i-2.0) along with client workbooks and related ancillary materials are incorporated.

Anderson & Anderson, APC is currently adapting its’ six-month Emotional Intelligence Coaching for an award winning Surgical Practice in Nevada.  This coaching will focus on physician leaders, HR as well as medical and non-medical departments over a one -year period. Much of the attention will be on maximizing skill enhancement on the EI competences selected by each coaching client.

The approach used in this example is very similar to a total immersion of the entire of this firm. The results will likely serve as a prototype for use in other organizations.

Disruptive Behavior At Work Can Be A Career De-railer

 The Healthcare Industry developed a policy to address “disruptive behavior” among physicians in 2008. This Sentinel Alert has lead to Emotional Intelligence Coaching for “disruptive behavior” and a cottage industry of anger management “therapy”.

If you would like to learn how you compare with others in your career or profession, an EQ-i-2.0 Emotional Intelligence Assessment may be your best option. This assessment is inexpensive and is available on-line from Ed Hennessy in Dallas or George Anderson in Los Angeles. 

Emotional Intelligence Coaching Assessments And Coaching Are Used At Anderson & Anderson, APC

 Physicians and Executives favor evidenced based Pre and Post Emotional Intelligence Assessments along with Client Workbooks and ancillary coaching material. In response to the need for credibility in our coaching model, we will provide all potential coaching clients with links to the three assessments used in our curriculum prior to enrollment.

For skill enhancement designed to address “disruptive behavior”, we use the internationally recognized EQ-i-2.0 Assessment.

For Leadership Coaching, the four competencies required of most leaders are authenticity, insight, coaching and innovation. Leadership Derailers are also examined.

The EQ 360 Rater Response can be used with both of the above assessments. This powerful instrument provides a general overview of the level of agreement between the clients’ self-report and how others see him or her.

Q. What is the definition of stress?

 A.  Stress is the mismatch between the demands that are made on us and our resources to meet those demands. The stressor could be a positive or a negative occurrence. The type of response produced depends on the individual’s reaction to the stressor.

Stress can usually be described as a set of symptoms that may vary from one person to another. Upset stomach, nervous feelings, constant fatigue, tight neck muscles, depression and headaches are some of the most common symptoms.

Stress that is unrecognized or addressed can lead to strokes, heart attacks and other health issues. Your primary care physician should be consulted when you experience physical symptoms.