Executive coaching has become a popular method for promoting emotional Intelligence in organisations. Depending on the individual, coaching can target any of the competencies associated with emotional intelligence, but typically it focuses on the self-awareness, self-management, and social skills competencies.

The program involves a team of people, including the participant, his or her organisational sponsor (usually the person's boss or the training manager), and a coach. Much of the coach's time and effort, particularly in the beginning of the process, goes into forging a partnership with the participant and inspiring commitment. The coach also establishes clear expectations about confidentiality.

After the feedback assessment session, where the main focus areas are clarified, a developmental plan is started between the Coach and the Coachee.

The coach helps the participant to translate data from the assessment phase into relevant information on goals, abilities, the perceptions of others, and organizational standards and expectations. Then the coach helps the participants to prioritize their development goals and set up a concrete plan for change.

As for a generic emotional intelligence development program, the aim of this programme is to capacitate the individual and enable them to take three important steps in life.

These steps are:

• Increased self-awareness, which will assist in understanding the messages given by their emotions.
• Acknowledgement that they have the ability to make choices. This means a focus on assessing what they feel, why and then making a choice to manage what they feel.
• Having the ability to step outside their own world, thus aligning their choices with the outside world and others. This will enable the individual to engage, influence and inspire others, using the power from within and empathy.

Activities and implementation of change strategies.

From the first interaction session between the Coach and the Coachee, activities to enhance self awareness is given to the Coachee to start monitoring behaviours on an emotional level.

Dependent on the coachee's needs and current level of competence, activities are identified for improvement. Practical applications of knowledge inputs are monitored and changes made where necessary.

Post assessment

After the agreed period of time and with the application of skills sets, post assessments are done to enhance the individual's sense of competence and highlight changed behaviour.