Emotional Intelligence Course – Notes for Managers, Coaches and Mentors of Participants


Illumine Training - Parts of the brain

To get the most out of the course, delegates will need to be supported as they start to think and work differently. This page will help managers, coaches and mentors to provide that support.

Here you will find:

  • Information about the course
  • What to expect after someone has attended the course
  • Suggestions to help you perform a useful review with the course participant

The Course

People will learn how to:

  • Identify how emotions affect performance.
  • Manage emotions in difficult situations.
  • Make the most of their emotions, recognise and develop empathy with their colleagues.

Here are the key aspects covered:

Theory of Emotional Intelligence
We introduce the delegate to the background and theory of emotional intelligence (EQ).

Benefits
Recognise the business benefits of EQ.

Motivational Techniques
Learn techniques to motivate yourself and others to complete those least-preferred tasks.

Models
Whilst on the course the delegate will be given models to use in the future and will be able to apply these to their own situations during the session.

Responses
An understanding of the power of the mind to shape and control responses.

Action Planning
At the end of the course delegates are encouraged to think about how they are going to use what they have learnt. We emphasise that it is up to them to put the techniques and perspectives covered into good use.

What to expect after someone has attended the course

Everyone attends the course for slightly different reasons but they will all have opportunities to use what they learn. Delegates are usually very keen to put their new skills into practice. A little well-directed support and encouragement by manager, coach or mentor can make a big difference. We hope the following notes will help you give that support:

What to expectWhat you can do
After the course the delegate will be able to recognise and identify emotions in others.Ask them how this is benefitting relationships in the work place.
Delegates will want to use the information learnt on the course to gauge their response in difficult situations.Encourage them to regularly review the course as a reminder to help deal with different behavioural styles.

Conducting a review after the course

Many managers like to follow up courses that their people have attended. The style and format of these reviews varies widely so here are some prompts for suggested discussion points:

  • Action Planย – at the end of the course all delegates are encouraged to commit to specific actions to use and reinforce the things theyโ€™ve learnt. That action plan is a good start point for a review.
  • Emotional Intelligence Models – has the delegate found that after attending the course they can now recognise and empathise with others in the work place?
  • Generalย – it will be worth going back to the original reasons for attending the course and also review the other notes in this section that describe the course and use them as a prompt for your discussion.

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