EI MATTERS - Ask people to recall the best boss they ever had, the one that really stands out in their memory. Then ask what made them special. The qualities they list are rarely technical skills or business knowledge. They are the behaviours that come from emotional intelligence. Thoughtful, understanding, inspirational and self-aware; these are the kinds of people we want to work for.

We use the most up to date diagnostics which were developed through a partnership between the EI gurus Daniel Goleman, Richard Boyatzis and the Hay Group, who developed a rigorously researched personal development tool which specifically measures emotional and social intelligence. The emotional and social competency inventory (ESCI) measures the key EI behaviours that help people move from good to outstanding.

Edison coaches support you through this analysis in a coaching and mentoring relationship that could last anywhere between three days and several years, acting like a sounding board to help you better meet the challenges of the boardroom to work site..

EXECUTIVE COACHING

Research shows that for jobs of all kinds, emotional intelligence is twice as important as IQ plus technical skills. Emotional intelligence is more than 85% of what sets star performers from the average. The higher the level of a job's complexity and authority, the greater the impact of outstanding performance on the bottom-line. Top managers can add or destroy huge economic value, and the higher the level, the higher the leverage - so the higher the impact. We are talking about "hard" results such as improved profitability from higher productivity, increased sales and lowered costs as well as "softer" results as increased morale and motivation, greater cooperation, lower turnover and loss of talent.

COACHING PROGRAMMES

Our coaching programmes are initially generated from the Emotional Competence Inventory (ECU). Prior to being assigned a coach, each individual carries out an ECU to assess their current emotional competencies. An emotional competence is a learned capacity based on emotional intelligence that results in outstanding performance at work. For superior performance in jobs of all kinds, emotional competence matters twice as much as IQ plus technical skill combined.

Our coaches have worked with a wide range of organisations and coached CEOs as well as small business owners and business unit managers. The key to our coaching programmes is flexibility, which means that we have ongoing programmes that have lasted over two years to programmes that will last only for one or two meetings. During each coaching programme the participant is supported by online communication and ongoing activities through the Pathfinder web portal which is included in every coaching plan.

Download a sample ECI report

Why Use Pathfinder?
It can be stimulating and even enlightening to receive feedback— especially multi-rater competency feedback. However, many people have difficulty knowing what to do with their feedback once it is received. What is it telling them? Where should it take them? And, it is no easy task to create a development plan that people feel committed to. Once the plan is developed, it may be harder still to carry out the plan and monitor and update personal development progress.

Pathfinder makes the development process easier and more fun than if the individual attempted to find his or her way alone. Personal development is a process and a journey. Rarely do people make meaningful progress on their development goals in less than a year's time. For this reason Pathfinder is a one-year programme with the ability to renew the subscription as often as needed or desired. Although the Pathfinder is designed so that any individual can use the site, those who are taking part in ongoing coaching will achieve the greatest success. The coach will be there to answer questions, clarify feedback, and provide direction and support for the development plan.

What are examples of Edison Coaching Programmes?
Edison coaches use a wide variety of performance development tools and techniques to suit your people and their individual needs;

Ultimate Leadership; a structured one-year consulting engagement that moves your organisation's executive team to a pinnacle of leadership excellence. Building High Performance Leadership; This process is designed to help senior managers become significantly more effective as organisational leaders. In addition to professional development, this process emphasises tangible improvement of organi- sational performance. Accelerating Key Performance; a one-year process in mastering Emotional Intelligence for high-potential performers and mission-critical professionals. High Performing Teams; an intensive process that enhances your executive team’s ability to apply collaborative thinking and make breakthrough decisions. Developing First Line Leaders; A dynamic process that equips first-level managers and team leaders. This process is designed for managers in the front lines: those who lead work teams or supervise individual contributors.

 

GETTING THE PERSONAL ADVANTAGE:

competency assessment programme

Your team may be producing results, but how much better could they be?

How would you answer that question, well that's where Edison Personal Development can help. Our pro-assess competency and benchmarking process can help your organisation get fit for any project. Developed directly from the experienced gained from working in a number of different markets and also recently updated to take account of changing market trends, pro-assess will help your organisation identify not only how it will measure up to the market you sell in, but how it will also compare to our increasing data from organisations that have recently used pro-assess from a wide range of industries.