Performance objective

Candidates will demonstrate the skills and knowledge needed to promote the development of emotional intelligence in others and use others' emotional strengths and weaknesses to maximise workplace outcomes.

Assessment description
Candidates will respond to a simulated workplace scenario by planning and participating in a workplace coaching role-play.

Procedure

1. Read the role-play scenario in Appendix 1.
2. Plan to lead a role-played coaching session with an underperforming employee (with your assessor acting as Pat) in response to the scenario. Use the Coaching Planner Template in Appendix 2.
3. Arrange time and place with your assessor to perform your coaching role-play.
4. Perform yourrole-play in accordance with the specifications set out below.
5. Submit your completed coaching plan within the agreed timeframe.

Specifications
You must:
- participate in a coaching role-play
- submit a completed coaching plan.
Your assessor will be looking for evidence of:
- demonstration of leadership and communication skills in your role-play to take a collaborative approach; use of inquiring and inclusive techniques to develop understanding, and skills that enhance individuals' emotional intelligence
- leadership skills to advance organisational goals, monitoring performance, planning interventions and implementing coaching to achieve organisational goals
- modelling of behaviours that demonstrate management of emotions during your role-play
- recognition and response to the emotional states of others by being flexible and adapting your approach to coaching as required
- promotion of the development of emotional intelligence in others by providing them with opportunities to express thoughts and feelings, and to understand and manage their own emotions
- ability to explain emotional intelligence principles and strategies
- ability to convince people of the relationship between emotionally effective people and the attainment of business objectives.
Adjustment for distance-based learners
- No changes to the assessment procedure or specification are required.
- The role-play may be conducted via teleconferencing.
- Documentation may be submitted electronically.
- A follow-up interview may be required (at the discretion of the assessor).

Task

You need to intervene effectively to solve this performance issue. You will need to plan and conduct a coaching session with Pat to get both Pat's and the team's performance back on track.

In the session ensure you:
- Introduce the session positively by establishing why the coaching is occurring and ask Pat for input:
- Ask Pat to describe own performance, personal situation, obstacles to performance, feelings and job satisfaction.
- Model emotional intelligence through empathy and listening skills.
- BuildPat's awareness of emotional intelligence weaknesses and strengths - make sure you focus on Pat's strengths.
- Using the GROW model, establish Pat's goals and performance gaps (reality):
- Build Pat's awareness of performance shortcomings and how emotional self-awareness and empathy can help identify personal obstacles to success with Pat's goals, peer relationships and help the whole team and organisation to succeed.
- Continuing with the GROW model, establish and discuss reasonable options:
- Allow Pat to provide most of the options for reaching personal, professional and team goals.
- Continuing with the GROW model, establish Pat's willingness to perform (and increase EI) in measurable and observable ways:
- Establish a firm commitment from Pat to improve performance and help build a better team climate.

Attachment:- Appendix.rar