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Leadership Self-Awareness. Leadership Coaching Paper

Essay Instructions:

** DO NOT INCLUDE A COVER PAGE**
For the Session Long Projects you will be applying the concepts from the background materials. But instead of applying them to yourself, you will imagine that you are a leadership development coach who is hired by the organizations to diagnosis or give advice to managers. For each of the situations below, explain what advice or diagnosis you would give them based on your knowledge of the background readings. Make sure to cite at least one of the required background readings in each of your answers.
Susan is a manager who decides to assess her strengths using some of the 24 classifications of the Values in Action Inventory of Strengths that you read about for this module. She discovers that two of her biggest strengths are “humor” and “teamwork.” She concludes that since these are her strengths she doesn’t need to change anything regarding her use of these strengths. Do you think this is a good use of her assessment, or should she make changes to her use of humor and teamwork? If so, what kind of changes?
Harold has an MBA from Harvard and is focused on becoming a CEO before he is 45 years old. He is very good at networking and often makes friends with those who rank higher than him at his current organization. However, employees under his supervision feel that he often makes decisions based on what will get him promoted rather than on what is best for his employees or his organization. How would you characterize his emotional intelligence (EQ) skills based on the different elements of EQ discussed in the background readings? Be specific regarding which elements of EQ you think he is likely high on or which elements you think he may be lacking.
Carl is known as a very caring manager based on his ability to understand his employee’s problems and taking careful time to get to know each and every employee. He is personally well liked by all of his employees. However, the one complaint they do have about Carl is that he gets very upset when things don’t go well and takes things very personally. For example, when he found out that profitability for his unit had fallen over the last month he was so upset he had to take a couple of sick days off from work. How would you characterize his emotional intelligence (EQ) skills based on the different elements of EQ discussed in the background readings? Be specific regarding which elements of EQ you think he is likely high on or which elements you think he may be lacking
Required Reading Material:
Reynolds, M. (2011). Understanding emotional intelligence. [Books24x7 version]. Available in the Trident Online Library.
Peterson, C. (2011). The five attributes of emotional intelligence. [Books24x7 version]. Available in the Trident Online Library.
Kaufman, C., Silberman, J., & Sharpley, D. (2012). Chapter 17: Coaching for strengths using VIA. In Passmore, J. (Ed.). Psychometrics in Coaching: Using Psychological and Psychometric Tools for Development (2nd Edition). London, GBR: Kogan Page Ltd. [EBSCO eBook Collection. Note: when looking up books in any of the eBook search engines don’t copy and paste the entire reference into the search engine. Instead, only include the title of the book. For example, to find this book, enter in the following search terms:
Psychometrics in Coaching: Using Psychological and Psychometric Tools for Development]
Now read Chapters 1 and 3 from the following book for a more detailed overview of emotional intelligence:
Sterrett, E. A. (2000). Manager's Pocket Guide to Emotional Intelligence: From Management to Leadership. Amherst, MA, USA: HRD Press. [EBSCO eBook Collection]

Essay Sample Content Preview:

Leadership Coaching
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Case 1:
Susan is a manager who decides to assess her strengths using some of the 24 classifications of the Values in Action Inventory of Strengths that you read about for this module. She discovers that two of her biggest strengths are “humor” and “teamwork.” She concludes that since these are her strengths she doesn’t need to change anything regarding her use of these strengths. Do you think this is a good use of her assessment, or should she make changes to her use of humor and teamwork? If so, what kind of changes?
It is so good of her to have such an excellent combination of qualities for a manager. Having the ability to make the team laugh is an essential ingredient for making the same team perform even better and more efficiently. Eventually, such a team would be very productive for the organization. Susan, however, needs to accurately reflect and assess the best way these qualities can be more useful for the team. Additionally, she needs to realize that while the team comes first, the external aspects of her role as a manager are intertwined with her strengths (Reynolds, 2011). This means that she needs to harness the two qualities to serve both her internal as well as her external spheres of influence.
Secondly, she needs to work on making changes to her use of humor and teamwork to strategically match the organization’s goals and general objectives. The humor part, especially, might motivate the team towards greater roles, but if there isn’t an adherence to the intended targets, it might count for basically nothing (Kauffman et al., 2012). All these qualities in a leader have to go hand in hand with the missions to be achieved by the organization at large to prevent a situation where she has to micromanage only a part of the team that likes her humor at the expense of others.
Case 2:
Harold has an MBA from Harvard and is focused on becoming a CEO before he is 45 years old. He is very good at networking and often makes friends with those who rank higher than him at his current organization. However, employees under his supervision feel that he often makes decisions based on what will get him promoted rather than on what is best for his employees or his organization. How would you characterize his emotional intelligence (EQ) skills based on the different elements of EQ discussed in the background readings? Be specific regarding which elements of EQ you think he is likely high on or which elements you think he may be lacking.
It is good to be ambitious, just the way Harold is. He has his sights on something bigger, before a specific timeframe, and that is what makes it impressive for him. Ambition is a crucial quality for any aspiring leader since it is like the burning fire within, which pushes the leader to influence his followers to something great in the future(Reynolds,2011). For Harold’s case, however, he seems to have forgotten the importance of followers, or a team to influence. He appears to be solely focused on him...
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