My last blog post was part one in a two-part series highlighting practical methods at increasing one's emotional intelligence. I introduced the Johari Window, as it is a helpful construct for understanding current practices of coaching, self-assessment, and meta-cognition, and then spent time describing multi-rater and psychometric assessments. In this blog post I'll discuss two other methods for increasing one's emotional intelligence: meta-cognition and coaching.
One of the most important skills developed during the self-assessment process is thinking meta-cognitively. Meta-cognition very simply means thinking about our thinking or operating with multiple levels of awareness. Here is an example: you are in a conversation with a co-worker and you notice that the co-worker increases her direct eye-contact, raises her voice, and crosses her arms. You may pick up on these cues and begin an internal inquiry seeking to understand if there might be anything that you've done or said that could have caused this person to become defensive or angry. During the course of this inner inquiry, you may also ask yourself if the cues your picking up on are relevant to the current situation or are based on a memory of a previous yet similar conversation with someone else. This internal dialogue taking place while you remain engaged in the external conversation is meta-cognitive thinking.
Meta-cognitive thought is essential to the development of one's capabilities for being emotionally intelligent as it provides the real-time reflection and action-learning methods used for experimentation and learning. Without meta-cognition, one follows their usual routine for human interaction without paying attention to the affects their behavior might be having on others. However, when thinking meta-cognitively, one is both in the conversation as well as outside of the conversation, operating...adjusting...learning. If the Johari Window allows one to gather a deeper awareness of possible blind spots affecting their performance and interpersonal effectiveness, meta-cognition adds real-time awareness to this process, therefore speeding one's development.
Lastly, business coaching is a resource that can combine the use of various assessments, advanced meta-cognitive thinking, and individualized learning in a Johari-esque model of development. Contemporary business coaching takes place in a humanistic yet goal-directed environment that many find renewing, deeply developmental, and enlightening. An experienced and ICF certified coach normally assists the candidate from two orientations. First, the coach and candidate complete an in-depth assessment of the candidate's strengths and weaknesses to be used as a foundation for the development of holistic goals. Secondly, while the candidate works toward goal attainment the coach continues the developmental relationship providing a forum for both accountability and trustful disclosure, further reinforcing practical application of new skills.
For more information on applying these four practices, or questions about any other leadership oriented subjects, please contact me through my website: www.leadersmartconsulting.com
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